Business Jobseekers Remote Work

The Common Challenges that Freelancers Face and How to Best Address Them

The current state of global supply and demand for human resources is rapidly changing the world’s labor market. In recent years, there has been a significant shift from traditional work setups to freelancing.  In the U.S. alone, there are at least 57 million freelancers, and the numbers suggest that as much as 50% of the working population will shift to freelancing in the next five years. By Statista’s estimates, the trend of freelancing will continue to attract as much as 90.1 million freelancers by 2028. These numbers will undoubtedly grow even more due to the ongoing global health crisis.

Before diving into the intricacies of freelancing, let’s first discuss why freelancing is gaining a bigger foothold across many different industries.

Why Do People Opt for Freelancing?

The statistics show that freelancing is indeed growing. Why? What makes the gig economy so attractive to so many people? Here are some reasons:

Virtually No Barriers to Entry

Freelancing does not require huge investments to start. Once you have the skills and the right tools, you can begin looking for clients and offer your services.

Work Flexibility

Since you can dictate your working hours, you can work anytime and anywhere. You are no longer tied down to your work desk. Some have even become digital nomads, enjoying the luxury of vacationing while working.

Creative Independence

Many workers have chosen to go the freelance route because it allows them to enjoy creative independence. Since they no longer report to supervisors, they have more freedom when accomplishing their deliverables. 

With all of these advantages, however, come several challenges that freelancers must deal with. In fact, some of these concerns can even be exclusive to freelancers alone.

The Trouble with Freelancing

Many employees are now ditching the 9 to 5 work schedule, but it is also not surprising to see many of them going back to the corporate world. Why? Here are some of the most notable reasons:

  1. Dealing With Unreliable Clients

Ask any freelancer about what they like most about the gig economy, and they will tell you that it is a flexible work schedule. But many of them get frustrated because they end up working with clients who may be challenging to work with. Some will set unrealistic deadlines. Some can be difficult to communicate with, while others can be just plain rude. Freelancers may report that clients often look at freelancers as unprofessional people who do not deserve to be treated with respect. More often than not, these unreliable clients are the hardest to communicate with when it comes to invoices. Worse, they can leave you hanging and not pay you at all! 

There will be times when you need to work on a project, and the client disappears without any notifications, emails, or messages. When this happens, you need to put yourself out there again to attract new leads.

  1. Job Security

While some freelancers can earn higher incomes compared to the days when they were still formally employed, it can come with some caveats. These paychecks don’t come monthly. Just because September brought you a ton of work doesn’t guarantee you any income during October. Many clients will schedule different deliverables depending on their requirements. The workload is not always the same from one month to another, and this means the paycheck is not fixed monthly. While you can set expectations with your clients upfront, they still have the last say.

In some cases, freelancers have to shortchange themselves regarding how much they need to charge their clients just because the freelancing industry is getting competitive. The 2018 Payoneer’s Freelancer Income Survey participated by 23,000 freelancers from across the globe showed that only 46% of them are happy with how much they earn.

  1. Poor Communication

One of the struggles that freelancers face is communicating with their clients. This problem is pretty common among organizations that are not used to working with freelancers. Since these people are out of their sight most of the time, they may not give you constant updates and feedback on things that may affect your deliverables. Some freelancers submit their completed work only to find out that the requirements have changed and management forgot to inform you about the changes. This means that you have to redo the job again. It already ate up considerable time and effort on your part. If you’re lucky, the company might compensate you for the changes. Most do not. Especifically if you don’t have a contract where such incidents are covered and stipulated.

  1. Absence of Benefits

As a freelancer, you have to fend for yourself. You are not part of the organization and therefore are not qualified to enjoy their regular employees’ benefits. As such, you have to pay for your taxes, shoulder monthly contributions, and secure health insurance on your own. When you sum it all up, it can take away a chunk of your paycheck. If you are not diligent with your monthly payments, then you might end up paying fines or dealing with out of pocket payments.

  1. No Room for Growth

One of the downsides of joining the gig economy is the need to hustle, hustle, and hustle some more. More often than not, this mantra leaves many freelancers exhausted enough that they no longer have time to cultivate self-growth. In the gig economy, you can either improve on a specific niche because it is in demand, or you can be a jack of all trades but a master of none. It can be frustrating when you need to make yourself competitive in the gig market, particularly now that the industry is attracting a lot of good talent. You have to go beyond what you know to improve your credentials. Often, this is hard to do because freelancers have to juggle several clients at a time. 

So, how can these freelancer challenges be best addressed?

The Best of Both Worlds: The MultiplyMii Solution

MultiplyMii, a bespoke staffing solution, saw this gap in the market and set off to create a platform where freelancers can enjoy the best of both worlds—the flexibility of freelancing and the perks of a corporate job. 

At MultiplyMii, freelancers get the opportunity to work from home and get matched with a compatible client. This way, they no longer have to seek out clients and deal with unreliable ones. What sets MultiplyMii apart is that freelancers are considered employees, allowing them to enjoy company benefits. The company also has several initiatives where employees can work on their personal growth while earning a stable income. The best of both worlds, indeed!

If you want to learn about MultiplyMii’s excellent work culture, visit our Careers page to see if we have a position that you are interested in.

Business Remote Work

You Know You Should Outsource Your Staffing Needs, But Why the Philippines?

Talent outsourcing is rapidly becoming the norm among businesses. Of the numerous talent pools in the world, why are most leaning towards outsourcing to the Philippines?

Outsourcing allows organizations to quickly respond to continually evolving business needs and respond to market factors by efficiently scaling their operations. Some businesses thrive on the fact that to make money, you need to spend money. Since a return on investment (ROI) is almost always uncertain, maintaining controlled operating costs is a challenge that every business, particularly new ones, have to overcome. Often, this means that companies must compromise. 

Compromising on Hiring Good Talent

Interestingly, a huge number of small businesses hire team members who are less skilled because they are often cheaper. The problem with this is that about 56% of these companies are dissatisfied with their employees’ output. For small businesses, this operational expense does not bring additional value to their organization. Why hire team members who do not bring commensurate value? But this is a reality for most simply because they don’t outsource their talent management. As such, they are often left with three options:

  1. Compromise on talent acquisition
  2. Spend money on talent acquisition
  3. Spend time looking for talent

All these three scenarios can be best resolved by outsourcing. Now that you know you should outsource, the question now is, why the Philippines? 

Why Outsourcing to the Philippines is Your Best Option

High English Proficiency

The Philippines has one of the highest English proficiency levels in Asia, second only to Singapore. If you didn’t know yet, the country has a strong affinity to the West due to its colonization in the past. Additionally, many of the educational institutions use English as the primary form of instruction. That said, Filipinos are far better at communicating with their Western clients compared to any other region. The result? Better understanding and increased work efficiency. 


Aside from their English proficiency, Filipinos take their education seriously. In fact, most Filipino parents will consider education as the only treasure they can provide for their children. As such, students often place such a high value on getting their degrees that some even study while working. Most virtual assistants (VA) that a company can source from the Philippines will often have college degrees.

Cultural Fit

Compared to other outsourcing hubs, the Filipino workforce is much more culturally aligned with most Western countries. They share the same hobbies and interests. As such, it is easier to build rapport and encourage a camaraderie within your company. As an employer, you may no longer need to spend more time in your adjustment period or go through an awkward phase with your employees.


Small businesses have much to gain when they work with loyal employees. These people are often more than willing to invest time and effort in your company. They strive hard to bring new ideas to the table. When your employee is loyal to the business, it can mean hefty profits. And if there is one thing that Filipinos are proud of, it is their loyalty. Filipinos place high importance on stability and security. Once they get access to a gainful employment opportunity, they will stick around and increase your bottom line considerably.

Career Driven

Perhaps one of the strengths of Filipino workers that can bring a tremendous increase in productivity is their drive to learn new things and expand their current skill set. Give them a task, and even no matter how unfamiliar they may be with the topic, they will do their best to learn it and deliver. Filipinos take pride in accomplishing their obligations, which a company can leverage.

Tips for Working with Filipinos

While Filipino culture bears many strong similarities with Western culture and practices, there are still a few differences and this may seem slightly confusing to some employers. If you are seriously thinking of outsourcing to the Philippines, here are some tips to help you streamline the process:

Get Wins on the Board

One thing that sets most Filipino workers apart from American employees is the fact that you can’t simply throw them into the deep end and assume that they can understand your processes. It is critical for them to feel comfortable first. Let them learn the ropes before expanding their tasks and knowledge base. This is why your organization needs to have a solid onboarding process to guide your employees to become familiar with all of your business dealings.

Ensure Clear Communication

One of the challenges of working with a remote team is communication. To make sure tasks will get done, communicate with your team, and make sure each instruction is understood. You have to teach the practice of asking questions if anything seems unclear. Don’t assume that instructions are understood at all times. This practice helps eliminate the need for going back and forth with tasks.

Get to Know Your Team

Since you have a remote team to manage, you should make them feel comfortable with their work environment. Your remote workers should feel that they are indeed part of a team. When you do get to know them, you can expect them to feel valued. They will enjoy what they do. Hence, they will be more productive. 

Moreover, it will be easier to learn what motivates them and identify what employee retention strategies to deploy so that they remain loyal and deeply invested in your company. Knowing your team better also means that they will be more open to you. They can ask questions and give feedback whenever necessary. This can help ensure that your employees can consistently churn out quality work.


How to Cut Costs Without Impacting Your Business Performance

Should you consider reducing the number of staff when cutting costs? Cutting business costs can be done more efficiently. Read on.

Starting a business is often a feat that most entrepreneurs consider as both their biggest hurdle and achievement in life. However, owners often face the challenge of actually maintaining the business. It is a given that entrepreneurs will encounter many different roadblocks, including hiring the right people, developing a brand, and attracting a customer base. Winning against these challenges is what sets apart successful companies from unprofitable ones. 

How do you ensure that your company isn’t among that will go under after a few years? 

The Cost-Cutting Reflex

Costs will always be a part of running a business. If you have your finances figured out, then it should be the least of your worries. With the current economic uncertainty, however, it may be a given for organizations to consider making significant cuts to their spending. This is particularly true now that the economy is experiencing a downturn because of COVID-19. For some, the most plausible solution would be to lay off their workers. A survey done among corporate leaders revealed that many are planning to carry out financial decisions due to the pandemic. However, this should not be the case.

This cost-cutting reflex, for the most part, is pretty understandable. Entrepreneurs have to make tough decisions to ensure that their business will remain functional amid the ongoing health crisis. Many fail to see that companies who can weather this storm with their team intact have much to gain when everything is over. How? Through their employees. Often, companies can suffer dire consequences when they cut the number of staff they have. They can lose top talent and find it harder to get back on their feet.

So before even announcing layoffs, take a look at what measures your company can do to cut operational costs. 

cutting business costs

Tips for Cutting Business Costs Efficiently

  1. Slash Working Hours

If your business is not doing well now because of reduced orders, consider slashing your staff’s working hours. Choosing to reduce hours rather than the number of people working for you can do wonders. Cutting back the working hours to at least one or two days can already mean significant savings for your organization. The great thing about this strategy is that you get to keep the best employees in the fold while boosting their morale. 

One study revealed that giving employees reduced working hours can do a lot to increase their productivity. Based on an 8-week trial done by a New Zealand-based company, employees given an extra day off per week were at least 20% more productive and satisfied. For an organization that relies heavily on productivity and reduced cost, this is something worth looking into. 

Note: Be mindful of your team. They depend on you. It’s not advisable to reduce everyone, to say, part-time when they are used to FT workloads. An hour or two a week less per employee for a larger team can add up in terms of business costs. Having employees leave early on a Friday will not be bad for business.

  1. Work Towards Staff Efficiency

Another strategy that can effectively reduce unnecessary spending without the need to lay off workers is roster profitability. This means having the right people working at suitable hours, allowing the optimal use of resources. Organizations can look at it as a cost per sale based on the labor cost. 

Say you have an ecommerce store and often have roaring sales on weekends, but you only have one employee handling all the sales during that time frame. You’ve also noticed that two people are working on a Monday when the rush has died down. You are not maximizing your staff’s efficiency in a way that would bring revenues to your store. Consider making changes to your employees’ schedules that will allow them to bring even more value.

  1. Outsource Your HR Department

For small businesses, maintaining an in-house human resources (HR) department can be challenging. Companies will spend more money managing departments outside of their core operations while remaining clueless about what HR does. Outsourcing your HR to a company that specializes in bespoke staffing can help you lower your costs and free up your time. Doing so will allow you to focus on growing the business. HR tasks like payroll, hours tracking, employee benefits, leaves, and key performance indicators (KPIs) can eat so much time, which can be best spent on more productive tasks. 

Offshore outsourcing companies are experienced enough to know the woes that affect small businesses. They understand what needs to be done to ensure that their clients benefit from their strategies. 

Here at MultiplyMii, small business owners can sit down with a relationship manager to assess what their company needs to save costs on their HR requirements. Ultimately, companies can scale their business without the need to spend thousands of dollars. Check out our pricing calculator to see how much savings you can get by outsourcing your staffing versus having an in-house department or hiring a freelancer. 

  1. Cut Supply Costs

Take a good look at your cash flow. You will see supply costs get a big chunk of your budget. If you haven’t yet, now is the right time to talk to your suppliers. Negotiate rates so you can get a better deal. If they don’t budge, don’t hesitate to look around. You should take your time to test other suppliers too.

But, you should be careful when considering this option. 

If you have a long-standing supplier, you also have to look at the factors that strengthened your relationship. This includes their reliability when it comes to your deliverables. Factor these in when deciding to shift. If they can’t provide a discount, maybe you can negotiate on better payment terms like reducing the usual 20% downpayment to 15% or less. 

  1. Examine Operational Expenses

Taking a careful look at your expenses should be part of your overall strategy, not just during tough times. It would be a good practice to have at least an annual budget assessment. This practice will help you see the recurring costs and which of these can be further trimmed down. One example is looking at advertising costs. Did the past year’s marketing campaigns bring good results? If not, it might be time to look at other available strategies. 

As much as possible, business owners should remove unnecessary expenses, no matter how little they can be. Often, it is these miscellaneous spending that can have a significant impact on your organization’s costs. Here are some useful tips to help you double down your operational expenses:

  • Integrate Parallel Activities

If you have several departments, it is time to assess their activities and see if you have teams/tasks that you can integrate. For example, your teams may be ordering similar supplies in small quantities solely for their department. Why not order them in bulk instead and get a wholesale price? The same is true if your organization is paying for software use. See if it would be more cost-effective to have one system used in your whole organization. 

  • Veer Away from Low-Value Meetings

Do you know why the meme “This meeting could have been an email” became so popular? Most organizations spend so much time on these low-value meetings that only put constraints on productivity. Evaluate all scheduled meetings and see which ones can be consolidated or entirely removed from your calendar. Business owners must understand that their most valuable employees are best maximized by having them do actual work during productive hours rather than spending all their time on meetings. 

Cutting your business costs is a daunting task, but it is very manageable. If you stick with it and find strategies that work, you can soon reach your financial goals. Talk to us and learn how our offshore outsourcing strategies can help you in cutting your business costs.  


8 Key Roles To Consider For Your eCommerce Business Success

Is your eCommerce team primed for success? Here are some tips to help you in building your eCommerce team.

The popularity of eCommerce is soaring to unprecedented heights, and most entrepreneurs are trying to cash on this digital gold rush. While it is true that the eCommerce industry presents excellent opportunities for growth, it does present some unique requirements. Compared to traditional brick and mortar businesses, eCommerce calls for some very specific human resource strategies. And this all boils down to having an effective eCommerce team at the helm. Finding the right people can impact how you scale your operations, including what goods and services you can offer and your target market. 

Yes, you may hire contractors to fill out the roles, especially on an as-need basis. However, problems can arise when their availability clashes with your current needs. Moreover, hiring and training an in-house team can be time-consuming, and a rapidly growing business may not have the luxury of time to fit these into their operations. 

For organizations yet to build their eCommerce teams, knowing where to start can be challenging. That is why it is crucial to first identify the roles before diving deeper into the hiring process. 

Your eCommerce Team: Building the Foundation for Success

ecommerce marketing

As you slowly expand your eCommerce business, you should remember that these people should be at the core of your operations: 

  1. Director of eCommerce

A team cannot function well without a point person to oversee and manage operations, and this is what your Director of eCommerce will do. They will ensure that each team member is doing what they are supposed to do. As a manager, they will oversee web sales, manage partnerships, contribute strategy decisions, and finalize contracts. 

For small startups, the Director of eCommerce will also carry out different site administration and digital marketing aspects. 

  1. Content Strategist

One of the most crucial roles that you need to have in your team is a content strategist. With all the noise in the digital market, it can be easy to get lost and overshadowed by big-name brands. And a content strategist will make sure that your brand can stand out above all that noise.

eCommerce marketing teams would often encounter problems when it comes to conversion. It is true that good content can get people flocking to a website. The challenge lies in converting these people from merely visitors to paying customers. 

Attracting traffic to your shop is not enough to increase revenue, and selling products should be your top priority. 

And this is what a content strategist can do for you. Aside from planning out your content plan, they will also be able to get a feel for the pulse of the market, listen to what people are talking about, and deliver on those expectations. More than that, they will also test and ensure that your webstore is optimized for conversion.

  1. Web Developer

Your web store serves as your client-facing arm. As such, it is crucial to have a website that is not only aesthetically pleasing but also user-friendly. Besides, you want your customers to spend more time browsing your products rather than looking for icons and links on your website. They can get frustrated quickly, and every frustrated customer is revenue lost. 

Your web developer must be well-versed in handling eCommerce stores. That said, they must know how to integrate payment options, connect inventory, and manage financial reports. On a marketing level, they should be able to connect your website to different sales funnels. This includes affiliate programs and social media content marketing. 

While an in-house web developer may not be necessary, you may need someone who will be available to make both front and backend alterations as necessary. 

  1. Customer Service Representatives

Customer service in eCommerce should also be part of your marketing strategy. No matter how good your products are, people will not buy from your store if you have poor customer service. Your customer service representatives must be responsive in answering live chat queries, answering calls, and even deploying chatbots to converse with customers. 

Your customer service representatives should be well-trained in managing returns and customer complaints through email and social media channels. 

  1. Social Media Manager

People’s buying experiences and practices have changed drastically in recent years, and social media has played a big role in ensuring that eCommerce stores can reach their target audience via different channels. With 3.6 billion social media users, it would be a sin not to leverage these platforms to gain revenue. However, this will not be possible if you don’t have a social media manager. The main person who can improve your online presence and visibility. They are critical in ensuring your eCommerce brand has a positive voice by responding to queries, comments, and creating relevant content. 

  1. Digital Media Buyer

If you want to ensure the success of your eCommerce store, you should have a good digital media buyer in your team. Someone who will be responsible for creating and implementing your advertising campaigns. However, their most important role is to identify which online media channels and what strategies will result in the furthest reach and help your organization achieve campaign goals. 

More than that, digital media buyers will help you build your campaign roadmap and come up with strategies to drive it forward. 

  1. Project Manager

Project managers bring leadership and direction to your campaigns. They are responsible for developing the vision and removing any possible roadblocks that can delay or hinder tasks. 

Project managers also decide what tools and channels are best used. They will guide the team in different strategies such as organic promotions and/or paid search engine optimization (SEO) campaigns. Project managers also have a crucial role in building partnerships and making technical changes to relevant websites to increase activity and sales conversions. 

They also have a key role in motivating, inspiring, and coaching your team, while ensuring accountability. 

  1. Graphic Designer

Only a handful of eCommerce businesses will consider hiring a graphic designer for their team. Why? Simply because store owners don’t know how important graphic design is when it comes to their branding. Think about it—with 24 million eCommerce sites and growing, how do you make an impression? How you can engage them is what will set your eCommerce store apart from the competition. Often, it has a lot to do with how your website is designed. 

Sure, you can choose from templates, but then you’ll just be another “generic” store out there. You only have 5 seconds to captivate your audience, and investing in a graphic designer can do the trick. 

eCommerce stores must prepare for scaling their operations, particularly now that globalization is changing the retail industry. To achieve this, you need to be flexible in building your eCommerce marketing team. As you grow your global brand, you also need to scale your staff and their capabilities with the right techniques and strategies. This is where partnering with a full-service staffing solution like MultiplyMii can help. 

How Can MultiplyMii Help?

Hiring, onboarding, training new people can take a substantial amount of time, money, and effort. Rushing the process can negatively impact your business, especially in eCommerce, where reliability is critical. You cannot risk dealing with uncertainty, and MultiplyMii understands this.

For this reason, the company created a bespoke staffing solution that will be there with you to analyze your day-to-day operations. Our team of experts can assess which areas of your business can benefit from outsourcing. Plus, ensure that each employee will be reliable and effective. This way, you can maintain business continuity while hiring the right people to complete growing your team. Learn how MultiplyMii can help you from the discovery call to onboarding, and even to payroll. Book a Demo now.

Business Remote Work

12 Tips on How to Get the Most Out of Your WFH/Remote Team

How do you stay on top of your remote workers? Through effective communication of course. 

Remote work is becoming more and more common. Today, as much as 4.7 million or 3.4% of the U.S. population are working remotely. Many organizations have seen the value of outsourcing their talents in offshore markets. This allows them to enhance their business operations while keeping costs down. Companies enjoy the luxury of having improved productivity resulting from their employees’ increased morale. However, remote work does bring its own unique set of challenges that managers have to deal with. Among these is managing remote team communication. 

There are indeed communication methods that you can leverage to pull this off easily. But in practice, things are a bit more complicated. Organizations have to understand that bridging an effective remote team communication path with their employees can be critical in ensuring the company’s continued growth. 

Here’s how you can pull it off: 

Strategies for Better Remote Team Communication

Different Cultures, Different Communication

remote team communication

Global communication means understanding that people can come from widely differing backgrounds and cultures. One obvious hurdle is the language barrier. You have to exert the utmost patience because not everyone will communicate the same way that you do. If you are outsourcing to the Philippines, you already know that language typically is not an issue as those in the BPO industry are largely English speakers having been educated in English schools. 

That said, you have to learn about their culture and how they communicate. This way, it will be easier to establish some common ground where your team can understand one another. Here are some useful tips to help you get it right: 

Train Your Managers

It pays to have your managers receive cultural awareness training to equip them better when working with employees with various cultural backgrounds.

Avoid the Jargon

Whenever you meet with your team, avoid highly specific jargon or localized expressions, which may confuse the other parties. Try to use simple terms and be concise with what you want to communicate. 

Set a Norm and Stick to It

When working with a multicultural team, you may have to deal with different working styles and personal preferences. As such, it is still important to have a norm that everyone on the team should stick to. Instead of having your managers dictate their preferences, encourage them to use methods that will work best for the team.

Human Connection 

When you often manage your team via email or other communication channels, it can sometimes feel impersonal and cold. Since you may be working from different time zones, working hours may differ. Expecting your workers to reply to your email as soon as you send them may be unrealistic. It can be easy to lose the humanity of communicating with your remote workers, leading to frustration. Moreover, this frustration can lead to more internal issues. That’s why it is crucial to have at least weekly or monthly feedback sessions with your team. 

Know where they are coming from both in their work and personal matters. When your remote workers feel that you understand where they are coming from, you can expect more transparency on their part, This is one of the elements of proper collaboration. Here are some tips to help you: 

Start from Onboarding

If you want to make your remote workers feel a sense of belongingness, it should start from your onboarding process. It is a given that most onboarding will deal with mostly HR concerns and other functional tasks. However, it should also include social onboarding that allows new hires to get the human connection right away. 

Make It Part of Your Culture

Establishing a human connection is not a one-time thing. It should be present throughout your organization. While it does not have to be company-wide all the time, it helps to maintain this culture within teams. Allow them to have virtual meetings where they can discuss anything else but work. 

Improve Collaborative Work

Teams often have different projects they are working on. But, it pays to have different teams work together. Not only is it good for business, but it is also good for your employees. They can be allowed to showcase their work to other members of the team and it allows for flexibility. 

Meet the Team

remote communication

A global company may have upper management that may choose to delegate some of the tasks to the more senior team members. While it may be effective in managing the overall operations, it is still a good practice to ensure that everyone in the team knows each other, including their roles and working hours. When you meet your team, you can get a better insight into what improvements you can make in your processes. Here are some ideas that bring results: 

Culture Break

If possible, set a video call meeting at least once a week just to see what everyone else is up to. It can be to discuss what everyone else did during the weekend or just about anything that isn’t work-related. 

Team Bonding

Unlike culture breaks, your team bonding sessions can be done at least once a month. In these sessions, you can have anyone from your team take the lead into providing activities that can boost the morale of each team member. 

Lunch and Learn Sessions

One of the ways you can encourage your team is by providing them with opportunities for growth. By setting collaborative exercises, it would be easier to learn what their professional interests are and how they can impact your organization. Not only will it help them familiarize themselves with the business, but it is also a good way to enrich them professionally. 

Communication is critical in ensuring that your global company has what it takes to manage remote employees. Learning effective global communication strategies can help solve some of the many challenges that companies have to deal with. Once you’ve mastered remote team communication, you will quickly realize how your workers’ morale can significantly increase productivity. 

MultiplyMii offers bespoke offshore staffing solutions that help ease your global communication woes. Learn what we can do for your business, schedule a call now

Business Remote Work

Talent Recruitment 101: 7 Tips for Hiring Talent That Can Boost Your Business

Lacking fire power needed to get the right people in the right seats? It is time to look into your talent recruitment process and new hire management. 

Hiring new talent is one of the most critical yet underrated activities in an organization. Many veteran employees consider new hires to be beneath them, particularly regarding skills and performance appraisals. However, companies aiming to be successful should now consider taking a different approach and start looking at new hires as key contributors to the future of their company. This means getting the right people who can boost your business. 

How do you ensure that your talent recruitment process outsourcing (RPO) team is doing their job?

Define Your Ideal Candidate

Before you even provide a job description for a particular role, everyone involved in the hiring process should first sit down and envision how their ideal employee can fill in the vacant role. From the get-go, they should have a clear picture of what strengths and skills a candidate should possess to make them successful in their position. More than that, your RPO team should also be able to gauge what qualities the new hire has that would perfectly mesh with the rest of the group. 

Practice Collaborative Hiring

Gone are the days when HR teams were the sole decision-maker when it comes to talent acquisition. The best way to go about this is to get input from the very people who will manage the new hire. Allow them to build a candidate profile. During the process of the interview, measure them against these parameters. 

Monitor Talent Pools

talent recruitment

While you may have an impressive talent pool of remote workers, it is always best to go over your candidate source and see if it still works. If not, then move on to explore new and better sources for talent recruitment. Reach out to different channels like MultiplyMii’s offshore outsourcing, and you’ll be surprised at how beneficial these other options can be. 

Use Performance Metrics

talent recruitment

Improving the overall hiring process depends on how your organization can measure the quality of new hires, no matter what position they are in. At the get-go, HR teams and even the upper management should carefully look at performance metrics and look for signs indicating an employee’s performance level. 

Have Employee Referral Programs

More than talent pools, another great source of top-caliber candidates is your current employees. They are the best ones that have first-hand experience of what it is like for your company. Your current employees are the best brand ambassadors that you can have. They are the best mirrors of your company culture. That said, a good strategy is to offer a referral bonus when they recommend a candidate who is hired. 

These programs are often successful at first. You will note that the referrals will keep coming in. However, you will also notice that as time fades on, so does the thrill. As such, it is best to look at your employee referral program and incorporate changes that will get your employees excited again. Some of the strategies that you can include are: 

1. Monitor referrals and openly acknowledge those who have received their rewards. 

2. Increase monetary awards until your company gets a threshold that encourages people to act on it. 

3. Make it exciting by offering contests like a raffle draw where employees with successful referrals can win the latest gadget or a vacation trip. 

Understand Your Target Audience

talent recruitment

One of the pitfalls of recruitment processes is not considering the target audience. You have to define what candidates you are looking for. Moreover, you have to understand that recruiting is selling. You need to know who you want to attract to your organization. For this to happen, you need to identify your company’s main selling points that will make candidates choose you. 

What do you have to offer? Who will benefit from our offerings? When you answer these questions, it would be easier to place your brand in the center of your target candidates. And since you need to sell your organization to these candidates, you need to advertise your working culture and echo your employee’s skills and attitude related to your brand. 

Plan for the Future

You hire employees because you believe their skills will become useful for the company. It is perfectly okay to think ahead and plan for the future, especially if you see a particular candidate’s potential to become a valuable part of your team. Don’t hesitate to invest in their personal development. 

Take this piece of advice: 

While it is always good to evaluate your new hires based on their skills and potential, your organization’s role is equally critical in ensuring that these new talents will blossom and bring forth further success for your company.

Never take your new hires for granted and allow them to grow. When your recruitment processing is done right, expect to enjoy high performing and loyal team players that will ultimately boost your business. 

Learn more about how MultiplyMii’s remote talent recruitment process can help boost your business by booking a demo

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Talent Acquisition: 7 Ways You Can Improve Your Talent Management

Failing to get top caliber talent for your business? The answer is in your talent acquisition strategies. 

The staffing industry has changed significantly over the years. Gone are the days when employers would wait behind their desks to scrutinize every candidate who would go over and beyond to prove their skills to become a part of the company. Nowadays, talent acquisition has shifted in favor of the employees. 


Employees are now more confident in switching jobs once they feel that companies do not provide is not what’s advertised. And this is something that employers must become aware of and actually take steps to adapt to. Employers must now prove that their company is worth sticking to. 

How can employers genuinely engage their workforce—the main drivers of their business? Specifically, how can employers ensure that their company gets great people and can actually retain these people? The answer—a talent management system that works. 

Multiplying Your Business: Top Ways of Improving Your Talent Management Strategy

  1. Work on Developing an Employer Brand
talent acquisition

Top-rated employees go to employers with a known brand of employer management. Do you know why most big companies invest in giving their employees enviable perks? It is to ensure that they are building a strong employer brand. How is this done? Shorten time-to-hire. 

Employees hate the waiting game. They will appreciate it if you provide them feedback in the shortest time frame possible. The amount of time they need to wait on your hiring decision reflects your company’s efficiency and robust decision-making process. 

  1. Identify Talent Recruitment Goals

Before you even start posting job vacancies and interviewing candidates, you need to have a clear goal of what your organization aims to get from filling the position. This way, it would be easier to pinpoint the type of talent that would work well with your company culture. Suppose that you need a manager to handle your global expansion, your job description should then include someone with a strong cultural awareness in addition to their skills. 

  1. Provide a Positive Candidate Experience

When hiring quality candidates, employers must make it a point to give them a positive experience. Employers, however, should be careful not to compromise the hiring process (i.e., making easier tests) to make their candidates’ experience a positive one. It doesn’t matter if you hire them or not. You have to always keep in mind that these candidates will share their thoughts about your company, and you don’t want to risk one employee’s bad experience tainting your employer brand. This is where timely communication comes in. 

Start off by providing a clear job description. Let candidates know at the get-go what skills are necessary to land the job. Give them updates about their hiring process and congratulate them when they pass a hiring stage. If things don’t work out, encourage them because once a candidate has a positive impression of your company, they’d be willing to recommend you. 

  1. Leverage Onboarding Process

New hires often feel lost during their first few days, and this is where it can get crucial for employers. Onboarding is an essential yet overlooked talent management strategy. Most new employees quit within the first six months simply because they had a shallow onboarding process.  Many feel like they don’t have the right tools to succeed in their position, and their expectations are not met.

Coming up with an effective onboarding process can seal the deal when it comes to scaling. In fact, it can jumpstart a company’s revenue generation strategies. Take the case of Boost Me, a PPC startup itching to scale their operations. For so long, the company has struggled to expand its team of experts. 

Through MultiplyMii’s effective onboarding process, Boost Me expanded its team with minimal expenses, thus increasing its revenue. Onboarding should go beyond the first week. Imparting to your employees that your door is always open for questions, sends a signal that you want them to succeed.

  1. Focus on Results

No two people are alike, and this goes for your employees. Employers need to understand that different people may use different methods to achieve their goals. For this reason, employers should focus on the results rather than the process. When you give your people a certain level of autonomy, they will feel valued and respected, resulting in improved job satisfaction. In the end, increasing your organization’s productivity. 

  1. Personalize Benefits Package
talent acquisition

While a benefits package can be considered a perk in your organization, it would be a huge step up if you can customize it according to your employees’ needs. If you are in the process of improving your compensation offering, make sure to include an employee-centric approach to it. Lay down several options that would allow your people to choose depending on their needs. 

  1. Foster  a Healthy Work Environment

One thing you should never leave out in your talent acquisition strategy is your positive work environment. Sure, you can have the best compensation and benefits package and a solid onboarding process, but if your working environment is too toxic, don’t expect employees to stay and become committed to you and the company. 

Solid talent acquisition begins with an established talent management system. Learn how outsourcing your recruitment process with MultiplyMii can help boost your organization’s bottom line.

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Going Global: Tips for Maximizing Your Offshore Team

In a rapidly changing business environment, working with offshore teams will become even more necessary. How do you successfully leverage your virtual team?

Scaling your business means expanding your team, and this often comes with the challenge of hiring people with the right set of skills to drive your business’ success. Most companies opt for hiring an offshore team to handle some of the crucial aspects of their operations. However, many fail to implement this type of staffing strategy successfully. But how do you really gain buy-in from your global team? Here’s how: 

5 Ways of Maximizing Your Offshore Team‘s Performance

offshore team

Here are some proven ways of leading and managing an offshore team with increased odds of success: 

  1. Align Your Vision

When working with an offshore team, randomly assigning project tasks to different groups can be tempting. Don’t commit this mistake as this practice will give your team a disjointed vision of the goals that you want to achieve. 

Make sure that your team understands what you want to achieve. Having an aligned vision can help teams work seamlessly. It would be easier for them to develop processes and make decisions that will impact the project’s success rather than being kept in the dark not knowing what other people are up to.

Moreover, aligning your project vision allows your offshore team to plan and manage their resources in the most cost-effective way possible. It also gives your team a sense of inclusion and security as they work on the project. 

  1. Communicate Regularly

Working with an in-house team requires constant communication, this does not change when working with an offshore team. Regular communication ensures that no one in the group gets lost in projects. Use clear briefings whenever possible, so all details are clear. As much as possible, eliminate confusion between you and your teams. 

Whenever assigning tasks, never assume that everybody understands what you are trying to communicate. Cross-check if their understanding is aligned with what you explained. It is also essential to allow your team to raise questions and look for clarifications. 

Remember, communicating with a global team means harnessing the power of online tools that facilitate communication and collaboration. Software such as Slack and Skype can help teams exchange messages and files. You and your team can also use project management tools on the cloud like Asana or Trello so everyone can track the progress of tasks assigned to them. 

  1. Adopt an Agile Methodology

Teams working on projects need to adopt an Agile methodology, mainly if the process requires high levels of interaction and iteration from different members. Practicing Agile development in your operations can do so much to increase efficiency. The lengths of iterations or sprints depend on the complexity of the process and the number of people working on the task. 

The key here is to have your offshore team sit down and discuss each project’s goals and processes. Once a sprint is done, there must be an assessment of the progress and identification of hurdles. All of these must be accounted for when starting a new sprint. 

  1. Maintain Regular Engagement

One way to leverage your offshore team is to keep them engaged at all times. More than communicating with your team about project updates and outputs, you also have to reach out to them in a manner that would allow you to understand their strengths and areas for improvement. 

As a business owner, you have to understand that employee engagement is among the hallmarks of developing a positive company culture. You cannot maximize your team, even if you have the best and the brightest members if you do not keep them engaged. 

  1. Visit Your Offshore Team

Handling an offshore team does not mean that you should always communicate and engage remotely. If possible, make them feel important by visiting them. Fly over their country and spend a few days with your team members. This way, it would be easier to get familiar with what happens on the ground. You can see what processes work and what additional resources your team may need to improve their output. It is also an excellent way to increase your team’s overall productivity as they feel a sense of belongingness. They will start to think that they are not merely workers but crucial business partners. 

Building the Right Offshore Team

As your business goes global, you need to make sure that you can cover all angles when it comes to your processes. Working and managing an offshore team can be challenging. This is what happened in the case of Seller Snap. Despite investing thousands of dollars in their business by hiring SEO agencies for their Amazon Repricer program, they failed to hit their goals. 

How did they overcome this challenge? Through MultiplyMii’s bespoke offshore staffing solution. 

MultiplyMii understood what Seller Snap needed and recruited the right individuals for their offshore team. Along with the company’s established processes, Seller Snap was able to cash in on the benefits. This example shows that an offshore team can bring in positive results when you know you can manage them. 

Find an offshore team for your business through MultiplyMii. Call us now and learn how we can get you started on your offshoring journey. 

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Remote Staff Checklist to Improve Your New Remote Employee Onboarding Process

How do you perfect your remote work onboarding process to create a lasting impact on your remote employees? You might want to review your onboarding checklist.

After offshore talent acquisition, your employee onboarding process will play a crucial role in ensuring that your new hires will have a positive experience in your organization. Onboarding is particularly important for remote employees, as they do not enjoy the same level of visibility and control as on-site employees. This makes it harder for them to integrate into your company’s culture and processes. 

The Challenges of Onboarding Remote Employees

onboarding checklist

When it comes to promoting a positive work culture, onboarding plays a very significant role. This is the first look into your business, and it lays down the foundation of an employee’s commitment to the operations and processes of an organization. Companies that have perfected their onboarding process will see noticeable effects on the business scale, revenue growth. This also helps ensure that senior management can spend less time micromanaging and more time doing more “big picture” work. Companies that fail to invest in this process often see stagnation and bottlenecks in day-to-day operations, which can lead to a whole host of challenges. If you fail to plan, you plan to fail. 

Developing an efficient and effective onboarding experience can be very challenging, especially for remote teams. Remote work onboarding requires your recruitment process outsourcing (RPO) teams to deal with more documentation and requires time and resources. It involves carefully laying down each vital step in the process to ensure that your remote workers can find their way and won’t get buried under an avalanche of new information. Moreover, it is also critical to let your new hires know what channels they can use to find what they need, mainly if they work in different time zones. 

Another challenge that remote employees face is the lack of an emotional connection with their new teams. They can feel isolated and unsure. This is why upper management must encourage informal meetings to reach out to their new remote workers. These little things can make a significant impact and can create a strong culture within an organization. 

Onboarding Checklist for Your Remote Employees

onboarding checklist

An ideal onboarding process should last 90 days, at the very least. During this time, the employee should get all the materials and collaterals they need to get started and progress in their jobs. The process should involve going through a series of introduction meetings, training sessions, and strategic planning that should enable them to familiarize themselves with their key performance indicators (KPIs). 

Here at MulitplyMii, our onboarding managers assist our clients by preparing an Onboarding Plan and Calendar. Our dedicated onboarding managers will help bridge the gap between employees and clients and break down any barriers to success as early into the process possible. By completing this onboarding checklist, we make the process of onboarding a whole lot easier: 

  • Going through a list of tasks that would allow the new hire to learn more about their roles, the team they will be working with, and the objectives and key results expected of them. 
  • Signing up accounts for communication channels and productivity tools. 
  • Introducing them to our team via our communication platforms. 
  • Scheduling a meeting with managers and other cross-functional partners to formally introduce them to all the people they would be directly working with. 
  • Setting up a communication window if working in different timezones.

Tips for Onboarding Your Remote Employees

onboarding checklist

As soon as you bring people on board, recruitment managers should make sure that each individual has access to everything they need to become a contributing member of your organization. How do you achieve this? Here are some tips: 

Create a Two-Week Schedule

Remote workers are more challenging to onboard because of the distance and lack of face to face communication. As soon as you hire them, start developing a two-week plan. Use this to set up all the necessary meetings and training sessions. It will help new remote workers to feel less anxious. Plus, it also ensures that they are being introduced to all the right people. It also helps if they can access projects and processes that will be part of their jobs. 

As much as possible, try to mix these sessions with an informal meet and greet. This practice can ease the new hire into your company culture. 

Start Small 

Organizations hire new employees to fill a role, but it doesn’t mean that you should unload all of these tasks to your new hires all at once. Have them start working on a smaller project. Provide them with a clear plan of what you want to achieve in the first 30 days. Afterwards, you can set expectations for the next 60 to 90 days so that it will be easier for the new employees to mentally align with your goals.

Onboard in Groups

One of the challenges of onboarding is that you want to provide a personalized onboarding process while making sure that your company eliminates redundancies. The best workaround is to group your new hires into similar groups. This way, it will be easier to present them with a personalized approach while allowing them to feel a sense of belonging. If possible, add them to a communication channel where new hires can access instructional collaterals and internal knowledge bases that they can check in case they feel lost. Assigning an orientation buddy can also help. In fact, it can even boost new employee proficiency

Welcome Feedback

Never be afraid to listen to feedback. You should be actively seeking it out because that is the only way for organizations to determine what works and what doesn’t work. In a survey conducted by Gallup, only 12% of employees believe that their organization did well in the onboarding process. This data translates to an 88% improvement. Given that a solid onboarding process is critical in employee retention and organizational productivity, companies that do not invest in onboarding are losing out on a huge opportunity for improvement. Ask for feedback, and continue to improve your processes in response. 

Encourage Personal Connections

Establishing relationships among old and new hires must be done within the first week. Setting up a remote-based coffee-break can help employees, regardless of their tenure, to enjoy some non-work-related time together. 

You have to look at your new remote employees as people with the potential to become your organization’s future leaders. Don’t lose them to other companies just because your organization did not have an onboarding checklist. 

Learn how MulitplMii’s remote work onboarding process can help you improve employee retention and increase productivity. Book a call now

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Employee Retention Strategies and How It Can Impact Your Business

How do you hold on to your employees? 

If your company believes that employee retention is a challenge for your HR department, you are making a big mistake and you are not alone. Many companies, regardless of their size, would often look at employee engagement as a perk. Only a handful would consider it a business strategy. Perhaps, this is a major contributing factor to why as much as 20% of small businesses in the U.S. fail within the first year of operations. As reported by the U.S. Bureau of Labor Statistics, about half of these businesses would falter by their fifth year. 

How do you make sure your business isn’t just a statistic? Here’s how: 

Employee Retention Strategies You Should Implement Now

Hire the Right People

Many organizations often hire new people because they expect a large portion of their talent pool to resign at some point. That’s why it is crucial to have a talent acquisition strategy that works. 

Employees will stick around if they know what they can expect from the company and what is expected of them. Hire the right people from the get-go and invest in them. Eventually, these practices will bring in more savings and benefits for your organization. 

Provide Competitive Salary and Benefits

A key contributing factor to employee resignation is due to the belief that their compensation is not enough. While it may be the top reason, it is not the only one. Many employees will feel valued if they have the right compensation package and access to career advancement opportunities.

Now, if your remote workers seem disengaged, it might be critical to look at your salary and benefits package. See where you can improve without compromising your budget.

Practice Constant Engagement

Employees need to feel that they have a voice and constant engagement is vital to this. Employees can become efficient and reliable if they know their efforts are valued.

No matter how busy they are, upper management needs to communicate with their teams. Both the top brass and the managers below them need to understand that engagement coming from the top is the cornerstone of employee retention. 

Engaged leaders are good at speaking and listening to their employees. Doing daily huddles, particularly if your employees are working remotely, can significantly help employees give feedback. Of course, this feedback should not only stay at your desks. They must be followed through and addressed. That’s how you build that trust among your employees. 

The sooner you can invest in your employees’ growth through your employee retention strategies, the more engaged and committed they become to your organization. The end result? Higher productivity, increased bottom line, and better organizational fulfillment. Learn how MultiplyMii can boost your employee retention, book a demo with us now.