How It Works

Offshoring to the Philippines has become increasingly popular among companies due to a number of reasons, including:

• Cost-effectiveness: The cost of labor in the Philippines is significantly lower compared to countries like the United States, Europe, and Australia. This makes it an attractive destination for companies looking to cut costs.
• Skilled workforce: The Philippines has a large pool of highly skilled and educated workers, with many having experience in various fields such as IT, accounting, customer service, and other business process outsourcing services.
• English proficiency: Filipinos are known for their excellent English language skills, which is essential for companies that require communication with English-speaking customers or partners.
• Cultural affinity: The Philippines has a strong cultural affinity with Western countries, which makes it easier for companies to work with Filipino employees and integrate them into their business processes.
• Government support: The Philippine government has implemented several programs to support the growth of the business process outsourcing industry, including tax incentives, infrastructure development, and the establishment of economic zones dedicated to outsourcing companies.

Offshoring jobs to the Philippines can be a cost-effective way for businesses to take advantage of the country's skilled workforce and lower labor costs. The best jobs to outsource to the Philippines will depend on the specific needs of your business. However, here are some of the most commonly outsourced jobs in the Philippines:

• Customer Service: The Philippines is known for its strong customer service industry, so outsourcing customer service jobs is a popular choice.
• IT and Technical Support: The Philippines has a strong IT industry and many skilled IT professionals. Technical support and other IT-related jobs are a popular choice for outsourcing.
• Back Office Operations: Many companies outsource back-office operations such as data entry, accounting, and bookkeeping to the Philippines.
• Content Creation: The Philippines has a large pool of talented writers and content creators who can produce high-quality content for businesses.
• Sales and Marketing: Many companies outsource their sales and marketing functions to the Philippines, where there are many skilled professionals who can help businesses reach new customers and increase sales.

Providing the necessary tools and resources for your team members is an essential consideration for any organization. SOS will provide computers with dual monitors, internet connections and standard software.

Providing company-owned computers offers several benefits, including standardized hardware and software configurations, easier management of IT resources, and enhanced data security. It also allows SOS to have control over the software and applications installed on those computers, ensuring compliance with company policies and regulations.

The need for specific software depends on the nature of the work performed by your staff members. Some software tools may be essential for their productivity and collaboration, while others may be industry-specific or job-specific. In many cases, businesses provide licenses or subscriptions to necessary software for their employees to use. Common examples include productivity suites (e.g., Microsoft Office), project management tools, communication platforms, and specialized software relevant to their roles.

When you engage in outsourcing services, it is essential to have a clear understanding of what is included in your package ongoing. This will ensure that both parties are on the same page regarding the scope of work, deliverables, and ongoing support. While the specific details may vary depending on the nature of the outsourced job and the agreement with the service provider, here are some common aspects that are typically included:

Scope of Work:
The scope of work outlines the specific tasks, responsibilities, and deliverables that the service provider will handle as part of the outsourcing arrangement. It should clearly define what the provider is expected to deliver on an ongoing basis, including the nature of the work, the quantity or frequency of tasks, and any specific requirements or standards to be met.

Service Level Agreement (SLA):
An SLA is a contractual agreement that sets out the performance standards and expectations for the service provider. It includes details such as response times, turnaround times, quality benchmarks, and other metrics to ensure that the provider meets the desired service levels. The SLA also covers aspects like issue resolution, escalation procedures, and any penalties or incentives tied to performance.

Ongoing Support:
Depending on the nature of the outsourced job, ongoing support may be included in your package. This could involve technical assistance, troubleshooting, or help desk services to address any issues or questions that arise during the course of the engagement. The level and availability of support may vary, so it's important to clarify the specifics in your agreement.

Communication Channels:
Effective communication is crucial for a successful outsourcing relationship. Your package should include details on the communication channels to be used, such as email, phone, or project management software. It is beneficial to establish regular check-ins or status update meetings to maintain open lines of communication and keep both parties informed about the progress of the work.

Reporting and Documentation:
Regular reporting and documentation ensure transparency and accountability in the outsourcing arrangement. Your package should include information on the frequency and format of progress reports, deliverable documentation, and any other relevant reporting requirements. This helps you stay informed about the work being done and provides a basis for evaluating the service provider's performance.

Ensuring the safety and confidentiality of your data is of utmost importance when engaging in an outsourced job. When entrusting sensitive information to a service provider, it is natural to have concerns about data security. Here are some key factors to consider to ensure that your data remains safe and confidential:

Non-Disclosure Agreements (NDAs):
A non-disclosure agreement is a legal contract that establishes the obligations and responsibilities of the service provider regarding the protection and confidentiality of your data. It ensures that the provider and its employees are bound by confidentiality requirements and prohibits them from sharing or using your data for any unauthorized purposes. Including an NDA in your agreement provides an added layer of protection for your sensitive information.

Data Security Measures:
Inquire about the data security measures employed by the service provider. They should have robust security protocols in place to safeguard your data from unauthorized access, theft, or loss. This may include measures such as secure data encryption, access controls, firewalls, intrusion detection systems, regular system updates, and secure backup procedures. The provider should also follow industry best practices and comply with relevant data protection regulations.

Employee Screening and Training:
It is important to understand the service provider's hiring practices and procedures for their employees who will have access to your data. Inquire about their employee screening process, including background checks, confidentiality agreements, and any relevant certifications. Additionally, ask about their training programs and protocols for ensuring that employees are aware of data security practices and understand the importance of maintaining confidentiality.

Data Access and Control:
Clarify the access and control mechanisms that the service provider has in place. You should have control over who can access your data, including limitations on internal access rights within the provider's organization. The provider should also have procedures in place to track and monitor data access, ensuring that only authorized individuals can access sensitive information. Regular audits and reviews of access logs can help detect and prevent any potential breaches.

Compliance with Regulations:
Depending on your industry and the nature of the data being handled, there may be specific regulations and compliance requirements that the service provider needs to adhere to. Ensure that the provider is familiar with and compliant with relevant data protection laws, such as the General Data Protection Regulation (GDPR) or the Health Insurance Portability and Accountability Act (HIPAA), if applicable. Compliance with these regulations demonstrates the provider's commitment to protecting your data.

Disaster Recovery and Business Continuity:
Inquire about the provider's disaster recovery and business continuity plans. They should have measures in place to ensure the continuity of services in the event of a data breach, natural disaster, or other unforeseen events. This includes regular data backups, redundant systems, and tested recovery procedures to minimize any potential downtime or data loss.

Yes, you most definitely do. SOS conducts the recruitment campaign, vets the applicants and sends a short list of suitable candidates with their resumes to you to meet online and interview face to face.

You have the opportunity to ask them questions, ask SOS to have them prepare a sample of their work or undertake testing before or after you conduct your interview.

Ultimately, you pick which person joins your team.

Expertise and Specialization: In using SOS you are leveraging the expertise of professionals who are well-versed in recruitment process and candidate selection process.

Time and Resource Savings: Scouting for candidates yourself can be time-consuming and resource- intensive. SOS can save you the effort of sourcing, interviewing, hiring, and onboarding new employees.

Cost Efficiency: Engaging SOS can potentially be more cost-effective, as you will not have to bear the costs associated with advertising, interviewing, running background checks; plus he added costs of onboarding the staff.

Reduced Risk: SOS offers a replacement option if the candidate is not suitable, reducing your risks for incorrect candidate selection.

Focus on Core Activities: Outsourcing non-core tasks allows you and your in-house team to focus on your business and what you do best.

Typically SOS engages several strategies to find the best candidates for the positons; these include:

Online job boards and platforms, networking, internal referrals, social media, company website, local advertisements , job fairs and candidate targeting.

It's important to note that the specific strategies and approaches can vary widely depending on the client, and position, but the ultimate goal is to identify candidates who not only have the required skills but also align with the company’s values, goals and culture.

Typically no. SOS employ staff for offshore clients who are looking to build their team and want to invest in a strong, reliable and competent workforce.

The timeline for when offshore staff can start after you've made the decision to hire them can vary based on several factors, including the specific circumstances, location, and nature of the work. Here are some considerations that can affect the start date:

Administrative process, notice period and completion of contractual agreements.

Considering all these factors, the time it takes for offshore staff to start can vary from a few days to a 3-4 weeks. It is essential to communicate openly with the selected candidate, understand their situation, and work together to find a suitable start date that accommodates both parties' needs and any challenges that might arise.

Billing is done in Australian Dollars. Invoices are issued at the beginning of the month, where we forecast wages and expenses and then allow for adjustments from the month prior taking into account fluctuations for currency, attendance and any miscellaneous expenses if incurred.

Before invoicing can begin, a service agreement is established between the client and the SOS. This agreement outlines the scope of work, pricing structure, payment terms, and other relevant terms and conditions. It serves as the foundation for the invoicing process.

Invoices will be sent at the end of each month for the services provided during that period. Once the invoice is generated, it is delivered to the client electronically via email

To accurately calculate the services provided and the corresponding charges, SOS will maintain detailed timesheets or reports. These records document the tasks performed, hours worked, or any other agreed-upon metrics. Timesheets are maintained by individual employees or captured through project management tools, time-tracking software, or other systems.

Managing offshore staff in the Philippines can be challenging, but there are several ways to ensure effective management:

• Communication: Communication is key to managing offshore staff. Establish regular communication channels such as daily or weekly meetings, emails, instant messaging, or video conferencing to stay connected with your offshore staff.
• Set clear expectations: Set clear expectations for work quality, deadlines, and performance metrics. Ensure that offshore staff understands the goals and objectives of the project, and have a system in place to measure progress.
• Provide training: Provide training to your offshore staff to ensure that they are equipped with the necessary skills and knowledge to perform their job effectively.
• Use project management tools: Utilize project management tools such as Trello, Asana, or Jira to track the progress of the project and to assign tasks to offshore staff.
• Build a strong team culture: Foster a sense of team culture by building rapport and relationships with your offshore staff. Encourage teamwork, celebrate successes, and acknowledge individual contributions.
• Provide feedback: Provide regular feedback to your offshore staff to recognize their accomplishments and identify areas for improvement.
• Stay compliant with labor laws: Make sure that you comply with the labor laws of the Philippines and provide fair compensation and benefits to your offshore staff.

By implementing these strategies, you can effectively manage your offshore staff in the Philippines and achieve success in your offshore outsourcing endeavors.

When offshoring to the Philippines and communicating with your offshore team member, there are a few best practices that you can follow to ensure effective communication:

• Choose the right communication channel: There are several ways to communicate with an offshore team member, such as email, instant messaging, video conferencing, or phone. Depending on the nature of the task and urgency, you may choose the appropriate channel.
• Clarify expectations: Clearly communicate your expectations and provide detailed instructions for the task. Make sure the team member understands what you need and the deadline for the task.
• Be respectful and professional: Maintain a professional and respectful tone while communicating. Keep in mind that the team member is a valuable member of your team and deserves your respect.
• Use simple language: Avoid using complicated language, jargon, or acronyms that the team member may not understand. Use simple and concise language that is easy to understand.
• Provide feedback: Provide regular feedback to the team member on their performance. Recognize their efforts and provide constructive criticism when necessary.
• Understand cultural differences: Keep in mind that the Philippines has a unique culture, and there may be cultural differences that you need to be aware of. Be patient, understanding, and respectful of these differences.

Overall, effective communication with a team member in the Philippines requires clear communication, mutual respect, and a willingness to understand cultural differences.

In general, the intellectual property rights of work done by your staff in the Philippines would belong to your company. Additionally ,staff sign confidentiality agreements to ensure your work is kept secure.

If you have offshored tasks to team member, there are several ways to track their productivity:

• Time tracking software: You can use time tracking software to monitor the amount of time your team member spends on specific tasks. This will give you an idea of how much time they are dedicating to each task and whether they are spending their time efficiently.
• Task management tools: You can use task management tools such as Teams, Zoom, Workplace, Trello or Asana to assign tasks to your team member and track their progress. These tools allow you to see which tasks are completed and which are still pending.
• Communication channels: Regular communication with your team member through email, instant messaging, or video conferencing can help you track their productivity. By keeping in touch, you can provide feedback, answer questions, and ensure that your team member is on track with their tasks.
• Output-based metrics: You can also track your team member’s productivity based on the output they deliver. For example, if you have hired a content writer, you can track their productivity by the number of articles they write per week or month.

It's important to establish clear expectations with your team member from the beginning and regularly check in with them to ensure they are meeting your requirements. By using these methods, you can effectively track your team member’s productivity and ensure that you are getting the most out of your investment.

As an offshore employer, there are several ways to ensure that your staff in the Philippines are using their hours productively. Here are some tips:

• Set clear expectations: Ensure that you set clear goals and expectations for your staff before they begin working. Make sure they understand the objectives of their work, the quality standards they are expected to meet, and the timelines for completing their tasks.
• Regular check-ins: Schedule regular check-ins with your staff to assess their progress, identify any challenges they may be facing, and provide guidance and support as needed. This will also help you to track their productivity and make any necessary adjustments to their workloads.
• Use time tracking software: Implement time tracking software to monitor your staff's activities during their work hours. This will allow you to see what tasks they are working on, how long they are spending on each task, and how much time they are spending on non-work-related activities.
• Encourage communication: Encourage open communication with your staff to create a positive work environment where they feel comfortable asking questions, seeking feedback, and discussing any concerns they may have.
• Provide feedback: Regularly provide feedback to your staff on their work performance. This will help them to understand how they can improve their productivity and meet their goals more effectively.

By implementing these strategies, you can help ensure that your offshore staff in the Philippines are using their hours productively and meeting your expectations.

Terminating an offshore staff member is a sensitive process that requires careful consideration of legal, ethical, and practical aspects.

Generally, SOS will handle this process for you once the decision has been made to terminate. We will work with you to try and overcome any concerns you may have with the staff member but ultimately the choice is yours. We will undertake the exit taking into account the following:

Contract conditions, local employment laws, provide notice, advise you of severance payments, collect company property, remove system and security accesses, conduct exit interview, inform HR and advise you of feedback should candidate provide the same.

Staff work Australian time zone and that too will vary based on where you are located. If Eastern seaboard, they will work EST taking into account changes for daylight saving. And if your business is based in the West, then staff will work to the WST – which happens to be the same time zone as the Philippines.

When offshoring in the Philippines, your team member will be based in one of the major cities such as Manila, Cebu, or Davao. These cities have established business process outsourcing (BPO) industries and a large pool of skilled workers who are proficient in English. SOS offices are based in Manila – in the southern locality of Cavite – where daily commute times is greatly reduced and access to large talent pools is readily available.

The number of hours a team member can work per week would depend on the terms of their employment contract and the regulations of the country where they are based. Currently, full time SOS staff work a 40-hour week.

The Philippines has its own set of national holidays that are observed nationwide, such as New Year's Day (January 1), Labor Day (May 1), Independence Day (June 12), Christmas Day (December 25), and many others.

As the team managing your staff, it's important to be aware of these holidays and plan accordingly with your Filipino employees. We work with you so that you can be aware of any regional or local holidays that may affect your employees. In addition to observing Filipino holidays, you may also choose to observe holidays from your own country or culture, especially if you have a diverse team of employees.

It's important to communicate clearly with your employees about which holidays will be observed, and how they will be compensated for working on holidays if necessary. This can help avoid confusion and ensure that everyone is on the same page when it comes to scheduling and time off.

We encourage staff to work the Filipino holidays (and be compensated accordingly) whilst observing the Australian national holidays, this ensures that your team are working when you are.