In recent years nearshoring and onshoring have started to replace offshoring as the possible profitable outsourcing options. Many companies are now either reshoring their production or outsourcing it to nearby countries. This type of work distribution requires good management and recruiting abilities.

The difference between an offshore and a nearshore team is reflected in the fact that within nearshoring  the team is in both temporal and spatial proximity, while with offshoring there is a significant time zone difference, as well as a geographical separation. Not only that but the members are more culturally compatible, come from similar educational backgrounds and possess a high level of language proficiency. 

By applying some of the tips presented in this article you will be able to obtain and manage a high quality nearshore team, with a great task completion rate.

Getting the skills level right

When recruiting new team members, it is important to determine the exact skill set required by the client for a certain project. Before the project starts you should set clear goals and expectations. More often than not under-performance is a result of unclearly defined set of expectations. A clearly defined project scope is crucial for creating a good nearshore team. When you have a clear image of what needs to be done, you can assemble a team more quickly and efficiently. Having an unclears scope leads and just general vague ideas makes the recruitment almost impossible since you are unclear on the skill level and experience needed for project completion.

Don’t forget the culture

Finding and recruiting the best talent available has become one of the main priorities for many organizations, regardless of geography. When it comes to nearshoring the challenges come from managing individuals and focusing on building the best culture, thus ensuring your team’s success.

During the process of selection of individuals for the team, it is important to make sure they are well suited for collaborative work. This is especially important when the team is not physically sitting together. You have to watch out for such personality traits like flexibility, communication skills, self-reliance and motivation. It is also important to keep in mind certain cultural habits, from eating times to religious holidays. All this plays a big role when it comes to recruiting a nearshoring team.

The introduction phase

When the selection and recruiting part is done and you have assembled your nearshoring team it is important to make them feel as a prat of the company and not like outsiders. We all know that first impressions are most important, so it is highly recommendable to have the new team members visits the HQ of your company, so that they have a clear idea who they are working for as well as an opportunity to meet the project managers in person.

This type of process is in most cases not possible with offshoring, while nears and onshoring make it cost effective. Not only will the new employees have the opportunity to see how the company operates, but they will also get the feel of the work environment, culture and pace. Making them more dedicated and invested in the company itself as well as the project they are working on.

Conclusions

Recruitment of a nearshoring team takes more work and effort than regular company recruitment. The proximity of the team to the company itself helps establish more personal relationships and it also allows the project managers to have a more hands on approach. It is still important to keep in mind the cultural differences, which are lucky with nearshoring brought down to a minimum.