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What to Ask When Interviewing Offshore Candidates

Offshoring can seem like a huge risk on the outset as it pushes you to cross unfamiliar territory. Offshoring and outsourcing is no longer just for large corporations and contact centers. It has become a more sophisticated global industry that also caters to small and medium enterprises. And since Australia’s economy rate has slowed down to 0.2%—its slowest in two years—it has been predicted that outsourcing and offshoring will be the biggest business trends in 2016, and something CEOs and CFOs will have to pay attention to.

Once you’ve done your research, and decided which country and company to offshore your business to, you may still feel overwhelmed amidst all the requirements in building your office overseas. One thing you can do to guarantee the proper establishment of your new office is to hire the best staff members that will fit your team. The following are our suggestions on what to consider when hiring your new virtual staff.

1. Cleverly inspect skills and prior experience

Not everything in the applicants’ resumes CV accurately represent who they are and what they can do. Ask them to walk you through their different roles and detail their achievements and tasks, noting their mastery in each aspect. You may ask them to rate themselves on specific skills, be it graphic design, bookkeeping, or project management to see the range and scope of their skills in previous jobs. You may even go off-script and ask them to tell you something that’s not in their resume—this allows you to discover how they fare when faced with unexpected tasks.

2. Check for any experience in working remotely

Knowing that a candidate has experience working for a virtual office tells you their knowledge about this particular working arrangement. They may have an edge as they may have little adjusting to do and can easily adapt to the daily operations. Ask them about their expectations about the job, the team, the office, and what they can learn. This would be an appropriate jump-off point to manage their expectations.

3. Ask why they would want to work for you

More often than not, applicants do not thoroughly know what your company is all about. By asking an applicant what motivates them to apply to your company, you can easily narrow down who should be considered based on their level of interest. And based on your company’s values and culture, you can juxtapose them with the candidate’s personal and career goals to determine if they align with each other. You can also better gauge their maturity, commitment, professionalism, and their leadership potential.

4. Indirectly ask about their working habits

Asking about their daily routine in the office should tell you how they effectively separate their professional life and personal life. You may ask them how they approach stress in previous jobs, or even ask what problems they anticipate in this job and how to solve them.

Of course, while asking all of these, you should also assess their English language proficiency, ability to effectively communicate with you, and their compatibility with the kind of team you are building. Allow yourself this opportunity to thoroughly test as if they are going to be part of your local team.

Recruiting high-value talents to fill your virtual team does not need to be such a daunting project. Flat Planet helps your business recruit top-calibre Filipino talent that can fill any role you need in various fields—from accounting, to data management, business administration, design, web development, writing, and others. You will find that your business will be able to compete in the global market by offshoring work abroad, and prove that your company is agile enough to navigate in this evolving market.

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