Im Just starting to hire outsourcers . any tips, info , resources you would care to share ?

28 replies
Hi All,

Im just starting to hire my first set of outsourcers do you guys have any tips , hints resources that you would care to share.

Im looking to hire 3-4 people Full time.

Im looking for as many resources as I can get my hands on to make sure things work well for me from the start. If any of you know of anything, anything at all that can help me out let me know

Thanks

Mark
#care #hire #info #outsourcers #resources #share #starting #tips
  • Profile picture of the author XX
    I can't post links yet but here is a good article that contains a survey on most of the major outsource companies:


    fourhourworkweek.com/blog/2007/12/06/the-personal-outsourcing-olympics-bangalore-butler-or-american-assistant/
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  • Profile picture of the author Katie Rich
    Clear, concise instructions for your employees. Ensure that their English language, grammar and syntax is excellent and that they are able to do whatever work you require without constant contact.

    odesk is useful, and usually quite cheap to hire from.
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    • Profile picture of the author pokerdawg
      I'll second that. You will want to spoon feed instructions to them. Remember that they will (should) do what you ask them to do. If you are not specific in your instructions, you will get bad results.

      English is critical. interview them. If they don't read and follow instructions, don't waste your time.

      Test with a small project. It could be a $20 project, that's fine. Let them know in the job ad that this is a small test and you will be hiring full time.

      Also, throw a magic word your ad. In the second sentence, say something like "Please type in the word Mickey Mouse at the top of your response so I know you read this."

      You'll be surprised when only 10% follow the instructions. The other 90% are blindly applying to all jobs OR are not following instructions - neither of which are good for you.

      And if they aren't good, then get rid of them. No guilt. Just get rid of them. Someone else who will work hard wants that job!
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      • Profile picture of the author RMC
        As best as you can try to narrow down your most time intensive projects, but have the best $ return. Those will be ideal for scaling.

        Prepare as much as possible ahead of time.

        Have a report system and communication channel in place.

        Have training ready to go. Walk through the process yourself as step by step as possible, and assume nothing. Again get reports through various steps of the process to make sure it's going properly.

        Make a backup plan for when you need someone new, or if you ever need to temporarily downsize.

        Find measurable standards to compare results and progress.

        Be ready to get stuff done sometimes slower than you would take, sometimes not quite as good, but as long as it's more productive and cost effective than you doing it yourself.

        Personally I outsourced so that I could focus on wrapping up my accounting and marketing degree, but I don't have the most high value activities as the focus.

        However I do have list building automated, which is a long term value factor, and does drive some immediate revenue as well.

        SEO can be like that as well...it will pay off in the future, but you'll need to plan to pay out until it does.

        In retrospect I would have preferred to plan longer to train for my high $ functions.

        But all that aside, save the things you really love and excel at for yourself. I love making content and coming up with new site ideas.

        As a result that is now my job, and I get way more pumped out, which ultimately either increases my list size, or profits with each new creation.

        For me it makes it all worthwhile.
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        • Profile picture of the author Jeff Bronson
          Originally Posted by RMC View Post


          Have a report system and communication channel in place.
          Are you using some type of web based CRM for this... or simply sending excel/pdf files by email?
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      • Profile picture of the author Joe Benjamin
        Originally Posted by pokerdawg View Post

        I'll second that. You will want to spoon feed instructions to them. Remember that they will (should) do what you ask them to do. If you are not specific in your instructions, you will get bad results.

        English is critical. interview them. If they don't read and follow instructions, don't waste your time.

        Test with a small project. It could be a $20 project, that's fine. Let them know in the job ad that this is a small test and you will be hiring full time.

        Also, throw a magic word your ad. In the second sentence, say something like "Please type in the word Mickey Mouse at the top of your response so I know you read this."

        You'll be surprised when only 10% follow the instructions. The other 90% are blindly applying to all jobs OR are not following instructions - neither of which are good for you.

        And if they aren't good, then get rid of them. No guilt. Just get rid of them. Someone else who will work hard wants that job!
        I was going to comment on my experiences outsourcing work, but
        this reponse tops the cake. I'm taking this to heart myself for my
        own outsourcing.

        It's not as easy to find a good worker as one would think thats for
        sure. I've learned my lessons, and this sounds like sound advice for
        the OP and myself. thanks
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      • Profile picture of the author zoobie
        Originally Posted by pokerdawg View Post

        I'll second that. You will want to spoon feed instructions to them. Remember that they will (should) do what you ask them to do. If you are not specific in your instructions, you will get bad results.
        I agree. After all they are Employees not Employers. The employers are the ones to give instructions. But I post a job descriptions at bestjobs.ph I think. So far they are doing reasonable jobs.
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  • Profile picture of the author Soozi
    Oh this is great, I was just looking for outsourcers too. Thanks for sharing
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  • Profile picture of the author jedz
    Banned
    Hi,

    We are a staff leasing company based here in Manila, Philippines. We provide experienced and reliable staff at affordable prices. I would to have a detailed discussion with you.
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  • Profile picture of the author pyles
    onlinejobs.ph

    100% recommended. Find talented designers, writers, etc. Post a job and get 5-10 responses in 24 hours.

    Skype me, I am about 3 weeks into my outsourcing, may be able to give some insight, williamsbros on skype.
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  • Profile picture of the author rammbhat
    Yes.. never give away EXACTLY what u're doing to them! they will as well start off with their own side business.. For example if theyre writing articles for you, dont let them know where these articles will go!
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  • Profile picture of the author Scott Million
    Mark, Skype: "cheyenne villanueva"

    She is a previous employee of mine. $300/mo and works about 60+ hours per week. I let her go only because I took a direction that required better writing talent.

    She is a rare breed, (her skype motto is 'work work work'.) Just can't write eloquent articles, but as far as tedious, repetitive tasks, she's A+

    She used to do 150 manual forum posts / backlink placements per day. She's a machine.

    She also has some family members that can do work as well... and I already paid for the installation of high speed internet into her house, so you've got quite a setup if you want it.

    I feel bad because she hasn't had work yet, and I keep in touch with her. I was going to run a WSO Saturday for her. You should jump on this.

    You'll have to work it out with her: chyneclicks@gmail.com

    She lives in the Philippines.
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    • Profile picture of the author imon32red
      I have had good results with getafreelancer.com.

      The only thing that comes to my mind not already mentioned in this thread is talent differs. I am extremely pleased with my VA. I think that we will do business together for years to come. I also pay her accordingly. The first two that I hired could have done the job, but they were just looking to punch a clock. All that I am saying is if you give them a chance and they are not working out as well as you would like, then move on.
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  • Heads Up: Long Post

    I reckon you already have a list of countries to outsource jobs requiring a particular set of skills.

    Let me share my own list.


    When my target market consists of native English speakers, my experience and test results tell me to outsource copywriting and graphics design stuff to these areas (in order of priority based on output effectiveness for end results, costs, and turnaround time):

    1) North America
    2)Eastern and Central Europe
    3) Australia.


    My programming stuff goes to these places (also in order of priority):

    1) Eastern and Central Europe
    2) India
    3) Western Europe
    4) North America


    For my content writing, email/phone customer support (for phone customer support and telemarketing, I always require onsite presence and provide onsite ofice facilities, unlike other tasks which I can allow them virtual office presence and provide virtual office facilities after they've spent 6-12 months working at an onsite location), "not-by-the-volume" backlink building and direct online marketing stuff, I go to (also in order of priority):

    1) Manila
    2) other big cities in the Philippines
    3) North America
    4) Australia
    5) Central Europe


    For my data entry, "technical marketing" research and account creation stuff, I go to (also in order of priority):

    1) India
    2) Western Europe


    Why?

    Yes, there are obviously highly skilled people in other areas with loads of knowledge and experience in particular tasks mentioned above, but:

    ---> in my experience, it's like "finding jewels in the rough"...

    ...which doesn't make sense, at least for me, because:

    ---> I'd rather spend my time growing my business than "finding jewels in the rough" since:

    ---> probabilities based on stats will always lead me to this inference ===

    === "finding jewels in the rough" would mean spending more time and other resources than:

    === "finding jewels among jewels" and "rough rocks in the rough".

    Yes, I value "rough rocks" as much as "jewels" because:

    === "rough rocks", just like "jewels", choose to do what they do and be the "best" at what they do, which is, in itself, a huge decision to make and a valuable responsibility to take.

    I (speaking for myself) think this makes more sense:

    ...just like marketing, I'd go to places where my target market hangs out, so now ===

    === I wouldn't go to the "rough" when what I want to find are "jewels", unless I'm in an adventure expedition of sorts


    Why do I outsource my graphics design and copywriting tasks to the areas above?

    Copywriting and graphics design work done by persons with expertise in copywriting, visual communications, advertising and marketing most suitable for their home countries (also my target areas) ===

    === effective advertising, marketing and visual communications, resulting to the "best" bottomline results.


    Why do I outsource my programming tasks to the areas above?

    My test results tell me I'd spend the least time looking for "jewels" in these places who can provide the "best" bottomline results.


    Why do I outsource my content writing, "not-by-volume" backlink building, direct online marketing and phone/email customer support tasks as well as data entry work among others to the areas above?

    My test results tell me I'd spend the least time and money looking for "jewels" in these places who can provide the "best" bottomline results.


    Bottomline

    === I (talking for myself) won't spend my time and money looking for "jewels in the rough" and "rough rocks" among "jewels" (I'd just spend little time finding "jewels" among "jewels" and "rough rocks" among the "rough" then make sure they're "happy" working with me since what they do for me makes me "happy", too).


    Tips

    My experience and the test results I get always lead me to these "theories":

    1) I create a key results index based on my business and marketing plans (with growth and expansion attachments).

    2) I then create a key competencies index based on my key results index.

    3) I identify areas requiring the least possible financial and non-financial resources to hire and work with the right people (non-financial resources = my existing network, demographic advantages, expertise, etc.).

    4) If my business and marketing plans, especially its growth and expansion attachments, require me to hire a lot of people in each country, then I register a small startup business in the country, or a small business partnership with locals I know. Otherwise, I talk to a local I know and finalize a hiring action plan.

    IMO: Locals won't initially trust someone in the other corner of the world without business presence in their countries. I try to remember this:

    employees choose to be employees = they choose to be employees, making them investors in their own right, which with due respect is a huge decision and responsibility to take, and because they chose to invest their goals, financial stability and personal growth plans in someone running a business or company or corporation, employees require the other party to do what they're supposed to do right from the start ===

    === prove they're worth the huge investment and carry out with results they expect from their investment.

    4) I create simple and comprehensible job ads based on my key competencies index and what I learn from number 3.

    5) I study credentials outlined by CVs then compare it against my key competencies and results indexes.

    6) I create an initial test which will define their (1) fundamental data comprehension, (2) logical data analysis and (3) creative angling skills.

    7) I classify initial test takers into 5 categories = senior A, senior B, junior A, junior B, and "for reapplication after 5 months".

    8) I interview each initial test passer and talk about tasks they'll be doing once they pass the final test (I do this so I'd know those who took time to research, learn and "practice" stuff we talked about in the interview because their final test results will show this).

    9) I create a final test which includes the exact set of tasks they'll be doing once hired.

    10) I reclassify final test passers by categories mentioned above.

    11) I use my key competencies and results indexes to monitor their daily/weekly/monthly performance to optimize character/mindset formation, competitiveness improvement, motivational, training, reward, challenge, common company and personal goal developmental growth systems I provide.


    ...but then again: this is just what I do and won't necessarily produce the "best" results for everyone.
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  • Profile picture of the author J Bold
    In my experience, it may take you a lot of trial and error, before you find that one in 10 VA that will really stick with you for a long period of time, communicate with you quickly and as much as you need, and do the jobs just as you need them. Have patience, and you can find a good one.
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  • Profile picture of the author schofieldml
    If using a website like rentacoder.com or elance.com, ect. Don't just list a project. Research providers before you post, read their past reviews, and invite the ones that have a good past record to bid on your project. Not a foolproof method but you will get at least 1 or 2 A list players to bid on your project instead of just posting and hoping the right ones find it. I haven't done a whole lot of outsourcing but each time I followed this advice I got back good results. The times I didn't I got back poor results.

    Also type out step by step instructions on what you want done to give to the one you choose especially for the more technical jobs.
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  • Profile picture of the author WealthWithin
    I would say start with odesk.

    1. Never pay more than 10% in advance. (don't even pay that if the feedback is low)
    2. Use the first few tasks to measure the turnaround time. Time is more important than quality.
    3. Measure the quality of work.
    4. Give clear IF...THEN logical instructions on what should be done. Better if you can give some examples.
    5. Some outsources will use the content generated for you, for their other projects. (no matter how many agreements you have) So don't give out projects, unless you're going to use that content in recent future.
    6. Give clear, simple instructions
    7. Give clear, simple instructions
    8. Give clear, simple instructions
    9. When you find really good talent, pay 5% extra to keep them.
    10. Give them a ton-of work to do. Not to exhaust them, but to keep them busy, so they don't have time to look elsewhere to work.
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  • Profile picture of the author dsmpublishing
    Hi guys

    i would always go to a big company for the outsourcing like odesk.com and then make sure you show your staff everything. Because even though you may want to pay them 2 dollars an hour you need to show them all the work that needs doing and dont take for granted that they know something.

    Always open a job for 5 days too as the best outsourcers tend to check for jobs twice a week.

    Also dont be put off if you get a bad one - just move on to the next and avoid agencies that advertise through the likes of odesk.com as you are often working via a third party and it will drive you nuts.

    kind regards


    sam
    X
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  • Profile picture of the author Katie Rich
    Or you could always try a fellow warrior, who speaks native English and is able to follow instructions immediately. I do charge more than $2 an hour though!
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  • Profile picture of the author WD Mino
    Hi Mark,

    freelancer.com is one of the best in the world and they just acquired another freelancing company. depending on what kind of work you want to outsource you will find a very active and for the most part professional community put your ad for 3 days and see the bids that comes in it is awesome
    -WD
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  • Profile picture of the author yst
    I'm writing this assuming you're talking about hiring international freelancers. With that...

    1) Excellent ratings doesn't guarantee they'll be good for you

    2) Beware the lower prices and if you don't have much money, lower the difficult of the tasks.

    3) Communicate a lot. Don't assume the person working on your thing speaks fluent English.

    4) You might not need the best artists, so you can save your money if the task is easy.

    5) Do as much yourself as you can. (at least that's what I think)

    Hope that helps!
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  • Profile picture of the author kline2010
    odesk is a great place to hire or go to getafreelancer, guru.com or hire someone from manila. There are a lot of good content writer there and they are willing to work long hours if you require it.
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  • Profile picture of the author johnmags
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    Are you looking for a Professional Content Writer
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