Outsourcing must be viewed like any other recruiting process.

Older and established companies often have a difficult time in adjusting to a virtual workforce because of concerns ranging from security issues to lack of cohesion among employees leading to low morale and poor productivity. For these types of companies, Coracall, a global leader in outsourcing, provides these three ways to help overcome concerns of a virtual workforce.

First, outsourcing must be viewed like any other recruiting process. Interviews must still be conducted either by phone, voIP services or video conferencing with prospective candidates, each asking questions to determine qualifications.  If using an outsourcing company, such as Coracall, this process may also go quicker than traditional recruiting channels.

Secondly, establish a work schedule and plan just as if the employee were working in-house. Outsourced professionals are more eager to do a great job, not only because they are paid based on their results, but because they are working on building a working relationship with the client.  A good rapport plus great output effort may mean a lasting, working relationship for both parties involved.

Finally, start small but think more long term. In other words, leverage outsourcing assistance for small projects in the beginning, but remain open to using a virtual workforce for more long-term initiatives.  This allows older or large companies adapt to changing trends and remain competitive in their respective industries.

Follow these three guidelines, and your company may be on its way to implementing a virtual workforce. To learn more if outsourcing is right for your business, visit Coracall.com.  

About Coracall

For further information please contact:

Investor Relations

Coracall

1st Floor, Coastlands Gatemax

329 Umhlanga Rocks Drive

Umhlanga Ridge

Kwa-Zulu Natal

South Africa

inquiry@coracall.com

www.coracall.com

"Safe Harbour" Statement under the Private Securities Litigation Reform Act of 1995: This press release contains forward looking statements (within the meaning of Section 27a of the Securities Act of 1933 and Section 21e of the Securities Exchange Act of 1934) regarding our business, financial condition, results of operations and prospects. Forward-looking statements in this report reflect the good faith judgment of our management and the statements are based on facts and factors as we currently know them. Forward-looking statements are subject to risks and uncertainties and actual results and outcomes may differ materially from the results and outcomes discussed in the forward-looking statements. Actual results could differ materially from those projected in the forward-looking statements, as a result of either the matters set forth or incorporated in this report generally or certain economic and business factors, some of which may be beyond the control of Coracall. These factors include adverse economic conditions, entry of new and stronger competitors, inadequate capital to support operations and projections of revenues and profitability. Readers are urged not to place undue reliance on these forward-looking statements which speak only as of the date of this press release. We undertake no obligation to revise or update any forward-looking statements in order to reflect any event or circumstance that may arise after the date of the press release.

As the workplace becomes more virtual, managers are faced with problems.

As the workplace becomes more virtual, managers are faced with the problems of how to evaluate telecommuters, freelancers and outsourced professionals. The easiest solution is to focus solely on results, but as many business experts would conclude, this only leads to trouble. Instead, managers of a virtual workforce should consider a combination of two things: results and behaviour.

Coracall, a global leader within the outsourcing industry, believes and recommends that companies who employ a virtual workforce make sure to adopt a “what” and “how” managerial style, which will help in evaluating the performance of each employee. Obviously the “what” component represents results, whereas the “how” should be seen as the process. This process involves engaging your virtual employee from start to finish, and may take the form of weekly video conferencing calls, daily emails, online chats to address questions or concerns as they arise and even providing necessary resources and tools. Coracall also believes empowering each skilled professional, and encourages them to be an active participant in the process by asking questions and working with the client to come up with solutions for a better outcome.

Avoid the common mistake of only focusing on results and distorting how we evaluate the performance of the virtual employee.

About Coracall

For further information please contact:

Investor Relations

Coracall

1st Floor, Coastlands Gatemax

329 Umhlanga Rocks Drive

Umhlanga Ridge

Kwa-Zulu Natal

South Africa

inquiry@coracall.com

www.coracall.com

"Safe Harbor" Statement under the Private Securities Litigation Reform Act of 1995: This press release contains forward looking statements (within the meaning of Section 27a of the Securities Act of 1933 and Section 21e of the Securities Exchange Act of 1934) regarding our business, financial condition, results of operations and prospects. Forward-looking statements in this report reflect the good faith judgment of our management and the statements are based on facts and factors as we currently know them. Forward-looking statements are subject to risks and uncertainties and actual results and outcomes may differ materially from the results and outcomes discussed in the forward-looking statements. Actual results could differ materially from those projected in the forward-looking statements, as a result of either the matters set forth or incorporated in this report generally or certain economic and business factors, some of which may be beyond the control of Coracall. These factors include adverse economic conditions, entry of new and stronger competitors, inadequate capital to support operations and projections of revenues and profitability. Readers are urged not to place undue reliance on these forward-looking statements which speak only as of the date of this press release. We undertake no obligation to revise or update any forward-looking statements in order to reflect any event or circumstance that may arise after the date of the press release.

A company is only as good as its workforce.

A company is only as good as its workforce, so when opting for outsourcing or offshoring options it is important to build a supporting business culture based on open communication and well-thought out organizational structures and policies. Coracall, a global leader in communication and business solutions, offers these five approaches to help companies transition to a global, more virtual workforce.

·         Establish what it means to be an “employee” of your company. In other words, treat every employee, whether full-time, freelancer or outsource contractor the same in respect to recruiting, performance and learning. Communicate this to everyone hired.

·         Create an organizational structure that integrates core employees with outsource or freelancers. This helps forge relationships, provides different perspectives on projects and helps a company find potentially more long-term talent. 

·         Establish a communication schedule and policy, and stick with it. With a workforce in potentially more than one time zones, it is important that management and work teams know when and how to communicate with each other to complete tasks. Encourage workers to use video conferencing and VoIP calls to keep projects moving along.

·         Utilise and make available common technologies and resources for all employees. This includes email, project management and communication software, or other learning resources to help complete tasks.

·         Offer similar employee incentives to outsource or freelancers. This may come in the form of a bonus structure, assistance with career development or even perhaps discounts to company products. Whatever the incentive, it is important for management to look for ways to push all hired talent. 

To learn more about how outsourcing can help your business, visit Coracall.com.

About Coracall

For further information please contact:

Investor Relations

Coracall

1st Floor, Coastlands Gatemax

329 Umhlanga Rocks Drive

Umhlanga Ridge

Kwa-Zulu Natal

South Africa

inquiry@coracall.com

www.coracall.com

"Safe Harbor" Statement under the Private Securities Litigation Reform Act of 1995: This press release contains forward looking statements (within the meaning of Section 27a of the Securities Act of 1933 and Section 21e of the Securities Exchange Act of 1934) regarding our business, financial condition, results of operations and prospects. Forward-looking statements in this report reflect the good faith judgment of our management and the statements are based on facts and factors as we currently know them. Forward-looking statements are subject to risks and uncertainties and actual results and outcomes may differ materially from the results and outcomes discussed in the forward-looking statements. Actual results could differ materially from those projected in the forward-looking statements, as a result of either the matters set forth or incorporated in this report generally or certain economic and business factors, some of which may be beyond the control of Coracall. These factors include adverse economic conditions, entry of new and stronger competitors, inadequate capital to support operations and projections of revenues and profitability. Readers are urged not to place undue reliance on these forward-looking statements which speak only as of the date of this press release. We undertake no obligation to revise or update any forward-looking statements in order to reflect any event or circumstance that may arise after the date of the press release.

A common question from companies considering offshoring

A common question from companies considering offshoring or outsourcing help is: “Will this person understand our culture enough to be effective?” To answer this question, one needs to look at the global dexterity within the offshore agency or person being hired.  In other words, how much can this agency or person adapt to your culture?

Global dexterity is a phrase coined by Andy Molinsky, author and Associate Professor of Organizational Behavior at the Brandeis International Business School. The concept itself is not new in the business world, however Mr Molinsky is able to explore in-depth real world applications in his new book called Global Dexterity: How to Adapt Your Behavior across Cultures without Losing Yourself in the Process (HBR Press, 2013).

In short, it is the idea that a person must learn to adapt or accommodate one’s own behavior to any new culture or environment if they are to be successful, and at the same time not lose owns’ authenticity.  It is “fitting in without giving in” as Mr Molinsky refers.

The book is a fascinating exploration in a global workforce. More poignantly, the concepts reflect  Coracall’s own philosophy when it comes to global outsourcing, adapting and success. All of Coracall’s skilled outsourcing and offshoring professionals understand the importance of recognising and acknowledging a client’s cultural nuances and differences and are able to adapt.  We are a  global dexterity company.

Visit Coracall.com to browse the many offshore and outsourcing employment solutions to help bring productivity back to your business.

About Coracall

For further information please contact:

Investor Relations

Coracall

1st Floor, Coastlands Gatemax

329 Umhlanga Rocks Drive

Umhlanga Ridge

Kwa-Zulu Natal

South Africa

inquiry@coracall.com
www.coracall.com

"Safe Harbor" Statement under the Private Securities Litigation Reform Act of 1995: This press release contains forward looking statements (within the meaning of Section 27a of the Securities Act of 1933 and Section 21e of the Securities Exchange Act of 1934) regarding our business, financial condition, results of operations and prospects. Forward-looking statements in this report reflect the good faith judgment of our management and the statements are based on facts and factors as we currently know them. Forward-looking statements are subject to risks and uncertainties and actual results and outcomes may differ materially from the results and outcomes discussed in the forward-looking statements. Actual results could differ materially from those projected in the forward-looking statements, as a result of either the matters set forth or incorporated in this report generally or certain economic and business factors, some of which may be beyond the control of Coracall. These factors include adverse economic conditions, entry of new and stronger competitors, inadequate capital to support operations and projections of revenues and profitability. Readers are urged not to place undue reliance on these forward-looking statements which speak only as of the date of this press release. We undertake no obligation to revise or update any forward-looking statements in order to reflect any event or circumstance that may arise after the date of the press release.