Ten Steps to Outsource Your Business

Outsourcing is widely accepted as one of the modern day business miracles. I believe that each and every business owner, whether a beginner or an industry veteran, should master this method.

Let us be realistic, business owners’ deal with numerous responsibilities on a daily basis. Given we do not outsource, it’s expected that we will never finish what we need to get done.

So why don’t you join the bandwagon? Let me help you get started by discussing the 10 steps to outsource your business.

1. Define

The very first thing you have to do is indicate what type of support you need. Take note of the functions you do and do not enjoy doing. Outsource the latter since, if don’t like doing them now; what makes tomorrow any different? You wouldn’t have the slightest bit of motivation to do them.

Outsourcing is an option one can undertake to get those tasks finished.

Grab a piece of paper break it into 4 columns:

  • “What I do”
  • “What I do that I don’t like doing”
  • “What I want to do”
  • “What can I delegate”

Start with the first column and move across. You can also start crossing tasks of off the second line and then move them to the “Delegate” list. This technique organizes your tasks to the least productive to most productive.

As you allot your work to other people you’ll realize that your job becomes considerably easier. Take note, you might not be able to outsource particular areas of your business right away. But that shouldn’t be an issue, understand that these things need time.

2. Decide

The second part of the list is deciding what goes first. Pinpoint which tasks you need to accomplish immediately. Then break down the outline into actionable steps. This will then serve as a guide for the employees you’re hiring.

3. Identify

Identify implies setting a criteria for your applicants. You also have to establish the functions and primary obligations that outsourced worker would have once he’s selected. Remember, be concise in order to get an ideal candidate for the job.

Use the succeeding questions if needed:

  • What type of skill level do they have?
  • How many hours in a week are they looking for?
  • What sort of qualifications do they posses?
  • Are they good at speaking in English; can they communicate very well?

In addition, you have to set a budget for this too. In the event the applicants ask for an amount beyond your budget, you’ll be back at square one.

4. Post Your Job

Next, upload your job online. This is the time that people recognize your presence on the net so you must guarantee that the post you create specifies all the characteristics you need from an employee. The job posting should be very specific. If you put a generic job description, you’ll get a bunch of unacceptable applicants.

5. Seek

Next step, looking for qualified applicants. You’ll get a wave of applications. Contracting the first applicant is indeed easier. But remember, it’s best to ensure the qualities you need are present.

Don’t get too hung up on the price. You’ll be provided with a selection of prices, from lowest to highest. You need to validate the reason why these people charge that kind of price. If they offer high rates, determine the reason why. If it’s too cheap, ask yourself, is the quality of service affected?

6. Sorting across the Applications

Sixth, sort through your list of applicants and narrow down your choices. Inspect their resumes for former employment. Identify what type of work they’ve completed for other people.

7. Interview

Alright, as soon as you have selected a number of qualified applicants, you can continue to the interview stage. Interviews are all the same, regardless if you’ll be interviewing applicants from overseas. However, the only glitch here is, how do you interview an applicant properly? There are different techniques. Begin with creating interview questions ahead of time. You can also check references online for other queries.

Next, estimate their skill level regarding the tasks you will designate to them. Likewise, give them a scale to implement when they answer, a degree of 1-10 for example. Don’t let them give you a simple “okay”.

Portfolios can be beneficial especially if you’re hiring for graphics work. So if possible, look at that as well.
On a personal note, I like to guarantee that the people I hire can think and make decisions by themselves. Today, a lot of people don’t have common sense. This is precisely why you must ask questions and analyze how they answer.

8. Trial Period

Next, try them out. Let me give you an inside tip, what I do is I supply an incomplete task. I want to see if they can figure things out by themselves. They need to come up with solutions without my assistance. That’s the type of outcome I need.
For me, that’s a tried and tested technique. You’ll find that there are individuals online who have a bunch of falsities on their resumes. Therefore, you must be careful. Validate everything you can.

9. Training

Training is the ninth step. You can also screen capture programs to supervise the work. Through this, you can train them the way want to. You may also use Dropbox to share files and GoogleDocs for web based data storage.

10. Let Go!

Now we’ve reached number 10, letting go. Give them the opportunity to work among themselves. Refrain from micromanaging or else you’ll find that they won’t do their jobs properly.

Source: ezinemark.com
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