Outsourcing-The Interview Process

Outsourcing-The Interview Process

Daven Michaels

Daven Michaels

New York Times Bestselling Author, 30-year business veteran, and Executive Chairman of CurrentC Power.

This week I’ve got something really basic and yet super important to share with you about outsourcing. The reason I say, “really basic” is that I expect you might say, “duh!” when you read it. But it’s also fundamentally important to your success, and most people thinking about outsourcing don’t realize that this suggestion is a must do.

If you want to hire a staff here in America, you place ads, receive applications and resumes, weed through the pile to find the best candidates on paper, and then set up interviews to meet your top three to five choices. This is the right approach. Even if you use an agency to post the position and screen the applicants for you, you ultimately conduct the interviews directly with the people you will potentially hire.

This should be the case with outsourcing as well. Do not work with an outsourcing company that does not allow you to directly interview prospective employees. Why should they prevent you from this interaction? Whose interest does that serve? Not yours, for sure.

It’s great that the outsourcing company can compile a list of candidates that strongly match the specific criteria you are looking for in an employee. This service alone saves you valuable time and energy. But it is up to you to make sure that the suggested matches are truly right on. Without this step, you are destined to waste time sorting through a few employees that aren’t hitting the mark for your business.

Get your outsourcing company to provide you with at least three strongest matches for each position you need to staff. Meet with each of these individuals, presumably on the phone, and ask them pertinent questions to confirm that they understand and can deliver exactly what you need from them. This in-person exchange also gives you the opportunity to ensure the quality of their English if that is one of your important criteria.

Additionally, speaking directly with prospective outsourced employees provides a view into the personalities that will be a part of your team. As with onsite employees, these people will be the virtual face and voice of your business to your customers. Confirm that they can project the impression you want to make.

At 123Employee, it is our policy to support the direct interview between potential employee and employer. We know the importance of this step and wouldn’t have it any other way. Take advantage of us as your preferred outsourcing supplier. We’re here ready to help!

You can find more of these tips in ‘Outsource This!’ To get your copy, click here.

Daven Michaels is an award-winning outsourcer and author of the book, ‘Outsource This!’ Daven has been honored more than any other individual or outsourcing organization. You can get more information on outsourcing by visiting www.OutsourcingOutsourcing.Com.

12 thoughts on “Outsourcing-The Interview Process”

  1. Perfect! thats what we did when i hired my Virtual assistant..It is very useful in order for me to obtain detailed information about my Virtual Assistant’s personal feelings, perceptions and opinions and it also allows me to know more in detailed about her. And of course her capability to do her tasks. Nice process of hiring Daven…

    God Bless

    Reply
    • …..true! Isn’t it a great thing that you get a chance to interview your virtual assistant first for you to not just know him/her but also for you to have a chance to let her know what are his/her future task be?..Daven is really the best! Great job!

      Reply

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