Human Resources archivos - BPO Latam

Generations Together: Navigating the Sea of Remote Work Successfully

Info BPO LATAM — Thu, 10 Oct 2024 00:49:42 +0000

Imagine a young millennial, a graphic designer, working from his cozy beach house on Margarita Island in Venezuela, while collaborating in real time with a seasoned baby boomer, a creative director, located in a quiet office in a Chicago suburb. This scene, which a few years ago seemed straight out of a science fiction movie, is now a reality for millions of workers around the world. Remote work has radically transformed the way we work, and one of the most interesting dimensions of this change is its impact on generational dynamics. Benefits and Challenges by Generation Each generation brings a unique perspective to the world of work. Baby boomers, with their extensive experience and work ethic, value stability and structure. Remote work offers them the flexibility they crave to balance their professional and personal responsibilities. However, they may face challenges in adapting to new technologies and forms of communication. For their part, Generation X, known for their pragmatism and adaptability, find remote work an opportunity to reconcile their multiple roles. Their experience allows them to successfully navigate changing environments and lead diverse teams. Millennials and Generation Z, digital natives, feel right at home in the world of remote work. They value flexibility, autonomy, and the ability to work on projects that have a positive impact on the world. However, they may face the challenge of establishing clear boundaries between work and personal life, and developing social skills essential for professional success. Communication as a Bridge Effective communication is the key to overcoming generational barriers in the remote work environment. Each generation has its own communication style, and it is important to recognize and respect these differences. Baby boomers tend to prefer formal, written communications, while millennials and Generation Z value informal, direct communication, often through instant messaging or video conferencing. To foster effective communication, it is essential to: Building an Inclusive Organizational Culture Companies that want to take full advantage of the benefits of generational diversity must create an inclusive organizational culture. This involves: The Future of Remote Work The future of remote work is promising. As technology continues to advance, we can expect to see even more sophisticated tools and platforms that facilitate remote collaboration and communication. Companies that adapt to this new reality and take advantage of the opportunities that remote work offers will be better positioned for success in the future. Remote work has radically transformed the way we work and relate to each other. By understanding the strengths and challenges of each generation and fostering an inclusive organizational culture, companies can take full advantage of the potential of generational diversity. The key is to build bridges of communication and create a work environment where everyone feels valued and motivated.

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Disconnected but connected: Fun dynamics to strengthen your remote team

Info BPO LATAM — Wed, 31 Jul 2024 18:21:41 +0000

Working remotely offers great flexibility, but it can also present challenges in terms of communication and team cohesion. To overcome these barriers and foster a collaborative and productive work environment, it is essential to implement dynamics that allow team members to connect and stay aligned on their goals. In this article, we will present some innovative and fun ideas to strengthen your remote team. The importance of dynamics in remote teams Team dynamics not only serve to break the ice and foster camaraderie, but also contribute to: Dynamics to strengthen your remote team Additional tips for implementing successful dynamics Team dynamics are a powerful tool to strengthen bonds between members of a remote team and improve productivity. By implementing these activities on a regular basis, you will be able to create a more positive and collaborative work environment. Do you want to learn more strategies to effectively manage your remote team? Contact us! BPO LATAM offers you the solutions you need to optimize your team’s performance.

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Expand your team without borders! Discover the advantages of hiring virtual talent in Latin America

Info BPO LATAM — Wed, 17 Jul 2024 21:38:56 +0000

In today’s dynamic business landscape, hiring remote employees from various regions has become a critical strategy for many companies looking to expand their teams. After the pandemic, remote work has established itself as the new normal; However, some employers still have doubts when it comes to hiring talent in Latin America and other countries. Breaking down myths and opening borders The main obstacle is usually the lack of information and misconceptions surrounding the international recruitment process. When the need arises to expand your team but the financial resources to do so locally are limited, Latin American remote employees are an excellent response for the development and growth of the activities carried out by companies. A world of possibilities at your fingertips In our interconnected world, the boundaries of hiring have become more flexible. Governments are increasingly facilitating labor relations between people from different countries, eliminating the need for complex procedures. The main challenge lies in understanding the unique characteristics of workers in each country, addressing cultural differences and ensuring adequate adaptation to different time zones. Navigating the Hiring Process Successfully Contrary to popular belief, hiring from another country can be as simple as hiring local talent if you take the right approach. An experienced hiring team can guide you through the details of conducting background checks, checking professional references, and overcoming language barriers, ensuring a smooth and hassle-free hiring process. Unlock the potential of remote hiring in Latin America Taking advantage of the opportunities offered by a globalized workforce can be a fundamental strategic measure for the growth of your company. Unlocking the potential of hiring remote workers from Latin America and other countries will allow you to build a diverse and talented team that propels your business to new heights. Why hire talent in Latin America? Access to a broader talent pool: Expand your search beyond local borders and access a broader range of professionals with the skills and experience you need. Cost reduction: Reduce expenses associated with local hiring, such as office space, benefits and labor costs. Greater flexibility: Enjoy the flexibility of having a team that can work in different schedules and time zones, adapting to the needs of your business. Diversity and fresh perspectives: Bring different perspectives and experiences to your team, which can drive innovation and creativity. Access to Spanish-speaking markets: If your company serves the Spanish-speaking market, hiring talent in Latin America will allow you to offer better customer service and better understand the needs of this audience. Aspects to consider when hiring or forming a virtual team Establish a remote work culture: Clearly define expectations, communication channels and collaboration tools to ensure fluid communication and effective remote work. Implement an appropriate selection process: Be sure to carefully evaluate the skills, experience, and cultural fit of candidates for remote work. Train your virtual team: Provide the training and support necessary for your virtual team to successfully adapt to their new work environment. Encourage communication and collaboration: Establish open and frequent communication channels to keep your virtual team connected and engaged. Use the right tools: Leverage technology to facilitate collaboration, project management and communication between team members. Hiring talent in Latin America can be a beneficial strategy for your company. By taking a proactive and strategic approach, you can build a diverse, talented and productive remote team that drives the growth of your business globally. Are you ready to take the leap and expand your team without borders? At BPO LATAM, we offer you comprehensive solutions to hire and manage virtual talent teams in Latin America. We have a team of experts who will guide you through every step of the process, from selecting the right staff to implementing best practices for remote work. With a savings of up to 70% of hiring costs in the USA, we provide dedicated Virtual Employees to perform assigned tasks of remote operation under your supervision, as well as managed services adapted to your requirements to successfully outsource your functions and business processes, improving your profitability. With no start-up costs and no long-term contracts required, we invite you to try out the benefits of having a dedicated Virtual Employee. Contact us today and find out how we can help you achieve your business goals.

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Virtual Employees vs. Regular employees: Where to find savings?

Info BPO LATAM — Wed, 08 May 2024 19:40:06 +0000

In the dynamic world of business, the search for efficiency and profitability is constant. Companies are constantly looking for ways to optimize their processes, reduce costs and increase their competitiveness. In this context, hiring virtual employees has emerged as an attractive alternative for many companies, especially in the current context of remote work and globalization. What is a virtual employee? A virtual employee is a professional who works remotely, usually from their own home or office, and who is not subject to a traditional work schedule. These professionals communicate with the company through email, video conferencing, and other digital tools, and can perform a wide range of tasks, from administrative assistance to web development and digital marketing. How is a virtual employee different from a regular employee? The main difference between a virtual employee and a regular employee is the physical location. Virtual employees work remotely, while regular employees work in a physical company office. This difference has several implications, both for the employee and for the company. Benefits of virtual employees for companies Companies that hire virtual employees can enjoy a number of benefits, including: Differences between virtual employees and regular employees Characteristic Virtual employee Regular employee Location Remote Physical office Working hours Flexible Traditional Benefits Limited Several Costs for the company Minors elevated Access to talent Global Local Productivity High Variable Moral High Variable Do you know the advantages of BPO LATAM Virtual Employees? Where to find savings with virtual employees? Companies can find savings with virtual employees in a variety of areas, including: Hiring virtual employees can be a great way for companies to reduce costs, increase flexibility, and improve their competitiveness. However, it is important for companies to carefully consider their specific needs before making a decision. If you’re looking for a way to optimize your workforce and reduce costs, virtual employees may be a viable option for your company. Tips for hiring virtual employees If you are considering hiring virtual employees, here are some tips:

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Which Metrics Can Organizations Use to Monitor the Progress of Women in Virtual Work Arrangements?

Redacción BPO Latam — Tue, 07 Mar 2023 20:00:57 +0000

Offering virtual work arrangements has shown to be an effective way to support the advancement of female employees. However, there is less certainty about how to monitor the career progression of women working remotely. More than 80 percent of women rate remote work arrangements as one of the most desirable job features (compared with 69 percent of men), according to a recent survey by jobs site FlexJobs. Further, a recent Harris Poll found that about 52 percent of women desire to work remotely and would like to do so in the long term, compared with only 41 percent of men. Women working virtually may experience benefits such as: Flexibility to remain in the workforce after the birth or adoption of a child. More adaptability to family demands. Enhanced well-being. Increased life satisfaction. Reduced depressive symptoms. However, research also suggests that while women benefit from working in virtual environments, these work arrangements could simultaneously inhibit their career advancement opportunities. For example, women in virtual work arrangements could experience being stigmatized and perceived as prioritizing family over work. Consequently, women working remotely may experience challenges such as: Fewer networking opportunities. Reduced visibility. A greater likelihood to be passed over for promotions and high-visibility assignments. A study by Pew Research Center revealed that 51 percent of moms working remotely found it difficult to progress in their careers compared with only 16 percent of dads working remotely. The Importance of Dashboard Metrics How can companies continue offering virtual work arrangements without compromising the career advancement of female employees? Dashboard metrics could help. Enbridge, a global energy company in Calgary, Alberta, Canada, began tracking its gender representation through an Excel spreadsheet. After Enbridge merged with Spectra Energy, they built a dashboard and set representation targets for women, ethnic and racial minorities, people with disabilities, and veterans. The company also tracks additional metrics for new hires, promotions and departures. Since launching the dashboard, Enbridge has exceeded its goals of hiring and promoting women into manager-and-above positions. Here are four measures companies can use to track the progress of women working remotely: New hires. Companies can increase their female workforce by setting targets and tracking the number of women hired into virtual and hybrid jobs. Zillow saw an increase in female applicants once it refined flexible work options. Specifically, in 2021, 48.2 percent of applicants were women, up from 41.6 percent in 2019. More female applicants led to more female hires at Zillow in individual contributor and leadership roles. While tracking the number of women hired is important, some companies are taking prescriptive approaches to target female candidates. Companies such as PepsiCo have initiated return-to-work programs for women re-entering the workforce after taking time off during the pandemic or to manage dependent care. These re-entry programs, or returnships, are expected to grow in popularity over the next few years. Setting goals for the number of women hired into virtual roles enables organizations to build talent pipelines, especially if women have positive onboarding experiences, including access to mentors, professional development workshops and networking opportunities. Audible offers a 16-week returnship that is 100 percent virtual. The program is open to professionals who have at least five years of professional experience and have been out of the paid workforce for at least one year to focus on caring for a dependent. After completing the program, participants can apply for fully remote and in-person roles. Retention. Employee retention is a long-standing measure, and it’s important to monitor among women working remotely. Tracking retention across levels (e.g., individual contributors, supervisors, middle managers and senior employees) remains critical in virtual environments. Additionally, organizations should track the attrition rate among women and men at each level to identify where the career ladder is broken. Promotion rates. Research has indicated that female workers may be overlooked for promotion opportunities. And it’s not because women are prioritizing family over work responsibilities. Women want to advance their careers. A study conducted by HP found that 1 in 3 women have applied for a promotion in the last year, yet only 42 percent of women received a promotion compared with about 50 percent of male workers. It doesn’t appear that women being overlooked for promotions is intentional. Instead, supervisors reported that they forget about remote employees when work assignments are made and promotions are given. To ensure women working virtually are considered for promotion opportunities, companies can use dashboards to set promotion rates, focusing on internal promotion targets (e.g., 30 percent of mid- and senior-level positions will be filled internally). Companies should also use dashboards to measure how many women are promoted into first-line supervisor roles, middle management roles and senior leadership positions. Tracking the level of the promotion will help companies determine if women are getting stuck in lower and middle management roles. To avoid any inequities that can harm remote workers, software company HubSpot tracks work location and other diversity data, such as gender, to ensure that virtual work arrangements will not interfere with promotion opportunities for women. Pay equity. Organizations must make sure that women and men in the same roles are paid the same. A study conducted by Owl Labs revealed two staggering findings: Gender penalty. Men working remotely are 157 percent more likely than women working remotely to earn salaries of $100,000 or more. Parental status penalty. Dads who work remotely full time are 233 percent more likely than moms working remotely full time to earn salaries of at least $100,000. Some employers are using new approaches to set the pay of remote employees. For instance, some companies are paying employees based on where they live, while other organizations are using national averages to set pay levels. Some companies reduce the employee’s pay if they work remotely and relocate to less-expensive cities. While the approach used to set pay levels will be distinctive to each company, what’s critical to monitor is

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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

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Do remote workers have the same opportunities for advancement as their full-time colleagues?

Redacción BPO Latam — Wed, 15 Feb 2023 12:57:30 +0000

In the classic movie Office Space, Mr. Lumbergh comes ambling around the employees’ cubicles, only to find the film’s protagonist, a programmer named Peter, habitually absent from his desk. But upon the advice of consultants, Peter still gets promoted anyway. In real life, of course, such absence may mean missed opportunities. What happens when one is not seen around the office for long periods, because they are working remotely? The rise of remote work means the rules for corporate advancement must change as well. Between 2019 and 2021, the number of people primarily working from home in the United States alone tripled from 5.7% (roughly 9 million people) to 17.9% (27.6 million people), according to figures from the U.S. Census Bureau. While there may ultimately be a diminishment in full remote work, hybrid work is here to stay, and companies will be balancing their hybrid work policies through the year, according to Wharton management professor Martine Haas. “A lot of companies have moved toward hybrid in the last year and have found it not perfect, by any means, but [it] seems to be striking a pretty decent balance between what employees want and what employers want. A lot of firms are still thinking through how to make it as good as it can be.” If hybrid and remote is “as good as it can be,” how good is it for one’s career advancement? Is lack of visibility to executives detrimental to promotion opportunities? Some organizations are already remote-friendly, especially if leading executives themselves are working remotely. But many companies are structured for in-person work, and for them, the Covid situation was more of an aberration than the norm. The question is, will both remote and hybrid workers in such organizations have the same opportunities for advancement as their full-time on-site counterparts? To a large degree, it may depend upon how deeply a remote-first policy goes. “I would argue that before the pandemic, remote employees were at a disadvantage when it came to promotions because physical proximity allowed in-house employees to know each other better and gain an inside edge,” says Matt McConnell, chairman and CEO of Intradiem. “This remains true, to a degree, for companies using a hybrid model; but I think that when everyone is remote, it levels the playing field.” Opening opportunities for hybrid or remote employees means re-thinking overcoming traditional, and often extremely informal, career paths. It also means figuring out ways to overcoming the serendipity involved in career advancement. “I think that on-site employees may have some advantages that remote workers don’t,” says Fredrik Nilsson, vice president of the Americas for Axis Communications. “If I was an office-based worker wanting to advance, I would try to get as much visibility as I can with decision-makers. This is much easier done in person. You are also more able to take advantage of ad-hoc conversations with others during lunch or a coffee break. Building your personal brand is much easier and more efficient in person.” Brian Macias, president of Embrace Pet Insurance, agrees that visibility is an advantage — but only to an extent. “A motivated individual who works hard and performs well, whether in the office or working remotely, is going to get noticed and move up in the organization. That being said, I do think it’s easier for those in the office.” Hybrid and remote workers “can advance at the same pace as on-site, but it’s important to consider the disparities that can create an unfair advantage,” says Dr. Devan Kronisch, talent development coach at Chili Piper. “A remote employee will not be as socially connected with managers and staff that go into the office, and as a result, these on-site workers can be more privileged to receive a promotion compared to their remote counterparts.” In an organization “where some workers are all remote and others are all in the office, management needs to take special measures to make sure remote workers are not forgotten,” says Robert C. Pozen, senior lecturer at MIT Sloan School of Management and author of Remote Inc.: How to Thrive at Work. “I recommend that every manager meet online with their remote team members at least once a week to keep them informed about changes in company policies and promotional opportunities. In addition, I recommend that all remote workers be assigned an ‘office buddy,’ who can keep them in the know and make sure they don’t lose out on informal sources of job information.” Younger employees just starting up the career ladder may need more in-person time than their more seasoned counterparts, says Macias. “Younger team members especially may be missing the opportunity to develop real relationships with leaders and peers when working remotely. They have to schedule a meeting to get face time with leadership which can be a big hurdle, especially if they don’t feel empowered to take that step. That same person in the office might meet a leader in the lunchroom and get to share their big wins. Fostering the relationships that help you move up the corporate ladder is simply easier when there’s the opportunity for chance meetings and face-to-face interactions.” At Intradiem, there has been a concerted effort to draw younger or new employees deeper into the organization despite their remote status. “Compared to pre-pandemic work, younger employees do suffer a professional development disadvantage even in a fully remote context,” says McConnell. “They’re not able to overhear conversations and learn indirectly from more senior employees. That’s why we’ve made a very intentional choice to make a significant investment in new employee development and a highly structured onboarding and mentoring program.” Reward systems need to be adapted as well — tying advancement to objective performance metrics, and not relationships. “We measure impact, and our employees can make an impact from anywhere,” says Abby Payne, chief people officer at SailPoint. “We focus on enabling our organization’s leaders to manage and measure performance so that we’re rewarding and recognizing the right people across the organization.” Still, even when measured with objective metrics, hybrid and remote workers may feel extra pressure to keep those metrics at

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Let’s talk about Virtual Employee Trends

Redacción BPO Latam — Wed, 08 Feb 2023 14:16:46 +0000

The labor market has undergone important changes in recent years, mainly due to the virtuality of employment. This process had been developing globally, however, it accelerated as a result of the 2022 pandemic. Today teleworking is part of the normal work routine of many people and organizations around the world. According to numbers published by Microsoft, 41% of workers are satisfied with working virtually. This way of working has important benefits, such as reduced time for companies, which no longer need to invest resources in directly hiring their employees, which translates into significant savings for organizations. For employees, virtual work represents improvements in the quality of life, especially due to the possibility of managing their time, with the advantage of being able to have more space for other aspects of their lives. On the other hand, there is talk of the benefits for the environment that more people join virtual work, since it is being observed that it contributes to the reduction of pollution. Technology has changed the way we work. We have resources that have transformed the way we meet, create knowledge, share it, and also the way we plan our tasks. There are no geographical borders for work. The selection of human resources for organizations has also changed with the technological environment. Nowadays, companies can count on the service of other organizations, specialized in the hiring of virtual personnel. These types of companies play an important role in the current environment, because they have specialized in the training and selection of people around the world, who can occupy work positions in companies from any latitude. Their presence provides security and confidence, both to the company that is looking for the virtual employee, and to the worker who is applying for the job. At BPO LATAM we are dedicated to providing your company with dedicated Virtual Employees to perform remotely assigned tasks under your supervision, as well as managed services tailored to your requirements to successfully outsource your business functions and processes, improving your profitability. Under this model, we add value and improve the profitability of many companies in various sectors and industries on a global scale. With cost savings of more than 70% and highly trained bilingual professionals, within the American time zone, we are your best option for Virtual Employees and BPO services in Latin America. Contact one of our advisors today info@bpolatam.com Source: BPO LATAM Newsroom

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Do you know what ATS are? The ATS (Applicant Tracking System)

Redacción BPO Latam — Mon, 09 Jan 2023 16:57:35 +0000

Artificial Intelligence helps recruiters to filter among hundreds of curricular summaries that they can receive, facilitating the selection process. These are the ATS (Applicant Tracking System) or Candidate Tracking Systems. Do you know what ATS are? The ATS (Applicant Tracking System) , are systems that, based on Artificial Intelligence, help recruiters to filter among hundreds of curricular summaries that they may receive, helping them in the selection process. The ATS work on the basis of keywords defined by each company according to the profile of the candidate they are looking for and other established discard mechanisms for selection and recruitment. We can say that they are predictive hiring software that apply certain predetermined criteria automatically, depending on the characteristics of the job. They are very useful when companies receive a lot of applications, however good candidates can also be lost in the process. Among them you. Your skills and work experience will not always lead you to get the job for which you applied, and in which many people compete. Take note of the advice that we will give you to overcome the filters that ATS use to help recruiters find their candidates. 3 tips to overcome ATS filters: If you are looking to beat the algorithm and make your resume surpass them, we advise you to follow these tips: Use keywords in your CV Related to categories such as skills, experience, results or education. The keywords that you should use can be found by carefully reading the job description. You can also adapt terms and phrases found in the wording of the job offer, using the same language mentioned in the job offer for which you want to apply. If you can’t locate much information in the job description to help you determine the keywords, we suggest you visit the company’s website and try to locate there important aspects of the position for which you are applying. It is also suggested to review job descriptions from other organizations, to determine keywords that are being used for the position or area in which you want to apply. According to this advice, it is important that you can customize your CV according to the offer to which you are applying, in addition to the market in general, reviewing the description and including keywords. Include your achievements with quantifiable results As an example, name the computer programs you use, instead of mentioning that you have experience in data analysis. Recruiters advise focusing on achievements through concrete examples, avoiding a simple list of responsibilities. Instead of saying, “Responsible for overseeing sales strategy. Sales increased significantly,” it’s better to say, “I led a 10-person team tasked with overseeing sales strategy. Sales increased 20% in six months “, says Hong Qu, director of research and academic at Stanford University for BBC Mundo. Do not forget to include in your resume those attributes that distinguish you from the rest of the candidates. You can organize them according to your previous jobs, for which it is important that you indicate the dates of each of them, since this is one of the attributes that ATS also use to filter the information. Use a simple format in your CV This is essential for it to be decipherable by the ATS and is one of the main reasons why resumes can fail the filter of the recruitment process. We advise you to opt for a simple format, which is readable by the system, Word or PDF format is usually recommended. The less outlined and well-structured your resume is, the more chances you have of passing the automatic pre-selection. Avoid a two-column presentation and the use of many images. Place simplicity over creativity in the first place when presenting information. Use conventional titles to divide the information. Choose the traditional way, such as “Work Experience” or “Education.” And always write work experience in reverse chronological order. According to the study “Hidden Workers: Unused Talent”, developed at the Harvard Business School, ATS algorithms leave millions of workers out of the recruitment process, some of whom might be suitable. “For example, there are cases of hospitals in the US where an algorithm searched for the applicant to have the ability to do “computer programming,” when in fact, the job description required the practitioner to enter a patient’s data into the computer” (Hidden Workers: Untapped Talent,” Harvard Business School). For these reasons we suggest always reviewing the curriculum taking these tips into consideration. Perhaps with some good adjustments to your resume, new possibilities will open up. You can also direct your CV to companies such as BPO LATAM, where we provide personalized attention. We humanize technology and we take care of directly selecting your CV for the best companies in the United States looking for virtual employees. Send us your CV to info@bpolatam.com and we will analyze it to offer you the best opportunities in the market. Fuente: https://www.bbc.com

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