Debunking Myths About Outsourced IT

Is it possible to dispel the misconceptions that exist among IT outsourcing companies?

It is essential to dispel the common misconceptions surrounding remote employees when considering whether or not to hire them. As a business owner, it is vital to determine the facts rather than accept presumptions. Therefore, it is important to seek the truth in order to make an informed decision.

Some Common Misconceptions About IT Outsourcing

The Productivity Myth

Prior to the global pandemic, there was a misconception that remote employees were less productive than those working in-person, due to the ease with which they could take extended breaks during the working day. However, CEOs and managers have been aware for the past 18 months that this is not the case. It is essential that remote employees are provided with the right expectations in order to ensure productivity; a flexible schedule does not equate to sleeping on the job.

It was widely held that collaborating across time zones would have a detrimental effect on service and productivity. However, this is not necessarily the case; meetings should be organized at times that are convenient for all participants, and where time is of the essence, alternative delivery windows should be taken into account. Working in a remote team does not excuse inefficiency, and it is important to strive for improved methods of organization.

The Quality Myth

There is a popular misconception that remote employees are not able to offer the same quality of work as those who work in-person. This is simply not true. The same rigorous recruitment process should be followed regardless of where a candidate is based. It is important to assess each applicant’s skills and qualifications, as well as their motivation, to ensure the best individual is chosen for the job. Ultimately, the quality of the work does not rely on the employee’s physical location.

It is not necessarily an indication of low quality if the candidate you require is based overseas. On the contrary, with a wider range of options available, your organization can recruit the most suitable IT professionals.

It is important to note that the ability to communicate effectively is essential for the success of any remote team. While it is true that native-level English skills are beneficial, this is not a requirement for all remote workers. There are many nations across the world, such as India and countries in Eastern Europe, whose citizens have a high level of English proficiency. For example, both Ukraine and Russia boast a literacy rate of 99.4%, while Poland is ranked 11th in the world for English proficiency.

Security Fallacy

As the lockdown persists, safety has become a top priority for organizations. According to a survey by Cisco, 85% of respondents believe that cybersecurity is either very critical or even more important than before the pandemic. Tessian’s research, titled ‘Back to Work Security Behaviors’, indicates that 56% of companies believe their employees are carrying out risky activities while working from home. Additionally, 39% of personnel admit to changing their usual security procedures when working remotely.

When employee negligence poses a threat to data security, it is a reflection of the company’s culture. To avoid such mistakes, proactive measures should be taken prior to making any new hires. This is especially true for remote or teleworkers; by recruiting excellent individuals, rather than just qualified applicants, companies can create a dedicated team. Candidates should be made aware of the company’s security policy and the procedures for handling internal documents. Additionally, although staff may be dispersed across the globe, legal contracts can still be relied upon, meaning that security concerns should not hinder recruitment.

Budgetary Fallacy

It is now clear that the high costs associated with remote working can be demonstrated as a concern following the COVID-19 pandemic. According to Global Workplace Analytics, companies can save around $11,000 per annum for every remote worker. For instance, FlexJobs was able to avoid spending over $5 million on office space, transport subsidies, employee relocation expenses and business continuity. During the pandemic, US businesses have saved more than $30 billion every day thanks to remote working.

The cost savings associated with remote working models, such as the elimination of office space, gas, and perks, can provide additional resources for corporate growth and development. However, this should not be seen as an excuse to employ IT workers with inadequate experience.

There Aren’t Enough Niche IT Positions

It is a common misconception that one can simply select employees randomly from a pool of non-specialists to fulfil a company’s unique needs. If a particular set of specialist skills is required, it is important to contact a professional with the relevant expertise, regardless of their geographical location.

It is not feasible to suggest that distant generalists can adequately perform the same tasks as experts. Just as with baking, the correct ingredients must be used to achieve the desired outcome. For example, if you use salt instead of sugar, the brownies will not turn out the same.

It is essential to have the correct professionals in place in order to build a dependable remote team. Obtaining the necessary services for your organization at a lower price can help to stay within budget, whilst still achieving desired business targets.

Outsourcing Work to Remote Workers Would Cause Job Losses in the United States.

Hiring remote employees does not mean sacrificing domestic economic growth in favor of foreign development. It is important to note that remote employees can come from any country, and many of these employees employed by US organizations are either American or based in the United States. This may come as a surprise to US business owners.

You may wish to consider promoting existing members of your staff rather than seeking to replace them with remote workers. Hiring remote employees could enhance the capacity of your current team while also providing a cost-effective solution. This would not disrupt your current situation, but rather provide your current employees with new opportunities and reduce some of their workloads, which would lead to greater job satisfaction and, consequently, improved productivity in their primary roles.

One Final Fallacy: Offshoring Equals Outsourcing

It is essential that this is understood clearly. When outsourcing, an external entity such as an organization or freelancer is employed to complete the work. Despite the geographical distance, hiring an IT professional from offshore is the same as having a new member of staff.

Freelancers and recruitment agencies are often compared when discussing the advantages and disadvantages of remote working. However, there are other options to consider besides outsourcing. In the case of short-term or specialist projects, outsourcing may be a beneficial strategy to consider.

Naturally, there is much more to remote or offshore employment than simply being in a different location. It is not essential for a team member to be physically present, as long as they are reliable and dedicated. Regular contact through face-to-face meetings and online video conversations is the key to establishing and maintaining a strong relationship and a dependable working partnership.

Contrasting the Myths and the Reality of Employing IT Professionals Abroad

Hiring IT specialists from abroad may catapult your business to the next level.

The past year has seen many of us working from home due to the pandemic, and this has brought with it some understandable concerns. However, there are a number of misconceptions surrounding IT offshore employees which should not be taken as fact. Those who decided to experiment with this new way of working during the pandemic may have not chosen the most ideal time to do so, but it does not necessarily mean those myths are true.

To ensure successful hiring for a distributed development team, it is essential to have an effective interviewing and candidate-finding strategy. At Works, we are a global leader in offshore recruitment and can provide you with the expertise and support necessary to identify the right candidates and propel your business forward.

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