Offshore Outsourcing FAQs
All your questions answered. Even those you hadn’t thought to ask yet.
We set up an overseas division of your company and handle facilities (including workstation, computer, internet, cafes, health clinics, pharmacies and amenities), IT support, labor laws, recruitment, payroll and HR. Plus, we provide a great team culture, including birthday celebrations and after-hours social events. Ask any of our staff and they’ll tell you MicroSourcing is a great place to work.
You handle work practices, quality and productivity.
In other words, we handle all the tricky Philippines stuff; you handle business.
MicroSourcing has 7 state-of-the-art office facilities across the central business districts of Manila and Cebu. Each has a dedicated cafe, a health clinic, locker rooms, server rooms, training rooms, an on-site tech support team, multiple internet connections from tier-1 providers, dedicated air-conditioning, backup power generators, fire detection and sprinkler systems, a 24/7 security system and roaming security guards. They range from 136 – 1300 seats and from 960 – 7000 sqm, and are all conveniently located close to food courts, restaurants, public transport, parks and retail shops.
Put simply, our offices are at least as good as any you’d find in a typical Australian or American CBD. See for yourself – take a virtual tour.
Thanks to exceptionally low living costs in the Philippines, labor and occupancy costs are approximately 70% lower than in Australia and the US. This means you can drastically reduce your operational costs.
Just as importantly, you’ll be improving the lives of your Filipino staff. The outsourcing industry has had an enormously beneficial impact on the local population of the Philippines, by providing long-term, fulfilling career opportunities that would otherwise have been unavailable to them.
If you plan to completely replace a local (onshore) team with an offshore team, then obviously your local team will be negatively impacted. But if you’re offshoring to free up your local team’s time, allowing them to focus on higher value tasks, then they’re sure to thank you for it. They’ll finally be able to action all those ‘one day’ tasks they’ve been putting off for months or even years.
Overall, offshoring is good for local employment. There’s a misconception that it means losing local jobs, but the reality is it strengthens your business and helps you compete long-term, which is excellent for local employees. The vast majority of MicroSourcing clients don’t reduce local staff numbers at all.
By offshoring, you can ensure the long-term sustainability of your business. By optimizing your costs and boosting your productivity, you’ll unlock the next phase of growth and profitability so you can compete on a global scale.
The world is changing, fast. Businesses that embrace the global marketplace now, can enjoy its benefits now, too, rather than scrambling to (maybe) catch up in a few more years.
You might be amazed at the kinds of roles you can offshore these days. Nearly anything your team does via a computer program or over the phone can be done remotely, by an offshore team. All they need is the right skills, training, support and software to do the job.
If you’re ready to start thinking about the tasks and positions you could offshore, take a look at our commonly offshored roles. Roles well-suited to offshoring include customer service, programming/development and tech support. But we don’t just do the everyday offshore roles – with access to a talent pool of over 200,000 skilled applicants, we can fill nearly any role your company might want to offshore.
We use your job descriptions to find and recruit suitable candidates from the local market and our database of more than 200,000 applicants. Once we’ve found the right people for your team, we set them up within our modern, state-of-the-art office facilities, including furniture, IT infrastructure, and support.
Your new team member(s) should be ready to begin work in as little as 6 weeks after you start the process – possibly even sooner.
The recruitment process is quite similar to hiring a local employee through a recruitment company. We take your brief and handle the search, shortlist and initial interviews for you, then once you’ve chosen the people you’d like to be in your team, we employ them and get them set up in our facilities, ready for you to onboard.
Here are the basic steps in the process:
- You provide job descriptions for each member of the team
- One of our recruiters will call you to discuss your needs further
- We advertise in all the major job boards in the Philippines and also mine our own carefully curated talent pool of over 200,000 applicants to find the right person for each of your roles
- We interview several people for each role, and present you with a shortlist of the most suitable candidates
- You conduct interviews – either in person, here in the Philippines, or remotely, using Skype video chat
- You choose your favorite candidates for each role
- We extend an offer of employment to each
- When they accept, we agree on their start date
- Upon commencement, we set them up in our offices, with a desk, computer, phone, internet connection, agreed software and anything else they need
- We conduct onsite inductions about our building and how things work
- You train the employee in any special requirements for their role
MicroSourcing recruits experienced staff for your role, so they hit the ground running.
You can then train your new team members in the specifics of your company, your workflow and anything else that’s specific to your business.
You should provide training on your company’s history, products, services, processes, special software, tone of voice and policies. You’ll also need to communicate tasks and responsibilities to your remote team, check in on their progress and answer their questions. We recommend using project management systems and text-chat software. Daily communication helps everyone feel like part of a team and gets the best outcome for your business.
You’re also responsible for managing your team’s performance and reviews. It’s important to give plenty of feedback, especially in the early stages of working together. Your offshore team wants to help you as much as possible, but they’re not mind readers so they need clear communication.
Of course, your operations account manager will proactively support your goals, throughout, including providing well documented processes for performance improvement and disciplinary actions. We also boast a training department and a large training library for most disciplines.
Yes. Some of our clients invest in on-site induction and reap great rewards. Their team becomes very loyal, they fit into the culture better and they develop an excellent understanding of the business. Obviously to do this, you’ll need to organize a visa for any team members who’ll be traveling to your country.
We’re delighted to support you as your business grows. You can add new team members at any time, as your needs change. Simply contact your account manager, and we’ll find the right person for your team.
It depends on the situation. If it’s due to poor performance, we’ll provide you with a well-documented performance management framework, which includes fair warning, an evaluation period and an escalation process that can lead to termination. If it’s not performance related, you can still dismiss the person, but you may have to pay redundancy payout, just as you would locally.
MicroSourcing’s 7 offices are located in Manila and Cebu, in the Philippines, which is UTC+8, but you decide when you want your team to work. If you want them to work outside of Manila’s standard business hours so they’re available during business hours in your country, that’s what they’ll do.
(We also have a global office in Sydney, so if you’re in Australia you can talk to your preferred local sales team as you get your offshoring systems set up.)
Here’s how Manila time compares to a few major cities around the world:
|Manila(PHT)||California(PST)||New York(EST)||London(GMT)||Paris(CET)||Pert(AWST)||Sydney / Melbourne / Brisbane(AEST)|
Yes! The Philippines is the third-largest English-speaking country in the world, with approximately 75 million English speakers, and English is one of the country’s two official national languages (the other being Filipino). So everyone learns English at school, and it’s the main language in every professional workplace.
Indeed, you’ve probably spoken to many Filipinos in the past, and mistaken them for Americans. That’s partly because the Philippines is a former US colony, and partly because Filipinos deal so often with Americans in their work that they naturally develop a slight American accent.
As a former US colony with a 90% Christian population, the Philippines has a very ‘westernized’ culture. Its cities, office buildings, malls and restaurants all feel very familiar to most Australians and Americans. And because there’s no language barrier, and no cultural differences in time management or sense of urgency in the workplace, working with Filipinos feels almost identical to working with Australians or Americans.
Yes. Visiting your offshore team and facilities is a must. It’s best to organize a trip when you first set up the team, and then regularly after that.
Fly over and take a few days to walk through the facilities and talk to your team. Get to know your staff properly and allow them to get to know you. Face-to-face conversations will help make your business and its goals, as well as your customers, a clear reality to your offshore team members (rather than remote concepts).
Visiting your staff in person will give you insight to their strengths and weaknesses. This way you can best organize your team members to benefit your business.