Creating an outsource team?

Here and other forums as well. They offer resobale prices and also other established mebers will help you to find the right person for the job that you need doing.

There are heaps of places you can find cheap employees.

But finding the right people to employ is the hard part, there is a WSO that's just been listed that you can buy for $7, this looks like it will explain alot about outsourcing. (We are nothing to do with the WSO)

We use onlinejobs.ph, but there are many people desperate for a online job, that there are sometimes faked portfolios, cv's etc..

Some others are odesk, freelancer, search in google there are a few good company's that supply outcourced employees.

The problem with outsourcing instead of going in-house can be a reduced salary ... but you will STILL have to manage your outsourcees!!!

Don't forget that just because you outsource doesn't mean you won't have to manage them like regular employees.

But elance has lots of freelancers who might be up for it. I always use Monster if Im looking for proper employees though.

Hope that helps,
Nick

Hi Anthony,

If you want to have a team of outsourcing staff, I suggest to hire a company instead of freelancers. Freelance work entails irregular working hours. Since they are self-employed, they are naturally in the pursuit of more projects to sustain them.

Staff leasing company is better than freelance work because leased staff are permanent workers of our company and are easy to reach in case you need them. We have supervisors who manage the staff to ensure the productivity and quality of work. Please check your Pm for more information.

I guess there are many freelancers who work on contractual basis. I mean i do that with some good clients. A good relationship is very essential here else your outsourced writer might just betray you for few extra dollars

There are many freelancers with great level of commitment towards completion of jobs. Its just "finding the right person for the righ job".

Many of my clients suggest contracts and i guess this is the best option if you have any doubts about the level of dedication.

Cheers..!!

The first thing you need to do is be CRYSTAL CLEAR about WHY you want an outsource team and WHAT you want them to do EXACTLY.

It's very easy to hire someone and still be unproductive because you are unclear as to what you want them to accomplish and how. So this is what I would recommend for you to do:

- Write down the goals of your business. What are you trying to accomplish over the long term?
- Then write down a list of the jobs that need to be fulfilled in order for you to accomplish your goals.
- Write down ALL of the tasks that need to be done in order to reach your goals
- Decide on the types of people you need in order for those tasks to be done efficiently and effectively.
- Make a job listing for the position you are looking for first. I would recommend not trying to hire a bunch of people at once. Start with one and then build accordingly.
- In your job listing, be extremely clear about what you are looking for.
- Try not to compromise too much in the hiring process. You should know what you want and there's no reason not to get it.
- Test out the person for a certain trial period.
- If it works out, keep them on.
- Wash, rinse and repeat.

There are a number of places you can find people. Here, Odesk, Elance, and scriptlance are a few examples. Choose one that you are comfortable with and use it.

Hopefully that helps.

I'm testing TasksEveryday.com for doing some tasks that I don't have time for. I'll report back.

The best place that I could recommend for you to have a decent and competent outsource team is here:

Affordable Filipino Virtual Assistants for Lease - Offshore Outsourcing Philippines | Filipino Staff Leasing

They hire competent VAs, article writers, web developers, web masters and SEO around. The price is relatively cheap and service is prime. Feel free to check them out.

You might want to check out Lee McIntyre's Instant Internet Lifestyle product. In it he presents a different angle on outsourcing, which basically is - don't. He shows how he built a local team of "employees' to handle the things most people look to outsource. He even shows you how to set up your business and use resources like Google Apps to manage your business. This course is not for people who are just starting out, but if you're at the point where you need to outsource - it's worth a look at only $19.

I understand the hassles that you are going through. As a fulltime IMer based in the Philippines is a godsend attribute for me as I dont have to deal with my employees not submitting work, where they are, etc mainly because I PERSONALLY know them.

If you want to employ a team, I do suggest you hire from people who KNOW what they are doing and are extensively trained already.

If you need any help, I can help you with your outsourcing needs as im always looking to help a fellow out.

Hope this helps.
-Yan Kirby

Hi Anthony! I basically do these steps to build an outsourced team of colleagues because I aim to make development, accounting, managerial, production, Q/A and training department location irrelevant in business (of course except point of sale location):

1. Make a list of the tasks I need done, carefully considering my own standards, strategies and techniques, based on my own inferences, case analysis, comparative analysis, experience, test formulation and result analysis.

2. Do each of those tasks on my own, timing myself in the process and carefully studying the output I produce in different time frames.

3. Analyze the level of education, training and knowledge that are prerequisites for properly completing each task and for each output to be of optimal quality and completion speed. For instance, my test results show undergraduate degree and post graduate degree holders of philosophy, physics, mathematics and law from the top 3 universities here in the Philippines to be better in doing most tasks required by an Internet marketing department of a corporation, even for software programming, Web development, graphics design, English softsell marketing writing and English copywriting, than undergraduate degree and post graduate degree holders here of more relevant courses like computer science, Information Technology, English journalism, English communications, visual communications, software programming and Web development.

4. Hire people with the right education, experience and knowledge then require them to find then screen the people mentioned above, using test materials I formulated myself. These people will be tasked to time them and study the quality of their output in relation to their completion speed, following a chart I developed for them.

5. Give qualified people sent by my employees mentioned in number 4 another series of pre-assessment tests. Study their weaknesses and strengths. Formulate training materials after careful considerations of their strengths and weaknesses.

6. Train them initially on my own, using training materials I developed myself. Give them a series of post-assessment tests after each training day. On the final day of the training period, give them a final post assessment test incorporating everything discussed in the training session ask for their feedback and possible suggestions which can further improve the training sessions. Grade them accordingly, with the final test output and their overall performance during each training day bearing more weight than the other pre and post assessment tests. Afterwards, I rank them based on their overall grades as junior A and B employees.

7. Conduct end of the week training sessions for each junior A and junior B group. Training materials should be formulated using their daily and weekly performance grades, which are monitored and done by the employees mentioned in number 4, following charts and systems I formulated for them to use.

8. Study their performance, pre and post assessment output in the weekly training sessions for 2 to 3 months. Grade them accordingly. Rank them as junior A, B, senior A and B.

9. Do numbers 7 and 8. If necessary, do numbers 4 to 8. After 2 to 3 months, grade them accordingly then rank them as trainor A, B, senior A, B, junior A and B.

10. Do numbers 7 and 8. If necessary, do numbers 4 to 8. Train trainors A and B to train qualified applicants, junior A, B, senior A, B, trainor A and B by introducing my training material formulation analysis and standards as well as charting and grading systems. Give them pre and post assessment tests. Study their output and performance. Grade them then rank them as junior trainor, senior trainor, trainor A and B. Require senior trainor to train trainor A, senior A and B. Require junior trainor to train trainor B, junior A and B. Require both senior and junior trainors to grade their performance and pre/post assessment test output then rank them accordingly as senior trainor, junior trainor, trainor A, B, senior A, B, junior A and B after every 2 months.

11. Train one supervisor to manage everyone to do numbers 1 to 10. Monitor this person. This person monitors everyone else. Buy a beach resort here in the Philippines for the family. Become the local beach acoustic musician. Spend most of my time with my family and friends. Use 10 hours each week to study business processes and marketing campaigns plus current market trends and competition. Make necessary changes, improvements and additions to existing business processes, workflow systems and marketing campaign planning, market and competitor research analysis strategies. Train the supervisor to do this and require this person to do this once this person is ready, after 8 weeks of training. Spend an hour each day reading on my mobile phone or laptop charts and reports from the supervisor. Talk to a good friend willing to purchase 10% stock shares of my company about a possible discounted rate if this person monitors the supervisor's daily performance, charts and reports and informs me about relevant things which cannot be solved by everyone else, including this person. I think at this point, I'll most likely have a collective 2-hour work week.