BPOs Leverage the Best Remote Candidate: How & Why?

Learn Foundational facts behind a successful selection process

The Selection Process

After the basic application process is completed, a successful BPO should show you what to look for in candidates. Gahn Source, as an example, walks our basic-level clients through the selection process provides expanded tips to help our basic-level clients screen their candidates.

 

In this Knowledge Center resource, let's share some strategies to help you identify the right characteristics desired in a remote worker or employee—as well as good interview questions to ask. These suggestions will assist you greatly, seeing as though it’s likely all of your interviews will be executed by phone or video. 

Let's dive in!

 

 

 

 

 

 

 

 

 

So, it seems like a pretty simple test. However, (and this is the point of the test) we may not send the candidate a PSD....instead, we may send them a GIF.

 


This is done purposely.

 

Why? Because a successful candidate would:
 
Ask for a .psd file of the image knowing that it is harder to complete the test with the .gif format.
 

 

 

They would ask for clarification on the “red” or would present us with a few different options.
 
A great candidate would email us back, ask for clarifications, and would be able to complete this test in under 5 minutes. Creating a new image or making changes to a .gif would take much longer than 5 minutes, maybe the rest of the day. 
 

Pro Tip:

You need people to tell you when you’re wrong.
Candidates who will spot errors and alert you of those errors are what the test is structured for. 

 

Action:
Come up with a test
 
Create a specific test for your job position. Make a simple test, have your candidates try it, and if it exceeds an hour, then pay them for the time spent over an hour.  Kindly note: this is simply an example and will need to be adjusted for different sectors/positions.
 

 

Interview Questions

 

We now have to interview the candidates that have made it past the initial testing. You can use Zoom, Skype or another platform. When hiring long term, this stage is critical. For smaller projects, it may not be needed. 


A stable interconnection and a personal computer are essential. 
 

Can you hear noises in the background on the call? This may indicate they are using an internet cafe as an office, which is not ideal. 
 
Do they provide confident answers?

 

Do they speak proper English?

(This is especially important for content writing or customer interaction. Always gain an understanding whether or not your candidate can speak/write US/UK English or any designated native langues that you're requiring for the project.))
 

 

Possible questions/instructions to ask or request may include:

  1. What is your work experience?

  2. What do you believe you can bring to the position we are offering?

  3. Are you able to work independently?

  4. Kindly give me an example of when you had to take action without consulting management and what was the result of that decision? 

  5. Can you provide examples of how you took action and the end result of that action? 

  6. What is your experience working with virtual teams?

  7. Do you prefer to work virtually or in an office?

   8. Having people that will tell us when we are wrong is very important to us. Please provide us with an example of when you told

       management when they were wrong.  How did that turn out? 
   9. What are 3 things you can improve at our (company/website)? 

 

Action:
Do at least three interviews.

Pick 3 candidates that you are impressed with to do interviews. Ideally, they should all be excellent candidates on paper.
 

 

 

Trial Stage


You now should have 2 to 3 candidates that are tested and interviewed—and you consider each to be a good fit. You may have singled one out that you feel ready to hire—but you must overcome that impulse.

You need what is called "real-world interviewing" because testing and an initial interview only accounts for 10% of what is considered a good fit for the job. Take two or more people out for a day of work, use software to track them, and give them all the same tasks. 
 
You may be surprised by the results. Some candidates give excellent interviews, but don’t work well—and others just the opposite. Once they have gone through a day's work, go over both of their results, and then make a decision. 
 

Action:
Try a real-world interview with two or more candidates.
 
Always remember to pay the candidates for a one-day trial. This is a very important step. 

 

 

 

Hiring Illusions

 

There are common misconceptions that adversely affect your hiring process. Steer away from these as you begin your freelancer recruitment: 

 

Cheaper Talent = Quality Work

No. It's very rare.

 

Some businesses expect to receive the same level of work from higher-priced freelancers—and expect to pay lower rates. 

 

The term "you get what you pay for" is applicable here. Paying a lower rate may seem like a good financial decision in the short run, but it always has a consequence. Although it may be more feasible to save money initially, in the end when quality is lost or projects are behind, your brand and business will suffer. Don’t cut corners—get the best possible team so that you can provide the best product and service to your customers. 

 

Hiring Only One Freelancer

 

Maintaining a team of freelancers to handle different projects may seem complicated but it provides you with insurance in the event that one of your freelancers may quit. Do not put all your eggs in one basket. This will put you in an awkward position and have you scurrying around—trying to replace them. Whereas with a team, you can recover quicker from the loss, especially if another member of your team is also skilled in the role you need to have filled. You will also benefit from hiring specialized VAs or freelancers for specific tasks.

 

Hiring Freelancers as Temps

 

In order to scale up faster and ensure a higher level of commitment, you should hire freelancers on a long-term basis. Many businesses like to hire freelancers as temps for single projects. Making long-term commitments give the freelancer security knowing work is coming and makes your projects a priority. 

 

The process of selecting outsource candidates to get the best fit for your company's needs is extremely important to the success and growth of your business. Using a BPO like Gahn, who provides you with the tips and guidance to get the best fit for your business, is essential! 

 

 

If you follow these steps and methods, you will ensure the quality of growth for your company that you desire.

 

In order of importance—skill level, reliability, and being action-oriented are the 3 main qualities that should be sought after in your candidates.

 

1. Action Oriented

 

When working with outsourced talent, you must consider that you will both be working on different schedules. If an issue arises, you want them to take action instead of them waiting for you to respond to take care of a minor issue. So allow the space for people to take action, even if the conclusion turns out differently than what you expected. This characteristic can be discerned in the initial testing period.

2. Reliability

 

You can use various tools to monitor new team members during the initial testing. This will allow you to see how much of the workload is being completed. For those of you that are seeking a self-help method in this process, we highly suggest using Time Doctor or Click Up.

 

3. Skill Level

 

A practical test can tell you rather quickly the skill level of a candidate. The use of quick tasks in different areas will work well. 

Initial Testing

 

The fastest way to filter out candidates is to give them an initial test to complete. You can use this to gauge who is serious about the position. Allow for a 48-hour time limit for completion of an hour-long test. This also takes into consideration different time zones.

 

This is the fastest way to filter out candidates. 

 

Most often, you'll discover how clarification questions are the most important. It sounds contradictory to the "action taken" quality—however, sometimes asking questions for clarification is the best action to take.

 

Here's an example test we'd give to a graphics designer. 

Hello  __________,

Please make the following changes to the PSD image that we've included:

  • Change the color of the image to red

  • Turn the image into a .png

  • Send it back in 48 hours.

 

Please MAKE SURE TO EMAIL US with any questions. Be sure to clarify anything that you don’t understand before moving forward with the test.  

We're excited to see how you do! 

All the best,

Fred

You've got this! We are confident that our knowledge Center resources can point you in the right direction for D.I.Y. Business & Personal Development Goals.

Need more support? We're Here for You! Learn how Our Outsourcing Experts can Optimize your next project and bring measurable solutions to your team.

© 2021 Gahn Solutions, LLC Pty Ltd | GLC

  • Join Us on FB
  • YouTube

 Join the Gahn Team