Remote Staff

Author: RoseAnneDetran

  • Remote Staff CEO Shares Things He Learnt Working with Filipinos at Emergence 2022

    Remote Staff CEO Shares Things He Learnt Working with Filipinos at Emergence 2022

    Every year, Wholesale Investor, a leading global venture investment platform, holds an investment conference for business investors and business owners. The goal of this Emergence event is to get them to connect and exchange information to help increase opportunities for innovation and success for businesses.

    For Remote Staff, being invited by Wholesale Investors to this major event was an opportunity to promote the benefits of outsourcing and the potential of Filipino remote talent. 

    Chris Jankulovsi, Founder and CEO of Remote Staff, thinks that the event was a perfect opportunity to pitch Remote Staff. This once-a-year opportunity was just too good to pass up, so he and General Manager Rica Jankulovski made ample preparations for the event.   

    They set up a Remote Staff booth complete with tablets and headsets for visitors to use, so they can speak with Remote Staff’s Lead Account Officers and Lead Recruiters about Remote Staff service offerings. 

    Chris’ Tips for Working with Filipino Remote Workers

    Given the chance to present onstage, Chris talked about outsourcing to the Philippines and the importance of hiring the right person for a job. However, the highlight of his 16-minute presentation was the things he learnt working with Filipino remote workers for 15 years. He shared culture-specific behaviours and practices of Filipinos. Here are some of Chris’ tips for making your remote working relationship with a Filipino staff more healthy and productive: 

    1. Appreciation goes a long way. 

    sticky note with Good job!

    Filipinos love being acknowledged for a job well done. I mean, who doesn’t? We all want some validation that we are doing a great job and contributing in some way, and Filipinos are no different. In fact, their loyal nature motivates them to do even better when acknowledged by their employers and managers. Help build their confidence, optimism, and motivation to do well in their roles by showing them your appreciation with a kind word or a small token. 

    2. Maintain cohesiveness, team spirit, teamwork, and camaraderie.

    Filipinos enjoy team building activities or events where they can socialise and bond with you and their colleagues. It is important for them to get to know the people they work with, especially their employers and managers. Participating in these events and letting your Filipino team members get a glimpse of who you are make them feel a bit closer to you. This sense of closeness gives them more confidence and makes them feel more at ease when expressing their ideas and opinions at work. 

    Encourage constant co-worker/team interaction by allowing your Filipino staff to create chatgroups. Yes, even watercooler ones. For Filipinos, the workplace is not only a place to work or make a living. It is also an opportunity to make lifelong friendships.  

    Filipinos are also big on celebrations, so celebrating important events with them such as Christmas and birthdays is very much appreciated. It is highly encouraged that you allow them to take the time off to celebrate Philippine holidays with their families, such as the Holy Week, All Saints’/Souls’ Day, and the New Year.  

    3. Enjoy a good laugh with your Filipino team. 

    coworkers laughing together

    Everyone loves a good, hearty laugh, and Filipinos are no exception. The only difference is that laughter is more than just casual entertainment in the Philippines; it is considered as a lifeline to sanity and survival. Filipinos get through the hardest of times by finding things that make them laugh no matter what situation they are in. They prefer to keep things light, so try to participate in the conversation to get a good laugh as well.  

    The Filipino humour may be quite different from the Australian humour, and it’s okay if you don’t get it or if you don’t find it funny at all. Just know that it exists, and try to learn more about it by interacting with your Filipino staff as often as you can. 

    4. Criticise in private; praise in public.  

    woman balancing happy and sad emoticon

    Saving face is a huge part of the Filipino culture. Filipinos do not appreciate words and actions that cause them to lose face in front of others. Others might think they are being too sensitive or emotional, but in all fairness, there is always an appropriate time and place for airing work-related concerns and criticism. This does not have to be a public affair.

    Respect is key when working with Filipinos and with anyone for that matter. Try to be considerate with your Filipino staff’s feelings. How would they feel if you talk about their poor performance in front of their colleagues? If you are speaking with a manager, how do you think they would feel if you speak about their poor management skills in the presence of their team? In order to build better rapport with your Filipino team, criticise with respect and give credit where credit is due. Even if the work relationship does not live long, at least part ways without burning the bridge.  

    5. Provide clear instructions and set deadlines.

    woman at her work desk stretching her arms up

    After all this time, Filipinos are still finding it hard to shake off the concept of “Filipino Time” associated to their culture. Times have changed, and there are Filipinos who are actually quite strict when it comes to schedules and deadlines. As an employer or manager, you can help your Filipino staff get rid of this stereotype. Start by helping them manage and use their time wisely. 

    One way to do this is to set clear deadlines and hard stops. By doing so, you hold them accountable for the use of their time. They will also have a better idea on how to allot their time for their daily tasks. Check in with them when the deadline comes, so that they know you are serious about getting things done on time. This practice emphasizes the idea that time is of the essence when it comes to business, and they have to make the most of their shift to get things done well and on time.    

    6. Instead of waiting, ask for your Filipino staff’s opinion.   

    woman wearing denim jacket thinking

    There will be Filipinos in your team who will not volunteer their ideas. When they do, they do so with caution and in a polite manner, which is mistaken for lack of confidence. It is important to note that this is not necessarily the case. Filipinos are non-confrontational. They are just not used to initiating conversations, especially in situations that call for big decisions. They are afraid of their ideas getting shot down or laughed at. 

    It may take your Filipino staff some time to warm up to you or feel safe to express their ideas. What you can do is to provide a go-between mother/father figure or a Filipino representative in the team. Another option is to ask for their opinion instead of waiting for it. This reassures them that their opinions are valued and that their voice is willingly heard.  

    7. Set parameters on when your Filipino staff can make decisions without your approval. 

    coworkers having a meeting over coffee

    Filipinos have high regard for hierarchy and authority. As their employer or manager, your word is the law that they have to abide by. They understand that you may want to hear their opinions, but at the end of the day, you have the final say. Therefore, they make sure to follow your instructions to a T in order to maintain a smooth working relationship with you.

    If you want your Filipino team member to be more proactive, explicitly set and explain the parameters on when they can make decisions without your approval. With the parameters in place, they will gain more confidence to make decisions on their own and apply themselves more. They will know that they are not stepping on your toes or on anyone else’s with the decisions they make. 

    8. Build a strong team on the back of Filipino family values.

    family of four

    When it comes to priorities, family is always at the top of the list for Filipinos. You cannot compete with this. When a Filipino team member learns of a family emergency, expect them to drop what they’re doing, especially if they are breadwinners. Breadwinners are expected to cover their family and extended relatives’ needs. It’s not that they are forced to do this, but there is an unspoken obligation that stems from loyalty. Filipinos are naturally loyal to people who take good care of them, just like their family. This is why they volunteer to take care of them in return as a way of expressing gratitude. 

    Filipinos demonstrate the same value when it comes to work. If you take good care of them as their employer or manager, they take care of you ten times back. They are grateful to you for enabling them to support their family financially. In return, they want to do their best to help you grow your business. Hence, the importance of investing in employee engagement efforts.

    9. Learn how Filipino indirect communication works. 

    woman in blue shirt doing the ok sign

    Rather than confronting you, Filipinos find it easier to stay quiet or at least be subtle about what they truly want to say. By subtle, we mean their use of indirect communication. Non-verbal cues such as raising eyebrows (or an eyebrow if they are skeptical or mildly scandalised) or smiling are commonly used by Filipinos.

    Try to be more observant of your Filipino staff to familiarise yourself with how they use indirect communication. Notice their smile that can mean discomfort or confusion or that eyebrow raise that indicates surprise, disbelief, or disapproval. 

    10. Don’t force your Filipino staff to call you by your (first) name.

    female employee talking to male employer

    Filipinos do not call their employers, managers, and clients by their first names. They call them Ma’am, Sir, Mister, or Miss because these honorifics are considered a sign of respect. If you feel uncomfortable being called Ma’am or Sir, let them know how you prefer to be called. Insist if you must in a gentle and polite manner. But remember to not expect them to get used to doing so immediately. It is normal for them to feel uncomfortable addressing you by your first name alone. 

    Even after getting into the habit of calling you by your first name, there will be times when your Filipino staff will suddenly call you Ma’am or Sir. If this happens, you can either let it go or give them a gentle reminder. They will eventually correct themselves, anyway, knowing that you feel uncomfortable being addressed as Ma’am or Sir. 

    If you want to hear Chris talk about outsourcing and the Filipino remote talent, watch his full presentation at the Emergence 2022 here.  

    Remote Staff is not only invested in helping you find the right Filipino talent for the role you are looking to hire. We also provide ongoing support for your remote working relationships to increase your staff’s productivity, help you scale your business, and give you more confidence to expand your team globally.

    If you’re interested in what we have to offer, schedule a callback with us or simply give us a call.

     

  • 8 Ways to Celebrate Employee Achievements

    8 Ways to Celebrate Employee Achievements

    Do you ever feel like having a drink after a long day’s work? Or maybe having dinner at your favourite restaurant to treat yourself for waking up early today? Regardless of small or big wins, celebrating makes you feel happier and more motivated.

    Try applying this in the workplace. Imagine a team or a company that gives importance to every achievement and thrives on small and big wins. In any business, recognizing employee achievement can be a good thing as it nurtures your employee’s confidence to get things done not only on time but also in a standard you want. This has a long-term positive effect to your business’ overall performance.

    A study done by O.C Tanner Company, reveals that 80% of employees quit their jobs due to feelings of underappreciation. Regardless of the given tasks, employees would love to know that they have contributed something to the company. So find time to celebrate your employees’ achievements. Here are some ways you can do this and you don’t even have to break the bank:

    1. Give shout-outs

    woman holding a megaphone

    Appreciation starts with recognition. When an employee hits a goal or surpasses it, take the time to give a shout-out for his or her accomplishment. You can do this during one of your meetings where the employee is present. Sending a group message on your chat group to congratulate the employee may also work. Shout-outs are a great way to ensure that everyone’s achievements are recognized and celebrated by the whole company. They motivate everyone to do well at their tasks to earn the spotlight. 

    2. Pay it forward

    tree diagram of hearts

    Instead of rewarding the employee for a great job, you can help them pay it forward by providing the opportunity to give back to the community. It’s like spreading good vibes and good fortune around. Your team can try community outreach programs like volunteering at feeding programs for the homeless, at animal shelters, and homes for the aged. 

    3. Hold an end-of-week celebration

    a group of people celebrating with balloons and party hats

    You don’t have to stop at simply recognizing your employee’s achievement. End the workweek on a positive note by celebrating the employee milestone with food and drinks. With less COVID restrictions in place and more people vaccinated, you can do more in-person celebrations. Throw a party, organize a game or movie night, or hit the karaoke bar. If you still feel unsafe being out and about, you can still share food and drinks, play games, watch a movie, or do karaoke virtually.   

    4. Give major end-of-year awards

    trophy with people clapping in the background

    Set the bar high by giving out higher level, yearly awards for the real movers and shakers in your company. You can ask help from the other managers by getting them to nominate their fellow co-workers for the awards. Handing out trophies or medals are nice, but since these awards are on a different level, throw in a monetary bonus or an out-of-the-country trip. Present the awards during an official company event to add to the prestige factor. 

    5. Give small gifts and cards

    hand passing a red box to another hand

    You can try a more personalized approached when commending your employees for their significant contribution. Send them a handwritten thank-you card along with a small gift, such as a coffee mug or a gift card. These inexpensive yet meaningful tokens of appreciation are enough to put a smile on an employee’s face and make them feel show them valued in the company. 

    6. Consider for promotion

    a man and a woman shaking hands next to blocks that spell the word career

    Employee achievements are an indication of growth. When employees do an outstanding job, take the chance to speak with them about their career plans. Ask them about the next steps they want to take in their career or about new responsibilities they want to take on. If there is an opportunity, promote your star performers as it’s not every day that you get to find one in your team. Don’t let them go. 

    7. Offer additional training or education opportunities

    the word training inside a drawing of a cloud and surrounded by other words like teaching, knowledge, coaching, skills, development, workshop, and learn

    If there is not opportunity for a promotion, you can offer further training or education. This way you tie your employees’ accomplishments with their career goals. Maybe they want to pursue a postgraduate degree or attend an expensive training program. Help them achieve these goals by providing them  with financial assistance or introducing them to exclusive training programs or influential mentors. 

    8. Give premium company merchandise

    a man holding a watch with a blue tag

    Make your movers and shakers feel extra special by giving them premium company merchandise. Instead of giving them the basic coffee mug, give them a high-quality tumbler. Skip the cheap pen and buy them something a bit pricier. If you have the budget for it, a personalised wristwatch would be nice, too. 

    Here at Remote Staff, we understand the important role recognition plays in increasing your retention rate. We can help you build and maintain a healthy working relationship with your Filipino remote workers. If you are interested, schedule a callback with us or give us a call.

  • Pitfalls to Avoid When Working with Filipino Virtual Assistants

    Pitfalls to Avoid When Working with Filipino Virtual Assistants

    The concept of working with a virtual assistant is enticing if you think about one solely based on the word “assistant.” Assistants are supposed to make your work (and life) easier by accomplishing tasks you do not have the time of day for. They also tackle repetitive tasks you are not good at or tasks that do not require much of your focus and input.

    However, nurturing a healthy and productive working relationship with a Filipino virtual assistant is not a walk in the park. If you’re not too careful, you may commit irreversible mistakes in the process that could cause you a huge portion of your resources. Regardless of your reason for hiring or working with a Filipino virtual assistant, there are some pitfalls you must avoid at all costs when managing one. 

    1. Assuming that your virtual assistant knows what needs to be done

    woman scratching her head while looking at her laptop screen

    If you want to succeed in working with a virtual assistant, it is important to set goals and expectations even before you start the hiring process. This requires an understanding of how you intend to utilize your virtual assistant.  Otherwise, you are going to end up wasting valuable time and money on a bad hire.

    2. Not providing clear instructions to your virtual assistant

    man with his back facing front, looking at a white wall with who, what, when, where, how, and why question words

    It is imperative that you give clear instructions to your virtual assistant, especially in terms of the amount of work expected. Ideally, outlining the tasks required in completing the job and going over them one by one is the best way to do this, but you might not have the time. What you can do is to check whether your virtual assistant understands your instructions by asking him/her to repeat what needs to be done. Doing so saves yourself a lot of time correcting mistakes made by your virtual assistant. 

    3. Not providing your virtual assistant proper training

    woman wearing a white blouse in front of her laptop

    Surely, your virtual assistant comes with an advanced set of skills or knowledge you require, but it doesn’t mean that he/she does not need further training. Conducting an onboarding process for your new virtual assistant is paramount in helping him/her accomplish tasks accurately and on time. Besides, your virtual assistant might not be familiar with how you do things in the company, particularly the tools and systems you utilise. Make sure your virtual assistant is trained well in using software, apps, platforms, and other systems you utilise in the company. Moreover, train them on your overall workflow process. These trainings keep your virtual assistant aligned with your business goals. 

    4. Not preparing yourself for managing a virtual assistant

    man with his laptop over the back of his head

    While most virtual assistants are already familiar with the concept and challenges of remote work, there are managers who are not quite familiar with them. Managing a virtual assistant might be more complicated than they expect it to be. If you are not comfortable with the concept of managing a virtual assistant, try asking other fellow entrepreneurs for some insights. This will help you prepare in terms of setting expectations concerning your remote arrangement with your virtual assistant. 

    5. Giving your virtual assistant one task or too many tasks

    two sets of hands working on three different things

    Always think long-term when hiring virtual assistants as you gain more value out of them this way. Giving them one task makes them feel that you will get rid of them as soon as they complete it. Giving them too many tasks at once makes them think that you do not care much about their career growth. Again, setting expectations is crucial, but remember that your VA is a real human that has anxieties about his/her job. It will help to give much thought to the tasks you assign your virtual assistant.  

    6. Not understanding cultural differences

    man bowing to a woman and woman holding her hand out to the man

    The Philippines has its own rich history. It has its own social norms, values, and beliefs that can be quite different from yours. It is crucial not to expect your virtual assistant to forget them as soon as they start working for you. Instead, try to factor in their unique practices and beliefs into their work performance. This ensures that they can be welcomed into your team and accommodated in your company.

    7. Lack of communication

    one head with colorful origami and another head with black origami

    Communication is key to any successful business. Without it, productivity might plummet. This is true especially for your virtual assistants who are not in an office with you or their managers. The differences in time zones may add another layer of challenge. So keep lines of communication open and transparent at all times. Make sure to provide feedback, criticism, and expectations as soon and as often as you can. Maximise the use of available online tools and digital platforms to make communicating regularly with your virtual assistant much easier and more efficient.

    At Remote Staff, we help you avoid these pitfalls when working with your Filipino virtual assistants. Schedule a call back now or call us to speak with our recruitment experts about hiring or working with a Filipino virtual assistant.

  • How to Manage an Introverted Filipino Virtual Assistant 

    How to Manage an Introverted Filipino Virtual Assistant 

    Introverts always get a bad rap in the workforce. People think that introverts are too quiet or too distant for office work. They are stereotyped as shut-ins getting lost in their own world.

    According to Myers-Briggs Co., 44% of the world’s population is introverted. If you and your team take a personality test, you’ll probably discover at least one introvert among yourselves. Introverts, unlike extroverts, thrive in being a lone wolf, therefore, remote work, digital workplace tools, and asynchronous workflows suit them well. And now that more businesses are embracing remote work, things are leaning towards the favor of the introverts. The less social interaction, the better the performance of introverts at work as it entails less social anxiety.

    But does the same thing apply to Filipino virtual assistants?

    A woman wearing a headset and talking to someone online

    Yes, it does. It really is a matter of management.

    One of the best qualities of an introverted remote worker is that they are self-starters and independent individuals. Being left alone is never an issue as they are happy to go solo. Nevertheless, this does not mean that they should literally be left alone at all times.

    In fact, introverts have their own management needs, and great managers know how to provide them. They are able to help their introverted Filipino virtual assistants take steps to thrive in their role.

    They also require a different way of management as they open up slowly. It’s important that managers are always aware of their introverted team members so as to avoid being confrontational, which can be overwhelming for introverts.

    Introverts are also honest and insightful, so if you put them in the right environment, they will willingly express themselves and question the viability of other creative ideas. It would help if they try to find out what setting their introverted team members are more comfortable in expressing their ideas.

    So how do you manage introverted Filipino virtual assistants?

    1. Give them time and space to reflect or prepare themselves.

    a man wearing a blue suit hugging his laptop

    Allow your introverted team members to prepare themselves for a big meeting or a check-in instead of sending them a message to have a meeting out of the blue. Introverts need time to process things as they have more going on internally compared to extroverts. They have more pent-up emotions and opinions to unpack and organise.

    2. Pair up introverts with extroverts.

    two heads with speech balloons

    By pairing introverts with extroverts you get the right balance of social and communication skills and great ideas and a solid plan for implementation. With this pairing, you won’t have a problem with two people trying to be the loudest in the room or find yourself in the midst of an awkward silence while in the same room as them. 

    3. Respect their space.

    a woman keeping a man outside of her personal bubble

    Introverts’ personal space is sacred to them as they love their safety bubble. It’s best if you can allow them to keep working from home or in a hybrid setup where they need to stay in the office some days, in a quiet space where they can work. You can still gather in a conference or huddle area when you need to but, when it’s time to disperse and work on individual tasks, introverts should have their own place to go back to.

    4. Schedule everything.

    hands scheduling on smartphone and tablet

    Introverts are not anti-social individuals. They just need more time to become more immersed in a conversation with someone or to prepare their emotions to go into a big crowd. This does not mean that they do not like communicating. If you have an introverted staff, it would be better to schedule meetings with them in order to give them time to prepare for them. Do not force them to attend team building activities or company parties as doing so makes them even more anxious. Instead, let them know about the event a month before the actual event takes place, so they can prepare their heart and mind for a possible major interaction. 

    5. Demonstrate patience.

    a woman sitting in front of her laptop while her eyes are closed

    Managing introverted virtual assistants requires patience. Forcing them to speak or to socialise, especially in front of a lot of people, may be counterproductive. Instead, it would be better to encourage them to come out of their shell. Using the right tone is also important. Be sure to balance the right amount of firmness and empathy.

    Virtual assistants are expected to communicate with you and other people in your network, so surely they have anticipated as much interaction with others. However, the rise of remote working and digital workplace tools is such a convenience for introverts as they now have the tools and capability to complete tasks and contribute at a distance. Nevertheless, this doesn’t mean managers should completely leave them to their own devices.

    Letting them know that they can freely apply themselves and ask for assistance gives enough breathing room for introverted Filipino virtual assistants while not making them feel ignored. 

    If you are looking for a Filipino virtual assistant or need help with managing an introverted one, reach out to our Remote Staff Lead Account Officers. These experts can provide you with some useful tips for managing your staff better.

  • Should You Hire Filipino Remote Workers? A Big YES to That and Here Are 10 Reasons Why

    Should You Hire Filipino Remote Workers? A Big YES to That and Here Are 10 Reasons Why

    Long before the COVID pandemic shook the world to its core in 2020, the Philippines had already been known as the “Outsourcing Capital of the World.” Now, despite the pandemic and the increase of remote workers from around the globe, the Philippines is still one of the largest and most popular outsourcing destinations in the world.

    Being exposed to the concept of remote work early on, Filipinos have enjoyed the benefits of work-from-home solutions and mastered the art of working remotely. You can say that nothing fazes Filipino employees anymore. They have gone through every remote work challenge there is and have learned to deal with it gracefully regardless of wherever or whenever they work and whoever they work for. 

    We could go on and on, but here are 10 of the most compelling reasons why Filipino remote workers rule:

    Female remote working from the Philippines with words that describe her placed around her

    Independent

    How do you manage someone working miles away from you? You don’t (at least not as much as you would someone working in the same physical space as you). Remote work will require you to step back a little, and Filipino employees are great at effectively doing their jobs with minimal supervision. You don’t have to worry about them missing deadlines and confusing time zone differences.    

    female employee wearing a cape and looking at the sunset

    Loyal

    You take care of your Filipino remote workers, and they will take care of you 10 times more. They value good working relationships, so it is pretty common for them to stay with the same company for decades. Even with less face-to-face interaction, Filipinos can easily form bonds due to their friendly nature. They easily get attached to their colleagues and employers, which results in camaraderie.    

    woman holding a heart

    Resilient

    The Philippines often experiences natural disasters like earthquakes and typhoons, and despite adopting new technology, it still has relatively slow internet connection and frequent power outages. Although this is the case, Filipino employees do not easily give up and skip work. They will try to get back to work as soon as they can or at least keep in contact with you to notify you when they can come back.   

    man carrying a briefcase jumping over a huge crack on the road

    Optimistic

    Filipinos are the most optimistic people you will ever meet. Even in the face of adversity, they know how to keep things light and separate their personal life from their work. Yes, they value family over work, so expect them to take a leave of absence during family emergencies, but they don’t disappear on you for days without a single word. As professionals, they understand the importance of ownership and are aware of the responsibilities they need to fulfill at work. They will bounce back and come out stronger in spite of setbacks, ready to resume work.      

    [aslcandidates id=’0′]

    Resourceful

    Being independent means having a knack for solving problems without much help, which is often the case with remote workers. Filipinos are resourceful individuals. Their positive outlook and resilience allow them to think on their feet and come up with solutions for their clients even with less resources. Their empathetic nature also helps them anticipate the needs of their clients and think of better ways to service them.   

    person holding a light bulb

    Hardworking

    Filipinos are used to working long hours just to provide more for their families. Some even take on one or two side gigs while working full-time. That being said, earning extra income is not the only motivation Filipino workers have for working overtime. They also want to contribute to the success of the company they work for by honing their skills and learning new ones to ensure that they are doing high-quality work.  

    man pushing a boulder up a mountain

    Culture Fit with Westerners

    Filipinos embrace foreign culture, especially the Western culture. They enjoy English movies and TV programs and appreciate Western lifestyle, fashion, and sports. This deep connection to the West may have something to do with their colonial history. However, beyond that, Filipinos learned to be more adaptable and use their fascination with anything foreign to their advantage. They earn an income with the use of their knowledge on Western culture.

    Filipino employee talking to foreigners

    High English Proficiency

    High English proficiency gives Filipino remote workers an edge over others. But why exactly are they good in English? Filipinos learn to speak English even before starting school. Their love for anything foreign allows them to be open to watching foreign films and listening to foreign music, especially those in English. School curricula include how to use the English language in speaking and writing and test reading comprehension and listening. 

    employee videoconferencing with woman online

    High Literacy Rate

    Filipinos take education seriously and consider college education as a major milestone in life. We all know that a college degree does not necessarily mean success, but having one definitely gives us an advantage. Even though Filipino parents do not have enough money to send their children to college, they make it their life’s goal to do so no matter what. The Philippines’ 98% literacy rate shows that it is home to success- and excellence-driven people.

    woman holding a diploma

    Well-supported

    Filipino remote workers are getting the support they need to make remote working a viable career path. The Philippines now has modern infrastructure facilities (such as co-working spaces) and technologies (faster internet connection) that make remote working easier. The government has also enacted a law that formalizes work-from-home or remote working, setting out the rights and duties of employers and employees in a telecommuting program.

    woman using her laptop, scales of justice shown

    Filipino remote workers are indeed all that and more, but nothing beats working with one to truly understand and appreciate what makes them the best remote workers in the world. Click here to learn more about outsourcing to the Philippines. You may also call us or schedule a callback now to discuss your staffing needs with one of our Lead Recruitment Officers.  

  • Remote Staff Case Study: 10 Challenges Faced by the AU Marketing Industry and the Remote Staff Solution

    Remote Staff Case Study: 10 Challenges Faced by the AU Marketing Industry and the Remote Staff Solution

    Marketing, especially digital marketing, is essential to every business, with or without the COVID pandemic. No matter how good you think your products and services are, without proper introduction and promotion to the market, they will not convert to revenue. 

    It is undeniable that the role of digital marketing has significantly increased in importance within the last two years due to the pandemic. Consumers were forced to make drastic lifestyle changes, which also changed their shopping and spending behaviours. In order to keep up with customer expectations, companies offering marketing services had to come up with better strategies.  

    phone showing increasing marketing and advertising spend

    In Australia alone, the digital marketing landscape is developing quickly. Since 2018, digital marketing has represented more than 53% of the total Australian ad market, which was expected to rise in the next five years.

    Come 2020, the total investment in digital advertising was at AUD 9.5 billion, a 2% increase from 2019.

    Australia’s advertising spend will continue to grow into 2022 off the back of a positive growth experienced in 2021, albeit at moderate rates.

    Major Challenges Faced by the Marketing Industry

    Despite the predicted continuous growth of the marketing industry in Australia, it has long been plagued by challenges due to the changes in market behaviour and preferences and technological advancements over time.

    Yes, solutions are provided here and there, but businesses are having a hard time keeping up and learning about each of them and choosing the best solution for specific problems.

    Among the biggest challenges faced by the marketing industry include: 

    1. Measuring Marketing Success

    hand writing return on investment on a white background

    Return on investment (ROI) is a measure of marketing campaign success or progress. Knowing how well a marketing campaign is doing, especially if it is doing well based on ROI, gives you the confidence to make budget decisions to invest in more marketing programs and tools.

    However, monitoring ROI is not as easy as it may seem. Sales reports do not reflect marketing effectiveness. The number of people who have read, let’s say, an article about your product or service does not automatically tell you how many of its readers purchased your products or subscribed to your services.

    2. Managing Multiple Marketing Platforms

    man holding tablet showing logos of communication apps

    New content marketing channels continue to surface despite the pandemic, but the problem lies in producing enough demand for content. Marketing content is fighting for market attention with more and more platform options available for use to publish content, making it harder to increase traffic and leads.

    Focus is another challenge. With more available platforms to use in publishing content, it is getting harder to know where to focus your efforts. Studies can be conducted, but time is of the essence. The more time spent on doing research, the more traffic and leads are lost. Without knowing where to put up content for business promotion, efforts go down the drain and desired results are not met. 

    3. Upgrading Websites

    desktop monitor showing the word website and data in tabulated form

    Your website plays a huge role in attracting and converting leads. The content you put up on your website somehow influences the decision of potential leads to purchase your products or try your services. Therefore, it needs constant upgrades for faster and better performance in terms of SEO ranking.   

    Upgrading a website is a laborious process because it requires you to constantly put up new content and optimise it and think of ways to improve its overall look and feel without drowning out your brand’s voice. With so much content online, it is challenging to come out on top of the marketing game. It is even harder without the right marketing team and tools and support from the management. 

    4. Budgeting

    man typing budget planning on his laptop

    Marketing campaigns require a budget, but with businesses trying to survive the pandemic, allocating budget for marketing efforts has become a huge deal. Even if you come up with an income-generating idea, you cannot put it to good use without financial support.

    These days, marketers are left to do their best with minimal or even without financial support, which affects their ability to conduct marketing campaigns. In effect, less content is published. What’s worse is that it is published on less effective platforms.

    5. Training Marketing Staff

    man and woman looking at the screen of a laptop

    Marketing concepts, tools, and technology continue to evolve, and training your team on how to effectively use them is becoming a greater challenge. However, if you want to scale your business, it is an investment worth making.

    Time and budget are two of the main factors that make training such a challenge. Allocating more time and budget to training staff deprives other aspects of your business of much-needed resources. If you train your staff yourself, you have less time to do what you do best, that is, to run your business.

    6. Targeting Audience

    a man showing a hologram of people

    If you are aiming to gain more volume in your business, you should consider marketing internationally. However, going global requires effective audience targeting.

    With a global audience in mind, there are more people to analyse and identifying buyer personas can take too long. Another challenge here is even though you have already determined your international audience, you still need to figure out the best ways to market your products and services as marketing internationally is a totally different game.

    In addition, expanding internationally will require you to organise and optimise your website for different countries. Without enough resources, this can be a long and arduous process.

    7. Applying Account-Based Marketing Strategy

    Account-based marketing with accompanying arrow

    In the past, marketing was done by the marketing team alone. However, the trend nowadays is a collaboration between the marketing and sales teams. This growth marketing strategy is called account-based marketing (ABM). The goal of ABM is to personalise the buying experience, which ironically, is the challenge of the strategy.

    If you want to utilise an account-based marketing strategy, there isn’t a lot of software to choose from. However, if you choose to go manual, a lot of data gets lost in the process.

    Currently, what you can do is to work out a process that works best for your business. You will be doing a lot of experimentation, and the process may lead to disappointing results.   

    8. Attracting High-quality Talent

    magnet attracting people

    There is also higher demand for marketing talent due to the new opportunities presented by the pandemic. With more remote work opportunities offered nowadays, more marketing talent is available online.  

    However, sourcing the right marketing talent can take weeks if not months, especially if you are looking for the best of the best. It is becoming a struggle to look for marketing talent that possesses the right balance between creative skills and technical skills. At the rate the demand for marketing talent is going, you are forced to make quick hiring decisions. As a result, you only get the next best thing–not exactly the one with the technical, creative, and business skills required of a successful digital marketer.

    9. Keeping Up with Consumer Expectations

    hand holding the words consumer expectations

    Let’s face it. COVID is still real.

    Despite the ongoing vaccination efforts, we have not completely defeated the coronavirus, and this will continue to affect the marketing industry. Consumer expectations and behaviours have changed in the past couple of years and will continue to change even if the COVID pandemic finally ends.  

    Businesses are trying to stay relevant by remaining flexible at the moment. However, constant fluctuations are making it harder to think of long-term marketing decisions. All they can do is to adapt to changes as they happen. 

    10. Standing Out

    magnifying glass magnifying white image of a person

    With more and more businesses turning to digital marketing and producing online ads, it is getting harder to stand out. What’s even more challenging is coming up with more unique ideas to really make consumers notice their businesses.

    The market is already saturated as it is, but with the pandemic, more people are starting their own businesses to try and survive. These businesses will continue to crowd the market, and this year, marketers will have to push themselves to the limit in order to come up with fresh and effective marketing strategies. 

    The Remote Staff Solution

    Fortunately, remote work is becoming an integral part of businesses all over the world. It has become easier to grow your team and scale your business with the help of more people coming from diverse backgrounds lending you their marketing genius.

    One of the countries to which you can easily outsource marketing tasks is the Philippines. The country is home to professionals who can speak fluent English and are experienced in marketing. All you need is an agency that can help you find the right person for your business.

    At Remote Staff, we help you gain a valuable team member who does not only support you in achieving your business goals, but also aims to contribute more to the success of your business.

    Here are the most in-demand remote work roles within the marketing industry offered by Remote Staff and what they can do for you:   

    Finance and Admin Specialist 

    man holding a laptop

    • monitors transactions
    • monitors compliance
    • oversees human resources, security, transportation, IT, communication, procurement, office space, and equipment
    • safeguards the company’s assets 
    • provides support in ensuring timely and effective implementation of activities
    • performs accounting, budgeting, and reporting tasks
    • oversees the quality of office administrative functions
    • serves as financial management resource

    Content Producer

    woman typing on her laptop

    • edits content for various platforms
    • writes blogs, articles, product information, and other types of writing for websites
    • researches topics prior to writing

    Data Manager

    man wearing eyeglasses with his hands on top of each other

    • accesses, validates, and stores data needed for research and business operations
    • develops and oversees data-orientated systems

    Graphic Designer

    woman drawing on her tablet

    • communicates ideas to gain the attention of consumers through images, words, or graphics
    • creates design concepts using specialised graphic design software

    Operations Coordinator

    man wearing a headset

    • coordinates business budget
    • interacts with corporate personnel
    • manages departments that runs a business
    • plans purchases
    • negotiates contracts

    Web Designer and Developer

    man looking at his desktop computer

    • maintains and updates existing websites
    • does website design, layout, and coding
    • responsible for the technical and graphical aspects of websites

    PHP Developer

    man looking at his laptop

    • supports front-end developers by integrating their work with the application
    • develops and integrates plugins
    • writes server-side web application logic
    • develops back-end components
    • connects the application with other web services

    SEO Specialist

    woman writing on her notebook

    • inserts keywords into websites
    • researches and analyses data to improve a website’s ranking on search engines
    • finds the most popular and relevant keywords used in search engine queries

    Digital Marketing Specialist

    woman typing on her laptop

    • evaluates the needs of the market
    • researches about consumer trends and demands
    • develops strategies used in marketing a company’s product or service online
    • creates online promotions and emailing campaigns
    • comes up with other ways of reaching customers via the Internet
    • helps increase brand awareness
    • promotes company products or services
    • drives prospect conversions
    • effectively communicates via different technology platforms
    • initiates effective online marketing campaigns

    Digital Ads Specialist

    woman sitting in front of her laptop

    • places targeted consumer ads on digital platforms
    • optimises strategies and implements ads for different markets
    • conducts performance analyses of ads
    • creates and coordinates advertising campaigns
    • discusses goals and needs for advertising campaigns
    • designs ads

    What Our Numbers Are Saying

    Aside from our list of in-demand roles, we have graphs that show the increasing interest and demand for remote work in the marketing industry. 

    YoY Lead Acquisition chart

    As you can see in the graph above, the marketing industry showed increasing interest in remote work from 2018 to 2021. 

    2021 Placement per Industry chart

    In terms of placement, the marketing industry ranks third, along with the healthcare industry. Both industries made a total of 30 placements each in 2021.

    Work Status of Placements chart

    Out of the 30 remote workers contracted by businesses in the marketing industry, 70% are part-timers. This shows that Filipino marketing professionals prefer to do part-time marketing work to do the kind of varied work they want. Thirty percent of the contractors are full-time workers, which means that remote work is not only a temporary fix. Businesses are making remote work a permanent business solution.  

  • Mind the Gap: 10 Team Building Activities to Improve Management-Remote Staff Relations

    Mind the Gap: 10 Team Building Activities to Improve Management-Remote Staff Relations

    For a long time, the gap between management and staff has existed due to set boundaries so as to avoid blurring the lines between managers and their staff.

    On the one hand, managers feel alienated from their staff as they put up a wall between them to make sure that their role in the workplace stays intact and respected. On the other hand, staff members are intimidated by their managers. They find it hard to initiate conversations or throw them a joke or two, thinking that they could get fired doing so.

    Unfortunately, the COVID pandemic has widened this gap even further. Social restrictions forbid or limit opportunities to get together and bond as a team. If left unaddressed, the gap may further increase, affecting productivity altogether.

    It’s a good thing that fun and easy virtual team building activities are available and more of them are being integrated into apps made available to the public. Virtual team building activities are a great way to close the gap between management and remote workers all over the world.

    Here are 10 activities that will help you make the most of virtual meetings and happy hours to strengthen the bonds of your outsourced team from the Philippines:

    Happy Hours

    female employer raising glass during a video call

    Happy hour does not have to involve just booze. It could be a showcase of your favourite beverages–coffee, soda, juice, or tea. Whatever you decide to sip on, make sure to keep the conversations interesting and not work-related. You can also play a game, which definitely adds the “happy” to your happy hour.

    We recommend that you do this after work, preferably on a Friday, just so you’ll be more comfortable sipping on your alcoholic drinks and not worry about getting a hangover the next workday.

    Trivia Time

    laptop screen showing people's faces

    Team trivia games are always a hit, especially with a bit of friendly competition. Build your own team trivia via available free platforms. There are trivia platforms that do require a subscription fee. However, trivia games are so fun and engaging that investing in a paid platform is worth the investment.  

    Your trivia questions can range from personal ones to general knowledge. Just make sure to avoid questions that are too personal or offensive. If done right, team trivia games are a great way to get to know each other in between laughs and cheers.

    Gaming Galore

    man wearing a hat playing computer game

    Contrary to what others think, gaming is not a waste of time. Incorporating multiplayer gaming in team building activities builds strong bonds between management and employees.

    Gaming is all about strategising and creative thinking, which is exactly what you want yourself and your team to hone while getting recharged and relaxed. Who knows maybe when you get back to work after playing a strategy video game, you’ll be able to come up with a new and effective solution to a work-related problem or roadblock.    

    Music Sessions

    woman holding a microphone and singing in front of her laptop

    Music is a universal language that speaks to the soul of humankind, or so they say. Whether you agree or not, music does unite us in a way, especially Filipinos. If you want to establish rapport with your Filipino remote team, music is a great way to go (aside from food, of course).

    You can discuss your favourite music or watch an online concert together. Taking it a step further, you can bond over PowerPoint karaoke, virtual jam sessions, or even compose a company/team jingle together. These music sessions are also a fun way to discover and showcase your team’s talent.   

    Personality Quiz

    employees holding signs with a question mark

    Taking an online personality assessment is a unique and fun way of starting conversations and making connections within your team. Of course, these free online personality assessment tools are not 100% accurate, but they somehow provide a general idea about how a person thinks and behaves.

    Remember that this is done only for fun, and should not be used as a basis for work performance assessment. It’s really about the excitement that you get over knowing who among your team members share the same personality type as you or finding a common ground. I mean wouldn’t it be fun to share the results of your personality test and see who’s similar or different from you?

    Wellness Challenges

    woman holding her cellphone with her laptop, notebook, pen, and yoga mat on the table in front of her

    Learning to work on a common goal–that is what wellness challenges as a team building activity aims to develop in participating teams. Losing weight or gaining weight together through exercise or diet is so much more motivating than doing so alone.

    Wellness challenges do not have to be physical; they can also be metal. Try meditating with your team. It’s really up to you. Just make sure to track your team’s progress every week or month, depending on what works for you. Document your progress by taking pictures or recording activity stats with a fitness app. An award or prize would also be nice at the end of every challenge.

    Foodies Fest

    woman making noodles with her colleagues doing the same in the background

    Name someone who doesn’t enjoy food. If music is the universal language of the soul, food is the universal language of culture. Despite different dishes served in different countries, people from different parts of the world still find a way to bond over food.

    This could be an effective team building activity for your team as well. You can try holding cook-offs with your team members or sharing recipes and photos of your favourite dishes. Holding a virtual potluck can also be an option.

    Get-to-Know-You Icebreakers

    wooden blocks with questions

    Icebreakers really do break team tension. They reduce built-up stress and build genuinely amiable connections. Plus, they provide opportunities to get to know your team members even better. Some activities you can try are:

    • Show and Tell – Share stories about a photo or an item with sentimental value to you.
    • Two Truths and a Lie – Take turns telling two truths and a lie about yourself. The objective of the game is for everyone to figure out which statement is the lie.
    • Who’s That Baby?  – This game is guaranteed to elicit a lot of “awww” from your team. The goal is to show baby photos and have everyone guess who that baby is. 

    Scavenger Hunt

    scavenger hunt list

    A good old scavenger hunt activity is a fun way of getting yourselves out of your home office chair and walking around the house. Prepare a list of items that are challenging to find around the house to make the game more exciting.

    You can put a twist to your scavenger hunt activity by incorporating photos, videos, or QR codes. Get as creative as you can. If you want to take your scavenger hunt to another level, try doing an escape room activity instead.

    Talent Show

    laptop screen showing a woman in yellow singing

    Everyone in your team has something to offer when it comes to work. They also have their own unique talents to show outside of work and onstage. Encourage everyone in your team to showcase their talents on your very own virtual corporate talent show.

    It will be a refreshing experience seeing your team and your team seeing you perform outside of work. Grab that microphone and sing your heart out. Do a dance break. Recite that self-composed poem. Do a magic trick. The possibilities are endless. It will be a rare opportunity to be silly and show your human side, which is always a treat for your team members.  

    Bridging the management-remote staff gap takes time, and even after efforts to do so, the gap may not disappear. However, a little effort from the management in making a connection with their employees can help build trust without encouraging them to overstep boundaries.

    If you want to learn more ways to build a healthy relationship with a Filipino remote worker, visit www.remotestaff.com.au and schedule a callback or call us. We will also address other questions you may have about hiring and working with a Filipino remote staff.

  • Top 6 Benefits of Hiring an Appointment Setter for Your Business

    Top 6 Benefits of Hiring an Appointment Setter for Your Business

    The role of an appointment setter is considered as one of the most challenging within a business, especially for start-ups and SMEs. Without appointment setters who serve as your company’s front liners, you won’t be able to sell your products or services to potential clients. Remember that good first impressions go a long way, and if you don’t get prospects interested in meeting a salesperson, then you won’t be able to increase your sales.

    What is an Appointment Setter?

    Appointment setters are members of a sales team responsible for setting sales appointments between a company and a potential client. Basically, what they do is make initial contact with leads, preparing the leads for the outreach before a salesperson can start a conversation with them via social media, email, or a phone call. Their other responsibilities include: 

    • Familiarizing themselves with your company’s products or services
    • Taking calls from prospective clients to answer basic questions and address simple concerns
    • Directing prospective clients to the right person who can adequately answer their questions
    • Keeping a detailed log of calls taken, made, or missed
    • Keeping a record of recurrent complaints about your products or services
    • Reporting to the Sales Manager about complaints and issues that need to be addressed

    But how exactly does hiring an appointment setter for your business play to your advantage? Here are the top 6 benefits of hiring one:

    1. Run more successful lead generation campaigns.

    lead funnel

    Hiring the right appointment setters matters. If you manage to snag yourself one or two of them, you will be gaining volume in no time with their effective lead generation plan. Here are some characteristics of appointment setters that enable them to run successful campaigns:   

    •  Outstanding Communication Skills

    five stars above communication skills

    They are great communicators, especially in the art of verbal communication. Yes, they do follow a script when communicating with leads, but they know how to improve it and make sure that it has all the right elements, especially a well-crafted branded introduction that highlights who you are as a company, and most importantly, gets leads listening.

    They are also great listeners who are not only concerned about following the script. They know which information to take note of, such as specific business needs, so they are able to answer questions clearly and sufficiently. 

    • Grace Under Pressure

    woman wearing a headset and speaking to someone online

    It’s common for appointment setters to encounter objections and rejections on the job. However, one of the characteristics that make great appointment setters is their ability to handle these roadblocks professionally. They have long prepared themselves from the possibility of getting a lot of NOs from leads, so they know how to properly respond to “I don’t have the time to talk.” or “Sorry, maybe another time.”

    Rockstar appointment setters do not let a rude lead affect their call with the next one because they know that doing so influences their tone, which can be picked up by the next lead. They are able to keep their cool and stay professional in all their calls.

    • Critical Thinking Skills

    human stick figures representing problem, thinking, and solution

    Because appointment setters cannot rely on the script, they must have the ability to think quickly and provide a suitable response to the leads when the situation calls for it. They know that their responses can mean the difference between losing and converting a lead, and seasoned appointment setters always know what to say. 

    • Commitment

    businessman pointing to a sign that says commitment

    Imagine calling a number of people on a daily basis. It can be quite stressful talking to a bunch of strangers with different personalities and needs. However, professional appointment setters are committed to the task regardless of this challenge. They understand that what they do has a huge impact on the success of your business, so they pick up that phone with a smile on their face and a renewed spirit.

    • Organising Skills

    organized office supplies and equipment on a desk

    For a lead generation campaign to be successful, appointment setters should be able to take note of important details, such as dates, time, and venues of meetings. Therefore, they are expected to have advanced organising skills. Your business cannot afford losing any important information or mixing them up, so if you are going to hire an appointment setter, make sure that the person you choose is detail-orientated and obsessed about putting things in their right order. 

    2. Increase business sales and reputation.

    grid paper with words increase sales and the word reputation on top of shaking hands

    Hiring an appointment setter increases your appointment count, which helps increase your business sales. However, your reputation also matters. Both appointment counts and sales can dramatically drop due to a bad image, and appointment setters play a huge role in maintaining or improving your company’s reputation.   

    Appointment setters are expected to exude confidence and maturity when speaking to people they don’t know every single day. Their confidence and maturity allow them to maintain a positive attitude, which is a sign of professionalism.

    At the end of the day, appointment setters know that it’s just a job. They do not take things personally. When a lead comes off rude or rejects them, they do not easily lose their cool. Instead, they nonchalantly and politely respond to protect the reputation of your business. They avoid sounding arrogant as this increases tension and aggravates the situation, which can cause you a potential client.

    3. Free up some time to do things only you can do.

    businessman looking at documents

    Managing a business takes up a lot of time, and sometimes it can get overwhelming even for you. Setting up appointments and blocking your calendar may be harder to accomplish as you’ve got bigger things to take care of.

    By hiring an appointment setter, you gain more time for bigger tasks–task that only you can do. Moreover, your pipeline never has to run dry because someone else is taking care of it. This results in increasing your potential to grow your revenue.

    4. Save yourself from cold call reluctance.

    businessman talking on the phone, looking upset

    Admit it or not, not everyone is good on the phone. Some people, even successful business owners, experience cold call reluctance. This reluctance is enough to discourage you from picking up the phone and starting a conversation with a complete stranger, and that’s a pretty valid fear.

    It’s quite challenging to hype yourself up and say that a call will go well. After all, there’s a multitude of possibilities. You can experience rejection, accusations, complaints, and just plain rudeness. With a professional appointment setter, though, you can be sure that they are prepared to handle such situations, so hiring one for your business can definitely take a load off your back.  

    5. Gain more quality clients.

    businessman holding a magnifying glass and looking at job candidates

    The duties and responsibilities of appointment setters may sound simple, but they aren’t at all. Theirs are one of the most difficult tasks to accomplish in terms of generating sales leads.

    Appointment setting requires more than picking up the phone and cold calling leads. It involves qualifying the leads based on their likelihood of making a purchase or subscribing to your services, which is a huge responsibility.

    Experienced appointment setters can identify a quality lead before and during their conversation with them. By quality leads, we mean those who are more likely to convert than others. If your appointment setters are effective and efficient, you can always set appointments with the right buyers as a result.  

    6. Have a better alternative to hiring a telemarketing firm.

    women working in front of computers

    You may think that hiring a telemarketing firm to set appointments for you is a good idea but that’s not the case all the time. You may find it reassuring that someone is doing the dialing for you. However, four to six months into your partnership with the firm, you will realise that you don’t really know who’s setting appointments on your behalf. They are not as invested in your business because they are not technically part of it. In effect, they don’t really know who you are as a company. The results you get may not be as consistent as you want them to be.

    Conversely, hiring an appointment setter via a full-service BPO like Remote Staff is a better alternative. Why? Because we do not just give you any appointment setter. We provide you with pre-screened Filipino candidates that we believe may be the right fit for your business needs. You can also be sure that you are getting the best value for your money as the rates of our appointment setters are true to the local market rate.

    Choosing the right appointment setter is an important decision, especially if you are a small business that’s starting out or starting to get more volume. Try not to look for someone who has the best voice or personality because appointment setting is more than that. Think of appointment setters as Wall Street closers. It takes more than just good looks and smooth talk to charm their way into closing deals. Therefore, try to base your hiring decision on more important factors such as their passion for the job, creativity, critical thinking skills, ability to make decisions on the fly, and of course, their desire to help your business grow.

  • Short-staffed During the Omicron Outbreak? Here Are 10 Ways to Deal with It!

    Short-staffed During the Omicron Outbreak? Here Are 10 Ways to Deal with It!

    Just when you think we are winning our war against COVID-19, Omicron (a new variant of the coronavirus) knocks you unconscious right at the beginning of 2022.

    The moment you come to, your assistant sends you a message telling you that he/she has COVID-19 and is too sick to do any work. Your supplier calls you to let you know that the delivery of your orders will be delayed because some of the workers had to be quarantined.  

    It then dawns on you that we still have a long way to go in our fight against the pandemic. In the meantime, you are left to tend to more tasks with very few staff members to help you out. What do you do then?                               

    Well, here are some suggestions on how you can deal with staffing shortage:

    1. Be honest about being understaffed.

    Blocks with a team of people requiring additional staffing

    Honesty is still the best policy when it comes to doing business. Having honest conversations with your clients about your challenges in delivering services on time is an indication of a strong partnership. This means that you trust each other enough to show your vulnerabilities, and that’s okay.

    Everyone’s struggling with staffing shortages, even your clients. They perfectly understand your situation, so it’s best to come clean. Let them know what could go wrong and how you plan to work out the problem. They might even be able to help you out or make recommendations.

    Admitting what you can and cannot achieve during a staffing shortage can help you streamline your processes and keep the trust your clients have given you.

    2. Promote flexibility in the workplace.  

    Flexible work schedule is shown on a conceptual business photo

    Whether you are a CEO or a manager, you are expected to step in for those who are currently sick or in isolation in order to get tasks done on time. Except for tasks that require special skills, you can definitely be of help in completing most tasks, including documentation and administrative tasks.

    By setting an example to your staff members, they, too, can adapt the roll-up-your-sleeves mindset. It will be easier to convince them to rotate into different roles and work a bit longer at least until more people are back to work.

    3. Improve communication between teams.

    The retro two robots with tin can phones

    Once you have streamlined your process, the next step is to improve your internal communication. Otherwise, what is an efficient process if communication is lacking? How will people know if they are stepping in for someone and what they will be doing without notice.

    It is necessary to communicate team absences as everyone in your team should know who to connect with in case someone is not around to answer questions regarding a task. As most of your staff, if not all, are working from home, having an effective internal communication in place ensures that they are easily reachable.   

    4. Use shared project management tools.  

    woman wearing glasses looking at desktop computer screen

    Having a shared management tool, where every project or task is laid out enables everyone in your team to deliver regardless of who clocked in or not. If everyone in your team has sight of what needs to be accomplished, how, and when, starting a task or picking up where someone left off will not take too long to happen.  

    Conducting daily scrums can also aid in updating each other about progress made and roadblocks encountered. Moreover, it keeps everyone connected, which can be quite motivating as it makes you feel like you are not the only one overwhelmed by extra tasks.  

    5. Invest in remote training for workers.  

    words training, skill, and develop shown on a table

    One thing that the pandemic and the staffing shortage it has caused have taught us is to be prepared for the worst. Being prepared does not mean bracing yourself for the inevitable closure of your business. It means actively innovating and improving your business operation.

    Now that you know you will need your team members to be flexible during a staffing shortage, arm them with the proper knowledge and training. If they are going to handle tasks that are not part of their job description, they will need to know how they are done effectively and efficiently.

    Seek many skill-building and development opportunities for your team members, and soon, you will have a company run by battle-hardened professionals. As a bonus, your company will be known for its support for staff learning and growth, making it more attractive to both potential and existing team members.

    6. Partner with employment agencies.  

    laptop and tablet on a table

    There is nothing wrong about asking for help when you need it, especially when you have a number of employees relying on your business for their mortgages. Seeking the help of employment agencies temporarily increases your workers, allowing you to focus on what you need to do and gain progress.

    If you are looking for a long-term commitment, there are full-service BPOs like Remote Staff that can help you find the right team members. We offer more than just a temporary fix to your staffing shortage. Our services include ongoing support for you and your remote contractors.

    7. Ask for employee feedback.  

    blocks with faces on top of each other

    While your team members are recovering, make sure to take good care of your remaining ones. They are all you have at the moment, and you don’t want them thinking about quitting anytime soon.

    What you can do is to conduct one-one-one meetings regularly with your team members. These meetings are a great way to get to know them better, know what they think about you, their colleagues, and your business. Moreover, it makes your team members feel that you care about them and their future in your company. They are assured that you will support their career growth, help them with the challenges they face at work, and listen to their concerns.

    It is also important to check on your team members’ well-being once a month. Let them know that you are doing more than just a performance review. Make them feel that it is okay to air their honest thoughts and feelings and that they won’t get in trouble for doing so. The more they feel safe speaking out, the more you will learn about their strengths and weaknesses and their opinions on working for you, enabling you to improve how you deal with them and how to make your company a better working environment for your team members.    

    8. Create an employee referral program.

    Employee Referral Program is shown on a business photo

    If you already have a general understanding of your team members’ opinions on your company, and they are for the most part positive, you can go ahead and start an employee referral program. This is not only a good way to solve your staffing shortage; it is also a great way to improve the reputation of your business.  

    An employee referral program can motivate your team members to promote your company. It’s not just the rewards they get for successfully referring people within their circle, but it’s the pride of working for a good company that drives them more. They also want other people to experience how great it is working for you.  

    Aside from the usual job boards and social media job ads, there are other out-of-the box hiring you can try. You can start an internship program for high school and college students or sponsor events. These can help you cast a wide net to expand your talent pool.

    9. Be transparent.

    word transparency magnified

    Start a monthly newsletter or make regular announcements about company updates, including company revenues. This promotes a culture of ownership and empowers your team members by letting them know about the impact their work has on your company.

    Whether the revenue is uplifting or disappointing, when your team members know how your company is doing, they can think about what they need to do or keep on doing to contribute. It’s a way to motivate your remaining team members during a staffing shortage to do more and step in for their colleagues who are sick or quarantined.   

    10. Take care of your team.

    Cropped image of businessman's hands covering paper team on wooden table

    Review your employee benefits. Are they enough to keep your remaining team members? Are they attractive enough for potential employees?

    Employee benefits are not just additional operational expenses. They have a huge impact on employee retention and recruitment as they make your team members feel supported, cared for, and generally happier.

    If you have the means, here are some benefits you can offer your existing team members and potential employees:

    • Health-care benefits
    • Skills training sessions
    • Work-from-home opportunities
    • Year-end bonuses
    • Free-shift meals
    • Birthday and work anniversary gifts
    • Performance incentives   
    • Salary increase
    • Employee engagement activities
    • Flexible work hours  

    These benefits foster a culture of excellence within your team and are quite attractive to quality employees as they make people feel more valued. On top of these benefits, treat your employees with respect. Just be a great boss and nobody will want to quit working for you due to frustration and stress. Learning to be more caring and supportive helps you gain the trust and respect of your team members.  

    Remember that you are not alone in your struggle with staffing shortage. The whole business community is experiencing this, albeit on different levels. One thing is for sure, though. Businesses are open to providing each other support. There are businesses like Remote Staff that specialise in supporting other businesses with their staffing needs and challenges. So hang in there. The year 2022 may have started off rough, but you have the whole year ahead to make your business grow bigger.

  • 10 Reasons Why Remote Staff’s Recruitment Process Is a Better Fit

    10 Reasons Why Remote Staff’s Recruitment Process Is a Better Fit

    Since Remote Staff started its operation in 2007, we have always wanted nothing more than to support businesses and remote working relationships. Everything that we do in the company is to get our clients and their remote contractors working together in the best way possible to achieve higher levels of success.

    In order to accomplish this mission, we needed to step up our game as a full-service BPO in Manila. And what better way to do this than to improve our recruitment process? Hence, our Recruiting for a Better Fit process came into existence.

    But what makes this recruitment process a notch above the processes of other BPO companies in the Philippines? Here are some of its unique features:  

    1. Job and Behavioural Assessments

    person touching screen with icons of risk evaluation, business analytics, quality compliance, process inspection, financial audit

    Remote Staff is all about finding you the right fit, and for us to do that, we need to understand you as a client and potential employer of Filipino remote workers.

    Therefore, the first step in our new-and-improved recruitment process is not only to understand your staffing requirements. We also try to understand your job profile, your behavioural patterns, and generally how you are as a human being by asking you to complete job and behavioural assessments.

    It is only when we understand these things that we will know which candidates will be perfect for the role you are looking to hire and will be a great match to your leadership and working styles.    

    2. Large Talent Pool

    Remote Staff's Resume Page

     Whether it is a new order, a replacement, or a back order, Remote Staff can get you the staff you need.

    Not only do we have quality job candidates; we also have a number of them in our talent pool. We are not talking about hundreds but thousands of candidates available and ready to hire whenever you need them.   

    Our quality applicant volume makes it easier and faster for us to source the right person for the role you are looking to hire. The faster we find you the right fit, the faster you can get started or get things moving in your business.

    3. Efficient Pre-Qualification Process

    Pre-qualification document on clipboard

    Remote Staff’s pre-qualification process may be extensive, but it is efficient. We customise it depending on the role, especially the interviews and skills tests needed.

    Nevertheless, all of our candidates undergo behavioural and cognitive profiling, checking of sample work and portfolios, and four English communication tests. We also subject all of them to security assessments such as the confirmation of their residential addresses and IDs, police clearance, and reference checks. And how can we forget to check their internet connection and hardware resources?  

    We go through all of these stages of the process yet we can assure you that we work fast enough to get you the right person for the job in the shortest time possible.  

    4. Use of Science and Data

    Unrecognizable recruiter selecting a female candidate in a professional network via virtual interface.

     As mentioned, we conduct job, behavioural, and cognitive assessments of our clients and remote contractors–something new we’ve incorporated into our recruitment process.

    The reason behind facilitating these assessments is to have a more solid basis for our talent sourcing and placing and for your hiring decisions. After all, there’s no way you can disregard what science and data say about who you should hire for a particular role.

    More than relying on our gut feeling, making business decisions based on facts yields more positive results. Why? Because science and data are objective and honest. Unless you or the candidate did not answer as honestly as you can or someone tried to manipulate the results, you get an accurate result of the analysis.

    5. Obligation-Free Talent Sourcing

    two women in front of their laptops, one wearing headphones and the other has her palm under her chin

    From the moment you speak with someone from Remote Staff about your staffing requirements up until you sign off on the Placement Order, you do not owe us anything. All the work that we do between these two stages of our recruitment process is how we show our commitment to our clients and remote contractors.

    We genuinely want to support you in achieving success, so you are not financially obligated to pay us for the work that we do until you and your remote contractor have mutually agreed to work together.

    With our obligation-free talent sourcing, you don’t have to worry about paying the bills. Instead, you can just focus on finding the right person for your business.

    6. Dedicated Lead Account Officer

    Young asian holding notebook wearing a headset during a video conference

    You and your remote contractor are in good hands. Remote Staff makes sure that you have someone to turn to in case things go awry or if you simply want to express how happy you are with your new remote team member.

    All of our accounts are assigned a Lead Accounts Officer who is always ready to lend not only one but two ears, shoulders to cry on, or helping hands. These people are experts in what they do. They are culturally competent, enabling them to help bridge gaps between you and your Filipino remote contractors.

    Our Lead Accounts Officers will go above and beyond to help you grow your team if that is what you wish, making remote staffing an advantage for your business.

    7. Your Say, All the Way

    Words It's Your Say in speech balloons

    At Remote Staff, we don’t tell you who to hire. It is still your business at the end of the day, and you get to call the shots when it comes to who you want in your team.

    What we do, however, is to give you the best options available. We endorse shortlisted candidates for your perusal, but you decide which candidates to interview and hire.

    We want to emphasize that Remote Staff has no intention of stepping on anyone’s toes. What we want is to lift you up and support you in reaching your goals and achieving success by helping you save time and giving you the best options available.

    8. Upfront Invoicing

    Close-up Of A Busineswoman's Hand Working With Invoice On Digital Tablet

     Once you and your remote contractors are ready to start working together, we issue you an invoice for the first month of your relationship.

    What you need to understand about our invoicing process is  that it is quite unique. Your remote contractor’s wage, benefit contributions, and our Remote Staff fixed service fees are bundled together in one hourly rate. Unconsumed hours are carried over as either credit or debit to your next month’s invoice.

    We are nothing like a middleman who gets a cut from your remote contractors’ wages. Your remote contractors get paid what they are due. Their benefit contributions also get paid if you agree to pay for them. In other words, we only earn an income when your remote contractors work.

    9. Access to Remote Staff Platform

    Homepage of Remote Staff Portal

    You and your remote contractors get access to our very own custom-built remote monitoring technology–the Remote Staff Platform.

    The Remote Staff Platform is a place where you can manage your remote working relationships. All you have to do is log-in and you can check your remote contractors’ attendance status, computer activity, tasks, and accomplishments.

    This technology is not something we created due to mistrust. It is for the sole purpose of sustaining trust between our clients and their remote contractors, promoting transparency and accountability.  

    10. Ongoing Support

    online technical support, customer service 24/7 nonstop

    Our job does not end in finding you the right team member. If you decide to hire a Filipino remote worker via Remote Staff, we will be with you from the moment we get into a conversation about your staffing requirements up until the day your work relationship with your remote contractor ends.

    We provide ongoing support such as attendance monitoring and compliance, payroll administration, and tech support. If you want we can also assist you in registering your remote contractors as self-employed professionals, which allows us to help them apply for HMOs and government-mandated contributions.

    With Remote Staff, you will never feel alone in your journey to success. We will be there for you every step of the way because we care about your business as much as you do. Most of all, we care about you and your team, and we want to contribute to your professional and personal growth and success.

    So have we piqued your interest?

    If we have, then visit www.remotestaff.com and give us a call or schedule a call back with us. We’d love to start a conversation with you about your hiring needs and how Remote Staff can help you get started in finding the right team member for your business.