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What will be the most in-demand skills for 2025?

Info BPO LATAM — Thu, 03 Oct 2024 05:54:32 +0000

In this last quarter of the year, as companies plan their strategies for 2025, it is essential to understand the skills that will drive the success of their teams. The World Economic Forum’s “The Future of Jobs Report 2023” gives us a clear vision of the 10 most in-demand skills in 2025. Don’t leave behind the analysis of the most in-demand skills for talent. Take them into account for training your team and for the new talent you are looking to enter your organization. The 10 Key Skills for 2025 and their Importance The labor market is undergoing an unprecedented transformation. Automation, artificial intelligence, and globalization are redefining the roles and skills required. To stand out in this new environment, workers must develop a set of skills that allows them to quickly adapt to change and add value in an increasingly digital world. These skills, which combine the cognitive, social and emotional, are essential to adapt to an ever-changing world and stand out in an increasingly competitive environment. These skills enable us to adapt to an ever-changing world of work, solve complex problems, collaborate effectively with others, and build a fulfilling career. By developing these skills, we are investing in our future and the future of our organizations. Why are these skills important? These skills are important because: In today’s world, they gain relevance due to these factors: In summary, these ten skills are the key to standing out in the job market of the future. By proactively cultivating and developing them, we will be better prepared to face the challenges and opportunities that come our way. Are you ready to prepare your organization for the future? Contact us today to learn how BPO LATAM can help you find the talent with the most in-demand skills in 2025.

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Why should a company in the United States hire virtual employees in Latin America?

Redacción BPO Latam — Thu, 23 Mar 2023 12:54:42 +0000

In today’s competitive business landscape, companies need to think outside the box in order to stay ahead of their competitors. One way for them to do this is by hiring virtual employees from Latin America. By taking advantage of the cost savings and access to a larger talent pool that comes with employing remote workers, businesses can gain a competitive edge while also providing meaningful employment opportunities in an underserved region. One major benefit of hiring virtual employees from Latin America is cost savings. Wages are typically lower than those found in other countries such as the United States or Europe, meaning that companies can save money while still getting top-notch work done by highly qualified professionals who have experience working remotely and understand different cultures and languages well enough to navigate any potential communication barriers that may arise during projects or tasks assigned by employers abroad. This allows businesses not only more flexibility when it comes time budgeting but also gives them access to high quality talent without having spend large amounts on overhead costs associated with traditional office space rentals or employee benefits packages offered at home country locations which could potentially be much higher than those available abroad due its high demand for skilled labor domestically . Another great reason why American companies should consider employing remote workers from Latin American countries is because these individuals often possess unique cultural backgrounds which offer valuable insights into how certain markets operate within their respective regions as well as an understanding of how local customs might affect customer service strategies used internationally if implemented successfully within company operations globally . This type knowledge about foreign markets would be extremely beneficial for US based firms looking expand their reach beyond domestic borders since they will already have someone familiar with both language nuances along culture differences between nations thus allowing smoother transitions when launching new products/services across multiple continents simultaneously increasing chances success overall due better preparation beforehand compared simply trying learn everything “on fly” once operations begin overseas leading costly mistakes being made down line costing even more money fix later on after damage has been done already financially speaking course . Overall , there are many advantages associated with utilizing virtual employees located throughout Latin America including reduced expenses related staffing , greater insight into international market trends/demographics & ultimately increased efficiency across entire organization thanks improved customer relations stemming cross cultural expertise possessed employed personnel making decision hire one these talented individuals worthwhile investment future growth your company regardless what industry you currently find yourself operating inside now days ! At BPO LATAM we can be this partner for your company. We take care of selection and recruiting processes to your projects the best available talent with the necessary set of skills for the required job. We have a database of high-performance bilingual Spanish-English candidates. Our Virtual Employees are based in Latin America and can work from home or, if necessary, they can work from our supervised offices and with all high-speed Internet services, to guarantee success in the assigned tasks. Our services included all the labor costs of the Virtual Employee in compliance with local labor laws (salary, benefits, payroll taxes, private health insurance and other direct costs). As the local legal employer of the AVE, BPO LATAM will be responsible for all labor related cost. With no startup costs and no long-term contracts required, we invite you to experience the benefits of having a dedicated Virtual Employee. Contact one of our advisors today info@bpolatam.com Reporting by BPO LATAM News Team

La entrada Why should a company in the United States hire virtual employees in Latin America? se publicó primero en BPO Latam.

How to hire legally if the company does not have a presence in the country of residence of its virtual employees?

Redacción BPO Latam — Thu, 23 Feb 2023 14:16:20 +0000

Since the pandemic, many organizations have begun to develop the benefits of remote work. If your company has started hiring virtual employees, it is not alone. According to Findstack 16% of the world’s companies currently work 100% remotely. One of the challenges that this has posed for organizations is having a legal framework for hiring their remote employees, especially since many of them are located in countries other than the place where the company is incorporated. When a company hires an employee abroad, it must take into account being up to date with all legal procedures in the country where the employee is located. Some of the factors to choose the country of origin of your virtual employees may be managing the same time zone, having qualified personnel in your interest area snd salaries that they manage in this country, among others. In particular, Latin America has become a destination of interest for companies located in the United States, because it stands out in the three aforementioned factors: with the same time zone as the American company, it offers qualified personnel with attractive salaries, which benefit the organization’s cost structures. If you have already selected Latin America as the destination to hire your virtual employees, the next step is to find the best method to hire and pay them according to local laws. Finding an ideal candidate is easier if you have the services of a local company, an expert in recruitment and selection who knows that market and offers you the best options. Likewise, to support you in managing payments and following local regulations. Ways to Manage the legal aspects and payments of virtual employees You must know that managing the payments of your virtual employees can be done by contracting as a freelancer or independent staff. However, this type of contract may have some drawbacks for the company related to the scope of the commitment between the parties, confidentiality, exclusivity, payment methods among others. A second way to manage the hiring of virtual employees in other countries is by establishing a local entity in the country where the virtual employees are located, which is not always feasible for small or medium-sized companies, which probably need few employees, and this can be very expensive. At BPO LATAM we can be this partner for your company. We take care of selection and recruiting processes to your projects the best available talent with the necessary set of skills for the required job. We have a database of high-performance bilingual Spanish-English candidates. Our Virtual Employees are based in Latin America and can work from home or, if necessary, they can work from our supervised offices and with all high-speed Internet services, to guarantee success in the assigned tasks. Our services included all the labor costs of the Virtual Employee in compliance with local labor laws (salary, benefits, payroll taxes, private health insurance and other direct costs). As the local legal employer of the AVE, BPO LATAM will be responsible for all labor related cost. With no startup costs and no long-term contracts required, we invite you to experience the benefits of having a dedicated Virtual Employee. Contact one of our advisors today info@bpolatam.com Reporting by BPO LATAM News Team

La entrada How to hire legally if the company does not have a presence in the country of residence of its virtual employees? se publicó primero en BPO Latam.

Looking to hire new staff and wondering which personalities are right for your company?

Redacción BPO Latam — Tue, 24 Jan 2023 00:29:37 +0000

In the Traits and Qualities Employers Look For study, conducted by Zety, more than 200 hiring managers and recruiters were interviewed and gave their views on the most important qualities and traits they look for in a candidate. In this article, you will learn about the results of this interesting research on the types of people who are most hired in organizations. Recruitment is becoming increasingly automated. Applicant tracking systems do much of the legwork, shortlisting suitable candidates with keywords and algorithms. Even so, there still remains a uniquely human side to the hiring process. Employers aren’t just looking for the perfect resume, they’re looking at the person behind the page. The one who’ll be the perfect fit for the role and the team. And to do that they consider a complex mix of traits and qualities that combine to create the best candidate for the job. But what is this secret sauce for success? We created a survey to get some hard numbers to define that je ne sais quoi that makes the perfect professional. Over 200 hiring managers and recruiters gave their opinions on the most important qualities and traits they look for in a candidate. Here’s what they told us. First Impressions Count The hint is in the name. Personal traits and qualities can’t be fully expressed on paper. They need to be assessed in person. And when it comes to recruitment that assessment takes place from the very first second you meet the recruiter or hiring manager. You’ve heard all the clichés about first impressions. “You don’t get a second chance to make a first impression,” “you can tell a lot about someone from their handshake” and so on. But there’s a strong kernel of truth in these sayings. People do make judgments based on those critical first moments of meeting. In fact, some studies suggest it takes as little as one tenth of a second to start judging important personality traits like trustworthiness. And our own data backs up the importance of first impressions. An overwhelming majority of 83% of our respondents agreed that it’s an important factor in the hiring decision, with only 1% actively disagreeing. traits and qualities employers look for So it’s essential to make the most of that narrow window of opportunity, which is anywhere up to the first 30 seconds of meeting depending on what study you look at. And the most important thing to focus on in the crucial first seconds? We’d suggest it’s the “niceness factor.” Project confidence and trustworthiness to get off to a strong start. And it’s backed up by science too. Amy Cuddy, a social psychologist at the Harvard Business School, says her studies reveal trustworthiness and confidence create 80–90% of the first impression. As Cuddy puts it: “Trust opens them up to what you have to say. It opens them up to your strength and confidence. Trust is the conduit through which ideas travel”. We also asked our respondents how they verify their first impressions. This was an open-ended question, so we got a variety of answers but body language and personal appearance were a common theme. Again, this feeds back directly into the paramount importance of trustworthiness and confidence. Body language and personal appearance are important factors in non-verbal communication, which can form up to 50% of what we communicate to others. And it forms a very primal and fundamental part of how we perceive others. As one respondent explained: “You can predict very quickly whether you like a person and if others will”. To sum up, yes they are judging you, but you can nail that first impression by projecting an impression of confidence and trust from the moment you walk in the door. Now for the big one. Once the first impression is complete, what specific qualities do employers look for in a candidate? Top 10 Most Important Qualities traits and qualities employers look for We asked our respondents what character traits are most desirable in a potential employee. They were able to select up to five qualities and these were their top ten choices. They were pretty much what you’d expect with the top two choices being loyalty and integrity. Dedication to your employer and displaying honesty and strong moral principles are a must-have for success in the vast majority of workplaces, so no surprises here. But what’s most striking is that the “niceness factor” we’ve already touched on feeds through to the top desirable character traits. Sincerity, kindness, patience, emotional intelligence, tolerance, and open-mindedness all feature in our list of desirable candidate traits. It’s not just enough to prove you’ll be good at the job, you’ve got to prove you’re a good person too. And it’s not just us saying it. A study published in Perspectives in Psychological Science took a deep dive into this very topic analyzing large data sets of HR information to find out which personality traits employers value most. They also crunched the numbers from the Department of Labor’s O*NET database, a comprehensive aggregator of occupational characteristics and worker requirements information across the U.S. economy. In both cases they found the most desirable qualities fell under two broad headings. Conscientiousness and agreeableness. So it’s clear that dedication, work ethic and that all important “niceness factor” is key. We’d even go so far as to say that agreeableness is the one “X factor” that everyone needs to boost their chances of success. We also wanted to examine whether desirable qualities in a candidate were universal, or if they changed depending on the seniority of the role being interviewed for. Here’s what we discovered. traits and qualities employers look for So it seems clear that some traits are considered equally valuable regardless of the seniority of the role. Being a team player, dependability, a proven track record, and being hard-working were held in high regard for all levels. After all, these are

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Hiring Remote Workers? Here Are Four Compliance Issues to Prepare For

Redacción BPO Latam — Mon, 16 Jan 2023 23:10:07 +0000

Although remote work once seemed like a temporary fix during the pandemic, it’s evident that it’s here to stay. While remote and hybrid offices were taking hold of the workforce, companies also began engaging more contingent and freelance workers. In a encuesta reciente, large corporations in the US said that 28% of their workforces were contingent. With so many different types of workers doing their jobs remotely now, it can be difficult to remain compliant with employer obligations, including overtime pay, health and safety rules, and more. Out of sight cannot mean out of mind. Deciding What Type of Worker Is Best for You in a Remote Environment When engaging talent remotely, you must ensure you are not only applying the correct classification to your workforce but also using the right type of contract for the individual or individuals in question. More specifically, consider whether the professional is deemed an employee, freelancer, temporary worker or LLC contractor (or other) according to the legislation of the country where they will actually be working. This will determine the term of the contract, the statutory benefits, the rights and protections of the individual and more. To avoid any potential compliance infractions with remote talent, you should always seek legal advice regarding your contracts; that’s the safest way to guarantee your contractual clauses are enforceable in the state, province and/or country where your remote workers are engaged. Primary Risks With Contingent Remote Work Compliance If you’ve embraced the remote (contingent or permanent) employee model, there are a few requirements to consider: Immigration. It’s key to know where each worker is located so you can verify that they have the proper documentation to work wherever they happen to be. To avoid a potential breach of immigration and employment laws, ask a couple of questions when hiring: What is your nationality or citizenship? Do you have a visa to legally work in the country where you are? Failing to check on this critical information can result in hefty fines for your business, so it’s not something you want to ignore. Income tax and Social Security. More than likely, your remote workers — whether permanent or contingent — will be liable for income tax and Social Security contributions in the territory where they reside. Even if your entity does not have a presence in the same location where your workforce is, it is still your responsibility to ensure applicable employer and employee taxes and contributions are paid to the relevant authorities. If you are not sure how to handle this, there are many providers in the staffing industry that can help you address these compliance matters appropriately. Health and safety. Health and safety are also important remote work requirements to consider, especially if you are working with people from a variety of locations. To illustrate, the Netherlands, like many European countries, has rules in place that ensure workers’ home offices are ergonomically sound and safe. An assessment must be carried out, and if the area is deemed unsafe, it is the employer’s responsibility to help make appropriate adjustments. Equal treatment. It’s also critical to remember equal treatment for all employees, regardless of where they work or what kind of contract they’re in. Again, if you decide to work with remote workers from different countries, there might be laws that require you to treat them the same as full-time team members in terms of salary, benefits, working hours and paid leave. However, if you are engaging independent contractors, you will want to ensure you classify and treat them as such. For example, California has strict laws about using 1099 contractors. Treating them the same as employees could put your company at risk of misclassification penalties. Remote work opens a world of opportunities both for permanent and contingent talent; however, if you’re unsure how to navigate the compliance challenges, you must take time to do the homework to avoid any pitfalls. With careful planning, you can reap the financial benefits of having the best talent — wherever they happen to be — while also protecting your business from any potential problems. Source: http://www.thestaffingstream.com/

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