Part 1: Onshore vs Offshore Hiring

By March 22, 2017 February 21st, 2020 No Comments

Have you hired an employee and invested time recruiting and training that person only for it not to work out? Think about the time and money you have invested in finding the right person, the conversations with recruiters, the interviewing of candidates and the in-house setup, training and infrastructure required once they’re onboard.

Compare this to recruiting an offshore resource – you do your research through one of many online platforms and perhaps ask a friend or fellow business owner or colleague about their experiences. Once you’ve recruited someone, you then invest time in training this employee. This resource is remunerated about a third of what you would pay a local resource, and there is no recruitment fee.

In both scenarios there is always the chance that things don’t work out but it’s obvious from a cost perspective which one you would try again. Why then, when an offshore ‘experiment’ doesn’t work out, is there a reluctance to try again? Here are my thoughts…

  1. Expectations of an immediate outcome
  2. Losing patience with the process
  3. Expectation gap
  4. Difficulty with communication, hours of work and time difference
  5. You weren’t really sure how to go about it

Do any of the above sound like issues you have experienced? As a business you need to recruit, so the inevitable is that you’ll go through the recruitment process again.

Recruiting from a global resource pool is the way forward and it can save your business thousands of dollars if done properly. Don’t let one poor experience ruin the chance for you to make big savings.

We’ve learned how to get the best out of an offshore team. How? Stay tuned for our next blog and we’ll tell you how to mitigate these issues so next time, you will enjoy a positive experience when it comes to hiring a remotely based employee.

If you liked this post and want to read more, please follow us on Linkedin or Facebook.