Total Talent Sourcing with Global Reach

Having a culture of diversity is a vital component of a hybrid international sourcing model. As a diversity supplier, USTech Solutions knows that it’s the key to making this strategy work.  Embracing diversity means that we look longer and wider for talent, tapping into all the dimensions of human type and spirit.  Furthermore, we operate a diversity-rich corporate culture that celebrates the differences and varied backgrounds of the people you will meet in our global offices.  Could you make a hybrid onshore/offshore resourcing model work without embracing diversity?  Probably not.

For both client and provider, there are advantages to being on the spot, in the locality, on the doorstep.  Partly, it’s about knowing the people and the job market in the local area, understanding the demand and supplier drivers in play, and the local culture.  It’s also about Knowing the Business (KYB) of the client; developing personal relationships with hiring managers, procurement and HR teams–and forming a level of understanding on the future direction of the client organization, so that future talent needs can be anticipated.

There are roles that benefit being deployed offshore.  These are functions like recruitment outreach, credentials vetting, legal, and IT, where a paucity of expert talent is available beyond local shores, and operational economies can be realized with zero impact on operational coherency, etc.

Use of offshore teams operating across a broader range of timezones makes it simpler to implement 24/7 services.  For example, at USTECH SOLUTIONS, we are working to fill vacancies around the clock, achieving client outcomes faster, thanks to our blended onshore and offshore teams.

While we work smart with people power, we also fully utilize technology to fine-tune back-office processes, mitigate mundane manual tasks, and to keep our remote and local teams on the same page.  We lever the advantages of artificial intelligence, RPA, chatbots, and other digital innovations to only assign human resources to the roles where they are needed. 

Keeping everyone focused on outcomes, and working on the same page isn’t straightforward when your team is geographically dispersed.  Transitions from one team to the next during the course of a 24/7 working day can become disjointed.  For this reason, USTECH SOLUTIONS has developed its own back-office software tooling linked to performance management metrics.  This, we combine with an effective CRM system and set of operating protocols to keep programs on-track, and clients informed.

When USTECH SOLUTIONS innovated its blended onsite /offsite service model for contingent labor talent sourcing, it was a rare commodity.  And, while more suppliers have recently jumped on the bandwagon, there remains a level of skepticism of the efficacy of the approach. This partly comes down to a lack of understanding on how the model works. Like any business innovation, habits and attitudes in the boardroom take time to adjust to a new operating model when it impacts on the organizational design (and management accountabilities) of the requesting management team.

The blended onshore/offshore sourcing model is about optimizing balances–to focus local resources in areas where they maximize the value of being local, while tapping into expert offshore talent where it’s needed; all underpinned by a unifying technology substrate that automates every non-critical task that can be better performed by machines.

Here we come back to the diversity factor:  It’s vital that the company culture of the managing organization respects the differences that a blended operating model dictates, avoids ‘us and them’ attitudes, and eradicates any voice in the organizations that sees offshoring teams as an operational disadvantage for whatever reason.  Success is about identifying the best actor for every role and task without prejudice.

Any individual working remotely is at risk of falling outside the ‘in the know’ community.  Imagine, then, how challenging it can be to keep whole teams of remote workers ‘engaged and passionate’ about the outcomes of their clients’ mission.  We meet this challenge through regular client meetings, frequent update sessions, and workforce training, to make sure our people understand that client outcomes are what drive us.