The scenarios where staff augmentation can be developed, and why use this modality?

Posted on April 11, 2023 - 1:24 pm by Roberto Villagra Marketing Lead

What are the scenarios in which staff augmentation can be developed, and why use this modality?

Staff augmentation, or personnel outsourcing, has become a common practice for many companies. It is a solution that allows companies to meet their human resources needs in a more flexible and scalable way than direct hiring of staff.

Staff augmentation can be used in various scenarios. Here are some of the most common ones:

1- Software development

The software industry is one of the most suitable fields for personnel outsourcing. Companies often use staff augmentation services to hire programmers, user interface designers, and other professionals for their software projects. By outsourcing software development, companies can save on hiring, training, and benefit costs, and gain access to specialized talent that may not be available locally.

2- IT support

IT support is another scenario where staff augmentation can be very useful. Companies can hire technology personnel, such as network administration, server management, application support, and hardware and software troubleshooting, for their systems support. External IT staff can help organizations improve the efficiency of their IT infrastructure and keep their systems in good condition.

3- Engineering projects

Companies can hire specialized engineers in different fields, such as mechanical, electrical, civil, and environmental engineering, for their engineering projects. This methodology can provide companies with access to highly skilled experts in specific areas of engineering, allowing them to tackle complex and specific projects without having to permanently hire additional staff.

4- Human resources support

Personnel in this area can be very valuable to companies, but it can be difficult to find personnel with experience and specialized skills in this area. Organizations can outsource human resources personnel to assist in areas such as hiring, personnel selection, benefits administration, and talent management. This methodology can be especially useful for organizations that need help with a specific human resources task but do not need to permanently hire a full-time employee.

Staff augmentation can be a cost-effective and effective solution for companies that need additional human resources for specific projects or to meet temporary demands. By outsourcing personnel, companies can gain access to highly skilled experts in specific areas, save on hiring and benefit costs, and maintain flexibility to adapt to changing market needs.

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Staff Augmentation in your business: What it is and How it Works?

Posted on March 22, 2023 - 2:55 pm by Roberto Villagra Marketing Lead 1

Staff augmentation is a business strategy that allows companies to quickly and easily increase their workforce by hiring temporary staff to meet specific project needs. This strategy is commonly used in the technology and IT industries, where there is a high demand for specialized skills and expertise.

But you know Staff Augmentation in your business: What it is and How it Works?

Staff augmentation in your business is different from traditional hiring:

In that, it involves the temporary addition of skilled professionals to an existing team, rather than the creation of a new team. The temporary staff, also known as contract or contingent workers, work alongside the existing team to complete the project on time and within budget.

The process of staff augmentation typically involves three main steps: identification of the skills and experience required, finding and hiring the necessary talent, and integration of the temporary staff into the existing team.

Once the company has identified the necessary skills and experience, the next step is to find and hire temporary staff. This can be done through various channels, such as recruitment agencies, freelance marketplaces, or personal networks. The company must evaluate the potential candidates based on their skills, experience, and fit with the existing team.

After the temporary staff has been hired, the final step is to integrate them into the existing team. This involves providing the necessary training and orientation, as well as ensuring effective communication and collaboration between the temporary and permanent staff.

There are several benefits to using staff augmentation as a business strategy:

First, it provides a flexible solution to quickly scale up or down the workforce as needed. This allows the company to meet project deadlines and complete projects within budget, without the long-term financial commitment of hiring permanent staff.

Second, staff augmentation allows the company to access a broader range of skills and expertise than would be possible with a small, permanent team. This is particularly important in the technology and IT industries, where specialized knowledge and expertise are critical to project success.

Finally, staff augmentation can help the company maintain a competitive advantage by staying up-to-date with the latest technology and industry trends. The temporary staff brings with them new ideas, insights, and knowledge that can help the company stay ahead of the competition.

In conclusion, staff augmentation is a powerful business strategy that allows companies to quickly and easily increase their workforce to meet specific project needs. By identifying the necessary skills and experience, finding and hiring the necessary talent, and integrating the temporary staff into the existing team, companies can take advantage of the benefits of staff augmentation to stay competitive in today’s fast-paced business environment.

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Outsourcing software services: What is it and why should you consider it for your business?

Posted on March 17, 2023 - 1:51 pm by Nicolas Castro 2

Introduction:

Software is a key element for any business as it forms the backbone of the system and enables various tasks such as tracking customer orders, managing inventory, scheduling employees, and accepting payments. Therefore, it is important that companies manage their infrastructures efficiently to avoid excessive costs for customers and the company as a whole. One interesting option for reducing costs is outsourcing software services, where companies can obtain products at much lower prices than if they were managing their own operating system. In this way, they can develop new services and products without having to spend money on maintaining them.

What is the outsourcing of software services?

Software services outsourcing is contracting an external company to develop, maintain, or update custom software for your business instead of employing an in-house team of developers. In this way, companies can leverage the resources and expertise of an external service provider like The Flock to meet their software needs.

Benefits of Working with The Flock and How It Can Help Your Business:

Lower costs: outsourcing can be much more cost-effective than an in-house development team because it avoids the costs associated with hiring and maintaining in-house staff, such as salaries, benefits, and training. Plus, at The Flock, we already have the infrastructure, tools, and technical team needed to develop software, which means there’s no need to invest in expensive equipment and software.
Flexibility: Outsourcing gives your company the flexibility to scale its software development team as needed, allowing it to better manage its resources and budget at each stage of the project.
Specialized experience and skills: The Flock has a highly skilled and experienced team in a variety of software technologies, which means you can access specialized skills you do not have in-house, allowing you to develop more advanced and complex software solutions.
Focus on your business: outsourcing software development allows you to focus on your core business instead of worrying about software development. This can improve the overall efficiency of your business and allow you to focus on your core business goals.
Reduce Risk: Software development can be a complex process that comes with many risks. Outsourcing software development can reduce the risk to your business, as The Flock has a team of experts who are in constant contact with you at every stage of development, looking for solutions.

https://theflock.com/en/StartAProject/?utm_source=blog&utm_medium=organic&utm_campaing=projectIn summary, outsourcing software services can be a very beneficial strategy for companies. It allows them to reduce costs, access specialized skills, improve the overall efficiency of their business, and reduce the risks associated with software development. For these reasons, companies should consider outsourcing software services to improve the efficiency and profitability of their business.

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Differences between a freelance and a contractor, two ways of referring to the same thing?

Posted on March 9, 2023 - 12:02 pm by Nicolas Castro 1

Of course not, the freelance and contractor modalities are not the same, although both involve working on projects in a temporary and somewhat independent manner.

Although remote work and contractors share some similarities, such as the fact that both involve working outside of the traditional office, there are some key differences between these two concepts.

A freelancer:

An independent professional who offers services to different clients without having a fixed employment contract with any company. Freelancer can work from home or their office and is responsible for finding their own clients, negotiating their rates, and setting their own work schedules. Freelancers typically work on a project or hourly basis and have no guarantee of job continuity. In addition, freelance work is usually short-term.

A contractor:

An independent worker who is hired for a specific time, typically contracts of 1 to 2 years, depending on the project, within the company. Unlike freelancers, the contractor has an employment contract with the company that hires them. They receive a fixed salary and may have additional benefits such as health insurance and paid vacations.

The key lies in the type of work they perform. Although freelancers and contractors are independent workers, their work may differ in scope and duration. Freelancers can work on a variety of projects for different clients, while contractors are often hired by a single company to work on specific long-term projects.

Companies, such as startups, have specific and urgent roles to fill, so our platform is designed to solve this problem for them. We look for on-demand talent, make a match, and get to work.

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Football is to low-class what technology is to middle-class: a chance for climbing the social ladder

Posted on October 4, 2022 - 2:08 pm by Nicolas Castro

Successful remote work and the technology boom require an essential change in the way entrepreneurs manage their own companies.

Talent-oriented rather than geolocation-oriented recruitment, flexibility towards change or fast market expansion are some of the strengths of remote work and Latin-American startups are taking advantage of them.

According to Forbes magazine, Mateo Bovio, current partner and Chief Sales Officer in The Flock, is a serial entrepreneur, has a fulfilling career path and looks older than 28. Mateo, who is an Argentinian industrial engineer living in Italy, defines himself as a “digital entrepreneur”, if he comes up with an idea, he does the impossible for achieving it. He speaks five languages, got two master’s degrees but what really defines his profile is his passion for what he does.

Commercial profiles have a key role in this new asynchronous, remote and technological context where the world becomes small and accessible. Since June, he has been in charge of looking for new clients and new business opportunities.

– What is your experience like working remotely for a startup such as The Flock, living in Italy but looking for clients all over the world?

– The experience is amazing. The new digitalization model allows us to go beyond the reality structure and change that model and I love that. The commercial part is crucial for any enterprise, everything can improve but if there are no sales, there is no business and for those who work in the sales area, we know how to deal with that pressure better than others. On the other hand, working remotely is something I am used to and I find it easier when it comes to commercial management and results. I attend certain face-to-face meetings or events when it is really worth it as I know they will be useful. I also use current digital tools a lot. The pandemic also contributed to it and the clients got used to a video call or attending an online event. Besides, if you are good at selling, making the most of marketing and media and if you support your business with a comprehensive commercial strategy, you can then choose good referrals and, on top of that, you get surrounded by great partners. In that case, you are a whiz.

– Which one do you consider as the most disruptive model of this new technological context where speed and flexibility are key concepts of this tech era?

– The most disruptive model is the social one. Nowadays I am writing a book about that which will be released in Latam in December 2022. Football is to low-class what technology is to middle-class that intends to be skilled, it is a chance for climbing the social ladder. Today there are plenty of young people who set up their own technology business after school or university and that deeply moves me. They are the main characters because they know how to use technology with impact in every aspect. We must know how to use technology, it is an evolving and emerging tool and there are more and more new things coming up and we must be constantly reading about the new trends. Talking about the most disruptive technical model, I would mention blockchain, it is a technology that, due to its transparent and transactional features, can change and is actually changing the society organization.

– The queens of the entrepreneur ecosystem seem to be the startups and scaleups, both of them attract the best talent since these kinds of companies have flexible policies and fully remote jobs. Which makes the difference in The Flock from the other platforms?

– For sure, the startups are the queens of the entrepreneur ecosystem and we young people imposed a paradigm change with flexible policies and fully remote jobs where the premise is working to live rather than living to work. It is part of a generational and cultural shift. In accordance with this, there is The Flock, which is the top Latin-American freelance talent platform. Within this company, there coexist product, development, design, business and data profiles that are validated in advance and in a technical way on the platform. They are also asked about their preferences related to coding to be able to assign them certain projects or enterprises. I have never seen in Latam an IT talent platform where there is such a huge freelancer’s community and where freelancers are treated the same way as in-house employees. We keep on working on this line to provide usefulness and certainty to the flockers. We in the Flock are clear that 50% of IT talent will be freelance in the next five years. So we must help organizations not to be left aside from that talent recruitment but we always take care of our talents by taking our catchphrase into account: “free refers to freedom and not to the lack of charge.”

– Startups are a new way of doing businesses and technology is the foundation of this type of company. Which is the biggest challenge that you face?

– Startups face a big challenge and that is to become profitable in a short term and I agree with the fact of having that challenge. I cannot understand startups that are not profitable and raise funding rounds. I prefer bootstrapped startups that do not do this and sell until they reach a balance without the help of investments or the ones that do it but only for making their profitable business grow, like we do in The Flock.

– You are a prime example of the possibility of working fully remote. How do you manage your schedule with so many different time zones?

– Any common person in my shoes would be in shock. However, luckily I do not consider myself as a common person. I put a lot of passion and energy into my job and that makes me work happily, although it is essential to manage my google calendar properly in order to work out, sleep well, spend time with family and friends, travel and work in an efficient and productive way. It is not easy to have a commercial profile but I take advantage of an innate talent and I work on it. I have just finished a master’s degree on neuroscience which helps me to sell more and better but, at the same time and on the personal aspect, to deal with stress and anxiety and use them as a daily propulsion. Time zones are a complex topic but if you are organized, constant and have a good attitude, you can make it.

– Do you think that entrepreneurship and innovation must go together? Or is it more important the way you set your own business rather than the product or service itself?

– For me, the important thing is to find a need and focus on it to solve it. Also, at the same time, to see if someone is willing to pay me for that solution and if so, I ask myself how difficult it is to reach it. That is entrepreneurship, innovation is another thing.

– What do you think about the metaverse? Do you think it will have an important impact on the daily life of entrepreneurs?

– I see the metaverse as really marketing-oriented. If we split up the word, the second part is “verse” which in Argentinian slang (verso) stands for something that people speak a lot about but it is not true. It is an old concept but, more recently, it has been introduced strongly into the market by Facebook, that now is called Meta. I consider it is very similar to virtual or augmented reality we were used to in Pokemon GO or some innovations in the tourism area.

– Which do you think is a daily catchphrase that an emerging technological startup must follow?

– Always forward.

– If it is very hard for Mateo Bovio to give up an idea that has come to his mind, which would be some advice for someone who has a project in mind and does not know where to start from?

– First of all, they must consider if it is sellable. Then, if they have attitude and perseverance, they will find the proper team to put it into practice. My advice is to set up your own business as a lifestyle.

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Latin American Talent has the key for succeeding in a remote world in their DNA

Posted on August 1, 2022 - 8:38 pm by Nicolas Castro

Remote work has increased 91% in popularity over the last 10 years. After the Covid19, it has grown and it has accelerated processes that some companies had already started. Within this new working model, many challenges have arisen but they must be turned into chances. Today it is no longer necessary to be from 9 to 6 in an office to develop professionally. The freelance modality allows workers to manage their own time given accomplishing goals or objectives it’s what is really important. Not where or at what time you are working. Given freelance and remote work are growing exponentially the recruiting world is changing too and now ONLINE has become the main way for connecting with new talent. The biggest demanding task in this post-pandemic era is, at the same time, the biggest advantage of remote work. Nowadays all meetings and interviews are virtual and, although that has provided a wide variety of possibilities when recruiting talents because of the access to people all around the world, it has also taken out an essential part of communication, the non-verbal one.

The most significant challenge for organizations is how to make the best talents work in their company when there is such a great offer in similar conditions. What makes The Flock different from the rest is that despite being freelance #flockers that join the team and certain projects, the enterprise culture is above all the employees. There are activities in common in order to gather and meet each other no matter where they are. The Flock is above all a COMMUNITY of talented tech freelancers, where they can access challenging projects globally, self-managing themselves 100% but being also part of a network that supports them and that they can rely on.

The distinctive feature of Latin-American talent is contained in its DNA

According to the UN, in 2020 remote work was only considered as an option by 3% of the population. Today between 20% and 30% of Latin Americans work this way.

The great difference in all Latin America, not only in the labor market, is that people who are born and live in this region have a more adaptable personality to change. Since childhood, adaptability comes from the culture and the situations experienced in this zone. And that makes them a talent hub for companies outside Latin America. People from this region are brought up in an economically and, in some cases, socially unstable context, which allows them to develop an adaptability and flexibility capacity different from people from the rest of the world.
Doubtlessly, this feature is key when having to work remotely. Currently, the balance between personal life and work is clearer than before the pandemic. Home office stabilizes these two aspects. It is no longer only a “benefit”, workers do not only look for an attractive salary but they consider the offer as a whole. And that involves an equilibrium between work and personal life and a more flexible schedule and conditions.

Today’s workers want to be evaluated for the value they provide and not for the volume. And the question here is how to build confidence in the digital world. Micromanagement (personnel management philosophy that involves the strict supervision of the assigned tasks to employees by the manager or a hierarchical superior) is a waste of time and energy and it generates distrust not only from the leader to their team, but also the other way round and the best results come from teamwork and synergy indeed. It’s the leader who must create that confident relationship so their team can work efficiently and independently without worrying about insignificant matters.

The challenge of retaining talent

Before it was common for a professional to stay the whole career in the same organization but these days it is more frequent for talent to change jobs and enterprises and even to work simultaneously for many of them. This represents an explicit and implicit fact. Both parties are aware of the ‘threats’ within the labor market which can tempt the resource drain. Is this the end of the company’s presence? As stated by Forbes Magazine, the main millennials’ ambitions are 57% travel, 52% being rich, 49% buying a house, 46% having a positive impact on society and 39% raising a family. Therefore, every talent wants to add new experiences, instead of accumulating years of experience. They want to work how, when and where they want. They are no longer interested in a career in a company with rigid hierarchies, they want to work with leaders from whom they can learn, and work on challenging and impactful projects.

So, the question is how to retain talent. In relation to freelance talent digital platforms, the key is to provide support for them so they can focus on their tasks without dealing with matters that are not of their competence. This is what happens in The Flock. Every employee works in the area they love and then the community supports them in order to perform well in their objectives.

Opportunities: the launch pad to success

Despite the labor market is more and more competitive due to the endless chances of online self-learning courses, it is no longer necessary to have university degrees that guarantee the talent’s knowledge. Every talent has something good to offer and the only thing that separates them from success is the chance of showing their abilities and skills. The Flock offers multiple challenges and projects in which each talent can develop without worrying about anything but their work. Clear goals, a supportive community, and the opportunity to start the life you long for.

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7 Essential Steps in IT Talent Recruitment

Posted on May 19, 2022 - 2:44 pm by Nicolas Castro

The digitalization of the labor market has been ongoing for several years, but the COVID-19 pandemic has accelerated its adoption as a necessity for businesses worldwide.

To remain competitive in today’s market, organizations must embrace the digital world and adopt technological solutions across all areas of their operations.

Rather than hindering productivity, the adoption of digital tools can create more enriching and rewarding working experiences for employees. Online work offers a range of possibilities that cannot be ignored by any enterprise seeking to stay up to date with the latest advancements and attract top talent.

The digitalization of work offers solutions to many of the challenges faced by companies in the current economic climate, including the need to optimize resources due to budget cuts. This requires a review of recruitment processes and working modalities that promote a decent, genuine, and high-quality workplace. However, traditional recruitment processes can be time-consuming, making it difficult for businesses to adapt quickly to changing circumstances.

In summary, embracing digitalization in the labor market is essential for businesses seeking to stay competitive and attract top talent. Optimizing recruitment processes and working modalities is key to creating a high-quality workplace that meets the demands of the digital age.

According to TechUK

There is a growing interest among individuals to develop and expand their abilities by working in digital environments. The IT employment sector is also experiencing a steady annual growth rate of around 20%, which is expected to double or triple in the coming years as more agile and effective recruitment strategies are implemented.

The increasing use of digital channels has opened up new ways of working between employers and employees, allowing for more significant projects and the development of technical skills and abilities. Bringing in new talent to work on company teams strengthens internal communication, promotes theoretical and practical skills, and enables the design of customized solutions for each project.

Investing in specialized recruitment strategies can increase outreach and visibility in the market and help companies identify the exact talent needed to meet specific goals. This, in turn, can lead to the creation of unique, efficient proposals for clients and faster project planning. With the right talent in place, the success of a project is virtually assured.

In this context, IT talent outsourcing recruitment becomes a challenging task for companies.

It is essential to mention some keys related to it:

Search process design: understand the goals, know which is the available budget, and the technical necessities of the project to give the best option for that organization.
The specific knowledge of those who are in charge of the search. Regarding the technical specifications, the recruiter must be aware of the tech trends to understand what is needed.
Validate IT talent: through a series of questions and tests as a kind of exam, it is possible to recognize the best-qualified candidates, those who have the abilities and technical and soft skills that are required to be part of the projects of the company.
Strengthen the integration processes: it promotes experiences that make it easier to incorporate new people and the makeup of working dynamics among them and with the previous members of the team. The idea is to provide resources and opportunities to obtain a better adjustment.
Generate high-quality employment: the chance of getting a new job position improves the employees’ self-esteem and attitude. It is also beneficial for goal and project fulfillment through great common achievements.
Create a database of the available talents according to the required profiles: no matter if they are temporary or long-term jobs, the idea is to make a register of the specialized people in each area of the scientific-technological industry.
Offer a training and professional growth space for the selected talents: the organization intends to train and accompany their new employees so they can make available their training and past experience. The training and growth stage is motivating for each member and for the whole team.

IT talent recruitment makes reference to a necessity that has been coming on by leaps and bounds and, many times shows the obstacle that this causes in the development of an enterprise.

Therefore, IT recruitment service is undergoing a full consolidation moment and has become a crucial tool for companies, as it enables them to reduce costs and optimize time.

Having adequate personnel and the most appropriate talent is a plus when meeting the working objectives.

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Gig economy: A Revolutionary Trend for the Labor Market

Posted on May 17, 2022 - 6:35 pm by Nicolas Castro 2

Digital transformation of workplaces has generated new trends that revolutionize the labor market.

Nowadays, on-demand and independent jobs have caused an increase in worldwide employment options, which has become a feasible and sustainable option for many people.

Digital natives look for new ways of working and prioritize the chance of incorporating their jobs into their personal life. Spending 9 hours in a crowded office is no longer an option for those who have experienced management by objectives and without the pressure of time. This new model the demonstration of the “life-work balance” on which new generations are based and they put it into practice in every opportunity that the labor market has for them.

So, within this context of freelancers seeking professional growth and labor diversity rather than one job for their whole life, arose a concept in America that has become popular during the last years: the Gig economy. According to the Cambridge Dictionary, the Gig Economy is a way of working that is based on people having temporary jobs or doing separate pieces of work, each paid separately, rather than working for an employer. In general, these temporary services set by objectives are offered on digital platforms that establish a connection between workers and users who are asking for a specific service. As stated by the Gig Economy Index, almost 40% of the American labor force generates at least 40% of their income within this model. Besides, as claimed by the research From Workforce to Workfit, carried out by Kelly Services, a company specializing in external consulting, the demand for this kind of worker in that country is 47%. Independent freelancers’ microbusinesses in America represent 17% of the gross domestic product, which generates US$2.4 trillion.

The worldwide figures indicate the growth of this trend: the demand in Asia is 84%, in Europe it is equivalent to 80% and finally, in South America, it reaches 54%. Taking into account these figures, many experts claim that the gig economy is the future of work, due to its outreach, facilities, and working benefits both for employees and employers.

Among the most remarkable gig economy benefits and advantages for a freelancer, we can mention that:

Independent workers improve their quality of life: reaching a balance between personal life and work is one of the most valuable advantages. Remote jobs enable them to sleep better and even eat better, as they are not under the pressure of time.

They can have a flexible schedule: as they are hired for a specific project or objective, this type of worker can manage their time most conveniently.

They feel motivated: freelancer is highly motivated since they have the chance of working in a field they love. Management by objectives makes tasks more specific, making them feel more at ease.

They can save money: independent workers save on daily expenses, such as commuting or having lunch on the go.

It is also important to note that remote jobs give the possibility of generating income to people who are usually excluded from the traditional way of working, for example, those who are in charge of caring for others or are unable to commute due to a lack of mobility.

This methodology is also beneficial for enterprises, as they acquire the necessary resources and talents at the appropriate time and place. Freelancers really value independent work and they are constantly getting qualified, which makes it possible for the enterprise to create a highly competitive work team. However, this represents new challenges for the companies that must incorporate their traditional teams into remote ones. According to Kelly Services’ research, the enterprises that innovatively succeeded in this it is because they passed on the business culture early, implemented a comprehensive onboarding process, and used adequate digital tools.

Some data that show this trend worldwide are:

– The number of digital platforms that facilitate online work or that hire workers directly to offer their services increased fivefold around the world in a decade.

– Only 13% of people who worked remotely by the end of 2021 have fully returned to the face-to-face model, as stated by Infojobs’ research.

– A McKinsey report shows that more than 150 million people from Western Europe and North America have decided to become independent workers during the last decade.

– Lately, it has been known that more than 4 million American people have quit their permanent jobs willingly to set up their own businesses or work on their own.

As technology improves and the labor force evolves, the gig economy emerges as an original way of working which is based on independent development and without any geographical limits. Some of its advantages are easier access to opportunities, more efficient use of resources, and comfort for workers and clients.

In this model marked by a versatile and disruptive economy, specialization and knowledge are not limited by recruitment methods or borders. More than ever, there is huge competition in the business world and digitalization has become a need rather than an option to be at the forefront of the current market.

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4 Essential Challenges for Talent Outsourcing Companies

Posted on May 12, 2022 - 1:48 pm by Nicolas Castro 1

The Covid19 pandemic accelerated and change the talent outsourcing companies setting a new model that is focused on the digitalization of work. This places us in a full training and developing reality which is being taken on increasingly with its ups and downs.

Nowadays around 1.100 million freelancers are working around the world. In many countries, the supply and demand for remote workers have risen significantly during the last few years. The search for job advertisements making reference to this modality is placed in a more and more important position. For example, 41% of the American labor force is freelancers.

The independent work methodology is accepted worldwide and the demand will increase because the concept of work itself has also changed. Productivity is not related to the number of hours spent in an office by an employee. Moreover, strict compliance with schedules is a thing of the past. New generations will not want to come back to their workplace as they knew it and remote job positions will become more powerful in contrast to the traditional way of working.

The future of work, in which the digital world is more and more predominant, comes together with an increasing demand for freelancers. According to this model, not only the enterprises but also the employees are facing new challenges. Although this situation is profitable for many companies as general expenses are reduced, some questions arise:

How to achieve effective communication

Internal communication is essential for the success of an organization since it makes possible the synergy of the work team. Having a virtual place for dialogue will keep the connection among employees and between them and their employers, it also enables them to overcome any obstacle on time. Arranging weekly meetings with clear goals represents a must for a remote team.

How to recruit talents

It is hard for those who have worked following the traditional model to think of a recruitment process for freelancers for the organization. However, many websites function as platforms of talent, in which the geographic location is not taken into account.

How to build the company culture

It is not easy to imagine a business culture when facing this work fragmentation where one person belongs to several enterprises at the same time. Despite this, the desire of a person to have a remote job position has to do more with being able to manage their own schedule rather than with belonging to an organization or not. Therefore, the freelancer can be part of a company without being employed in a dependent way. This is a challenge for managers, who must use different strategies to strengthen the much-needed work culture. The first step is great leadership, as employees will respond by recognizing themselves and themselves as an active part of the company.

How to follow up on the fulfilling of working goals

his new methodology is showing a positive impact on productivity since employees no longer work under pressure but pursue an objective. Keeping updates and improvements in tasks is a good way of providing a follow-up without bothering someone. Establishing short-term goals makes it possible for the talents to organize their timetables according to their preferences without hindering productivity or their approval of the enterprise.

Organizations must be adapted, but people who took on this new culture are also facing new challenges, such as:

Time management

One of the advantages of this modality is the lack of a manager giving orders. However, this can be negative if time is not well managed. One of the most valuable aspects of freelancing is having available time to enjoy the freedom that this involves. Therefore, it is important to fix a work schedule and priorities, provide a follow-up of the working hours and know how to delegate.

How to get new jobs

According to a survey carried out by the financial services company Payoneer, 36% of the clients are in North America, while European customers represent 27%. Using social media is a useful tool when trying to contact them, as it is free. Another way of acquiring clients is by word of mouth, which is taking advantage of the company’s acquaintances who may need their services. Networking and collaborating with other freelancers are other ways of getting new customers later.

Setting fees

Although remote job positions eliminate geographical borders, freelancers must consider that remuneration levels are set according to the cost of living in the customer’s country and not in their own. It is a good idea to get in touch with other freelancers and revise tariff charts to estimate costs. Making an estimate of the hours to fulfill the goals, evaluating the money needed, and considering a profit margin are different ways of calculating figures. It is not a bad strategy to ask the client which budget that is considering investing in that project.

There are many challenges that both employers and employees must undergo, but being able to give answers to them and understand the future of work is essential if we want to be part of the new working model of the digital era.

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The Key to Remote Work

Posted on April 27, 2022 - 1:11 pm by Nicolas Castro 1

The last year’s pace has been set by the new challenges that arise in the companies. Beyond the development of virtual strategies due to the COVID-19 pandemic, the key to Remote work is the new work conditions, and new necessities for business people and collaborators are considered, as well as new possibilities for satisfying them to obtain greater working comfort.

One of the most innovative decisions that enterprises have been making is moving from a 100% face-to-face or synchronic modality to a virtual or asynchronous one, although it is in a partial and graduated way.

The home-office modality does not require doing tasks in real-time nor attending face-to-face meetings (or not fully). This allows the distribution of responsibilities among the members of the company. Therefore, projects move forward together with more independence and autonomy from the people involved in them.

Asynchronous work brings greater efficiency and better team performance,

With the help of optimized communication, fewer distractions, and more transparency in the decisions and choices that are made.

Through labor dynamics, there are more and more businesses that aim at decentralizing employees’ working times and spaces.

To attract qualified talent, it is essential to understand that, thanks to asynchronous participation, productivity can rise, objectives can be met in the shortest time possible and the autonomy level of performance in an organization can increase. This enables enterprises to take a leap toward projects that require more intensity and depth in their realization. And this means including larger amounts of people involved in them, as well as being articulated with other worldwide ones.

The advantage of applying greater flexible working strategies is the elasticity of the relationships of the companies, both internal and external. Moreover, it brings creative, new, and customized contributions and proposals, which enables a much more efficient way of working.

working

As this is a new modality that will stay, the benefits of the asynchronous work for the IT talent will be mentioned below.

Independence related to dates, schedules, and location: in worldwide projects, every person is in a different place, so the time zone also varies, which has an impact on their time availability. Working asynchronously allows using time and location properly in search of the implementation of a plan, without depending on others.
An in-depth look at tasks within the project: it is possible to deal with every project with a deeper approach, paying attention to its distinctive features and details. The greater productivity moment of every talent can be chosen to achieve that task.
Focus on objectives and deadlines: by implementing the asynchronous work, the main aspect is meeting the objectives. Thus, it is more possible to ensure the compliance of the project within the scheduled time.
Autonomy: every member of the team works when they decide to. Under this modality, it is understood that each person has different necessities, which permits true flexibility and freedom.
Performance within the team of the enterprise: by learning to work in this way, the members increase their individual and team performance, as time is more efficient.

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It is known that this kind of labor organization is a way of working and, contrary to predictions, it is a format that promises to stay definitely.
The fact of not executing it could be risky for companies by calling into question the possibility of hiring new talents who work in this way without exception.

read nigth

Let’s mention some requirements to take into account for its greater use:

Train the employees in the digital tools that are needed to put the asynchronous mode into effect. There are more and more specific digital tools and platforms for every area of the labor market. They can be used according to the special features of each project. Knowing and using them is essential if you want to implement this way of working.
Choose the most adequate means of communication, either to make consultations, give notices, or to reach an agreement with the team. In asynchronous work, communication decreases but, at the same time, it is optimized, as what is communicated represents what is truly important and the project cannot go forward without it.
Establish a joint work plan, in which the steps, roles, and tasks of every employee are specified. Before starting with a certain project, it is convenient to plan what it will be about and how it will be developed.
Define objectives to meet, deadlines and considerations to take into account for its normal development: it is not possible to work without setting deadlines and objectives to meet. This must be the starting point for all the projects.
Create a meeting agenda for the asynchronous meetings, which makes it possible to share, revise and assess the execution of projects and the asynchronous experiences of the members of the team.

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The Future of Work is here, and it’s here to stay

Posted on March 5, 2022 - 10:30 am by Ramiro Gonzalez Forcada 1

There are no current limits for searching talent: remote work, the freelance world and diversity are some of the key concepts to create an ideal working team.

Some work dynamics have changed since the pandemic: processes automation, new technology incorporation and, mainly, the revaluation of professional profiles for making up hybrid teams. What do the new work models look like?

Before the pandemic, there was some evidence about how the future of work would be like. For instance, more and more companies offered some benefits related to a flexible schedule and remote work. Another trend showed that workers started to choose independent work while big and small companies decided to hire freelancers specialized in areas such as IT, AI engineering or web design, to fulfill projects without having to hire new employees.

In 2019 the Upwork platform carried out a study that showed that 63% of American companies employed at least one part of their workers remotely and 35% of the American labor force was represented by independent workers. The same happened in Latin America, where the number of remote workers, freelancers or workers of a company, reached 23 million according to estimations of the International Labor Organization.

The events that took place during 2020 allowed the implementation of some already considered processes to go faster than before. It also forced the application of other unexpected processes, like compulsory remote work, digitalization of tasks that were previously done in-house and the unpredicted mix of personal and working life. But nobody imagined that these changes would be definite after the pandemic.

These are some changes that will remain:

• Automatisation and simplification of structures: within the chaos of digital transformation, some tedious tasks which used to be in-house became digital and automatic. There were some tasks that unnecessarily required time of the employees but now that time has been maximized and it is used for working on other projects.

• Remote and collaborative work: the need to be in contact with other members of the team even remotely led to digital platforms of communication. In most cases, these ones enabled a work model which is more conscious about others and teams themselves.

• Confidence-based: the control of the teams during in-house work changed with the remote work, in which confidence is essential as it makes possible that teams work more freely and in a more productive way without a boss having to control.

• Work flexibility: some time before, it was a must for employees to arrive at a certain time to the office and work at their desks for 9 hours non-stop. After the pandemic, it was understood that this model did not mean more productivity and that management by objectives together with certain time flexibility lead to better results.

• Revaluation of talent: companies have understood the importance of having diverse, specialized and efficient talent. Instead of hiring more full-time employees to do the same and fixed tasks, the freelance and remote world started to gain relevance in different projects, which also activates the internal talent in order to improve productivity and so obtain better results.

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