How to overcome staffing shortages and create new growth opportunities
As U.S. job openings rise to their highest level since 2000 and more than 90% of businesses report hiring challenges, significant labor shortages are hampering recovery and growth in a critical moment.
For companies to rebuild their pre-COVID capacity and take advantage of growth opportunities, benefits brokers and advisors need to help their clients think differently about staffing. One way to do this is for them to expand the scope of their talent pool and use remote staffing.
The concept of remote staffing is new to some, but commonplace at many of the world’s largest companies. COVID-19 has forced people to think about the workplace in a new light, as employees can now work from home, in the office, or even in another state or country.
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There are several ways producers can help companies take advantage of this change. To start, their clients can consider recruiting from the global talent pool. There are many highly talented people around the world who have the aptitude, experience and attitude to exceed expectations in many of these open positions, which is why our company matches employers looking to build offshore teams with very talented professionals in the Philippines.
By hiring talent from overseas, companies can respond quickly to their needs and save significant sums on labor costs. The common misconception about remote staffing is that when these companies move jobs overseas, they lose some level of control. But in reality, those who outsource their teams have many advantages. They automate and improve processes, while increasing productivity, growth, and revenue, which in turn creates higher-paying local positions.
Remote staffing can improve processes and accelerate an organization’s journey to digital transformation. It’s an excellent way to alleviate the shortage of personnel while creating new opportunities for growth.
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While remote staffing offers benefits, including an increased talent pool, reduced staffing costs, and reduced time to hire, this approach also presents challenges. For example, there’s a perceived lack of productivity or performance associated with remote employees, but there are ways to make sure your team is productive no matter where they are.
After managing remote teams for over seven years, one thing we are constantly focusing on and improving is our employee performance measurement. We use customer and employee surveys, key performance indicators and specific performance measures to help us measure employee performance and provide feedback through employee incentives or performance improvement plans.
Three key metrics we use for every employee are productivity, utilization and quality. Productivity measures the number of tasks completed over a period of time, utilization quantifies the time spent per task, and quality monitors the precision and accuracy of each task. These metrics provide great insight into employee performance and behavior and allow us to adjust work schedules, identify potential cases of overwork, readjust or balance tasks across the team and other issues. potential that could have a negative impact on the employee or customer.
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Another challenge of remote staffing is employee training and onboarding. Training alone can be a difficult task and doing it remotely adds a complicated variable. The key to training a remote employee is to have a well-defined process for each of the tasks or tasks to be performed.
Breaking down a task into its basic elements and detailing the process is not only useful for the employee, but it is beneficial for the whole organization. It offers the possibility of eliminating waste, automating and cleaning up certain parts of the procedure. Once this process is well defined, training becomes much easier. Well-defined processes and clear metrics are factors that keep your clients from tapping into the global talent pool. Remote work seems to be here to stay. It is worth encouraging employers to take advantage of this now and fill the vacancies that hold them.