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Outstaffing and outsourcing are two different concepts that are often confused. In the IT sector, this is even more difficult, since the client often does not understand himself which of the services he needs. He spends time collecting information and choosing a contractor, hoping that he will solve his problem with the development department on the remote. Although in fact one or two specialists outside the state may be enough for him. Let’s talk about this in more detail.

IT outstaffing is a collaboration format in which a hired it-shnik closes all client work issues, but is legally subordinate to the outstaffer provider. The employer determines the tasks and levels of responsibility, and the provider calculates the salary plan and is engaged in tax optimization.

This business model can be a good solution for enterprises:

• Controlling their expenses
• Preserving a certain number of staff
• Planning to enter new markets in another country, but without opening a legal entity
• Recruiting staff for the project
• “Closing the window” for the duration of illness or long-term leave of a permanent employee
• Those in need of good, but “expensive” specialists with a small budget

There are also disadvantages of it-out-wiring – these are possible communication problems within the team that affect the result. However, this risk appears in many work processes and is solved by a test drive.

This is absolutely legal cooperation, with only one limitation – the outstaffer must be a resident of the country in which the service is provided. In the era of globalization, this is decided by agreement.

If you want to know more about this service and its cost, contact the Recruit Alliance.

To begin with, in it-recruiting agencies, requests for the selection of developers come, for the most part, to the general mail. Next, negotiations with the client begin, drawing up general requirements and discussing the algorithm of work (in some cases, the requisition may be confidential or have other restrictions). We will discuss in more detail the first stages.

The sales funnel in it recruiting looks like this: sourcing (at least 300 cold contacts) – contacts (20 warm) – interviewing (8 meetings) – 2 offers – 1 employee. Given the low efficiency, it is necessary to carefully prepare the text of the vacancy and the interview script.

In addition to the clear requirements for hard skills, it is advisable for the client to get complete information about the project, its prospects and team. We understand that Team Lead is most likely very busy with current tasks, but a short discussion with him of expectations from the candidate will greatly simplify the search.

In the labor market, the requirements of employers for employers are slightly different from other professions. For them, basic needs are wider, including those that are considered to be “buns” or additional bonuses. For example, this applies to personal adaptation in the first week, paid training, regular corporate events for a reboot, tight work with the team, openness and accessibility of management, etc. Of course, there is nothing unusual in this list, but, alas, not every Ukrainian company can provide such working conditions.

In the item “not necessary, but desirable” for a strong employer brand, transparent information about the company, work on the development of talents, the ability to influence business processes and implement your ideas remain.

What exactly should be in a perfectly composed vacancy for an IT worker (from the most important to the least significant):
– Technologies and methodologies used in the work
– Working conditions
– Salary
– Project Description
– Company specialization
– Learning opportunities
– Social package
– Buns
– A few words about the team
– Corporate Culture at a Glance

And only after the finished vacancy and clarification of additional issues with the client, sourcing and selection begins. You can learn more about them by leaving a request on our website.

Last month, Ukrainian Minister of Economic Development, Trade and Agriculture Timothy Milovanov unveiled the curtain on the draft new Labor Code. Now it will talk about outstaffing and outsourcing, which will help staff to build more flexible relationships with the employer. An international practice with 50+ years of experience will finally be on the agenda with us. All this once again confirms: outstaffing services is not only legal, but also very convenient for all its participants.

All outstaffer activities are regulated by the contract and the Laws of Ukraine. Therefore, the withdrawal from the state is an absolutely legal way to optimize costs. We have already described the mechanics of the interaction of participants many times, and what nuances can be and what to look for when choosing a contractor.

The outsuffing service will interest the owner of the company who is ready to move away from operational processes and focus on global goals, for example, developing a new direction or increasing sales department performance. In Ukraine, large international companies have resorted to optimization, which have already used outstaffing in countries where both head office (USA, Korea, European countries) and production are located.

Litigation occurred exclusively with non-resident providers. Those outstaffers who work under the laws of Ukraine and are current registered legal entities in our country, have probably never encountered legal proceedings. Moreover, if their client is it-companies, “renting” Ukrainian developers on a large scale for a project and on a long-term basis.

By the way, in the field of IT, the concepts of “outstaffing” and “outsourcing” are often considered similar. Of course, their mechanics are somewhat similar, and the nuances are exclusively in the legal field.

If you are a representative of an IT product company or a startup, and are looking for a reliable development partner, be sure to learn more about the following points:
– The real level of salary of the corresponding specialist in the market – it may turn out that you were looking for a Senior engineer, and “rent” Middle, at best, for $ 7000 with real $ 2500
– How many more projects are there in the partner’s work, so as not to be yet another temporary customer with whom they work without a soul (which is really important)
– Confidentiality
– Duration of contract and penalties in case of break

These are just the first steps to consider. You can learn more by calling 0632371696 and 0673214664

IT specialists are now in demand more than ever. Their salary level is growing every year, and the number of vacancies greatly exceeds the purely “free” Middle + level developers.

Question: Is it realistic to choose the best IT specialist in your segment without spending the entire company budget on it?

We answer: Of course, yes, but with nuances. The easiest way is to contact an it recruiting agency. But if there is a desire, then you can try to do it yourself.

If you are the owner of the company and before that did not face the closure of it-vacancies, then urgently try to delegate the task to a more competent employee (ideally the manager of the department of the it department). Surely, you simply will not have time to learn the intricacies of it-recruiting (stacks, programming languages, GitHub checks, etc.), and without this knowledge, the chances of finding a developer that meets your requirements tend to zero. At the same time, your full-time it-schnick will be able to correctly create a vacancy, and check the competence of candidates, and, which is especially valuable, think over additional tasks that will help to “load” a future employee.

If you have an idea about the it sphere, but you are a beginner startup without a budget, think of alternative ways of motivating / attracting specialists. What could it be:

• Junior graduate, you can offer a paid internship + topic for his future diploma based on your development
• an experienced specialist is more likely to work in good faith if you give him a percentage of the profit (not indicators of salespeople, but a constant income of the enterprise)
• Do not forget about exchanges and freelance. Yes, it’s more difficult to work with them, but also cheaper

If you can boast the skills of a good negotiator / salesman:

Try to find an opportunity for collaboration: if you are launching a useful product (for example, an online advertising optimization service), offer it outsourcers free access to the product with no limitation period for a good sale discount.
Chat the artist, giving him flexible conditions: not tough deadlines, the ability to work on the project not a full time, a limited number of edits, etc.
Offer the implementation of your project as a diploma to teaching it-schools with a proposal to immediately hire a student who can get as close as possible to solving the problem (at least have an idea of ​​the development stages). The mentoring of teachers should protect you from unsustainable developments.
Frankly, all these methods may not work in your case. We strongly recommend that employers save their nerves and time by contacting a trusted it-recruiting agency with a large base and experience.

We will be happy to advise you on any issue related to it recruiting.

It is hard to imagine that in Ukraine there were still business owners who had not heard about outstaffing of staff. When almost every year in our country there is an increase in taxes on officially employed citizens. Therefore, each taxpayer at least once thought about whether it is possible to legally optimize these costs.

We decided to save you time and prepare answers to the TOP-5 questions that arise at the first and second meetings before signing a contact for staff withdrawal.

1) How it works?
The client company removes employees from the state (actually dismisses it on paper), after which they are employed by the outstaffer company. A contract is concluded between the client and the provider for the provision of personnel for the performance of work. Employees remain their physical jobs, salaries, benefits and accruals, but now they are watched by an outstaffer. Likewise, the provider falls responsibility in case of judicial issues regarding staff. The client pays for the services and conveys the wishes regarding the personnel changes.

Significant savings are obtained on the payment of salaries (and other payments), which not only covers the costs of the contractor, but also allows the company to remain in the black.

2) And who orders this service?

In Kiev (and throughout Ukraine), our clients are distinguished by similar “problems” that unite them:

often work with seasonal staff, but prefer to do it legally;
want to stay on a single tax, but the staff is growing;
“Nuleviks” who are also growing in the size of the team;
preparing for grants, for example, the EBRD;
They prefer to “test the time” of new employees before taking them to the main team;
IT companies recruiting people for a project without FOP.

3) What are the benefits of outstaffing?

makes it possible to expand staff without legal and accounting restrictions on its number;
optimizes the process of HR administration (reduction of time and costs for issuing certificates, deductions, vacations, accrual and payment of salaries, loan obligations, etc.);
makes hiring seasonal / project / temporary employees legal and quick;
minimizes the risks of labor disputes for the client;
relieves business owners of many unpleasant working moments: liability, dismissal, etc.
It makes it possible to work in different regions without opening branches.

4) What are the disadvantages of outstaffing?

unscrupulous providers non-residents of Ukraine conduct illegal activities and may create risks for the client;
possible dissatisfaction with a full-time employee who does not understand why he was employed in one company, but became an actual employee in another;
there is little “noise” around this optimization process, why it seems to be a “gray” method (although this, of course, is not so).

5) What should I look for when signing a contract?

Here, rather individually, but as a rule, the contract should indicate: validity period, price for services, the mechanics of the provision of services, force majeure circumstances and obligations of the parties are prescribed.

Key issues when concluding an outstaffing contract

Do not be afraid of the new – it helps to focus on important tasks and delegate secondary ones. Which, ultimately, has a good effect on the growth of the company, and on the level of salaries of employees. If you still have questions – you can read about the service here or ask a direct question here.

Outsourcing (outsourcing: outer-source-using – use of an external source) is a service that allows delegating certain business processes to executors outside the company. This is a fairly common practice that allows you to optimize the internal work of the enterprise, concentrating on the main tasks for its growth. However, in the field of it, outsourcing of personnel covers a greater volume of work, for example, projects for the development, testing, and closure of technical maintenance issues.

It would be the right decision to divide the two areas of outsourcing companies into IT and general. In the field of information technology, according to the Global International Rating of the International Association of Outsourcing professionals, 18 companies with offices in Ukraine immediately got on the board of honor. Moreover, 12 of them are Ukrainian, with a staff of 200 to 4,500 people. These, of course, are well-known outsourcers:

• SoftServe (more than 4,500 employees, head office in Lviv);
• Ciklum (more than 2000 employees in Ukraine, head office in Kiev);
• Infopulse (more than 1,500 employees, head office in Kiev);
• ELEKS (more than 1000 employees, head office in Lviv);
• Sigma Software (more than 800 employees, head office in Kharkov);
• Intellias (more than 800 employees, head office in Lviv);
• Miratech (more than 700 employees, head office in Kiev);
• N-iX (more than 700 employees, head office in Lviv);
• Innovecs (more than 400 employees, head office in Kiev);
• AMC Bridge (more than 300 employees, the main office in the Dnieper);
• Softengi (more than 200 employees, head office in Kiev);
• Program-Ace (more than 100 employees, the main office in Kharkov).

And 6 more international companies with offices in Ukrainian cities:
– EPAM (more than 5500 employees in Ukraine, head office in the USA);
– Luxoft (more than 3,500 employees in Ukraine, head office in Switzerland);
– TEAM International Services (more than 300 employees in Ukraine, head office in the USA);
– Itera (about 100 employees in Ukraine, head office in Norway);
– Softjourn (more than 100 employees in Ukraine, head office in the USA);
– Artezio (more than 300 employees in the world, head office in Russia).
information taken from the open source site DOU.ua

In the field of general outsourcing, it is more difficult to identify market leaders, as Ukrainian companies do not fall into international selections. If you are looking for, for example, an outsourced marketing department, large local selections and ratings of leading experts will help you. If you need to find a contractor to resolve issues with outsourcing staff, please contact the Recruit Alliance.

Outstaffing is a service that involves the removal of staff from the staff of a company to remove the load from the HR department and optimize work processes. A positive side effect is the reduction of costs within the enterprise due to the redistribution of resources.

The activities of outstaffing companies are regulated by the Law on Employment, in particular, the resolution on the activities of recruiting agencies dated June 5, 2013, and the Tax Code of Ukraine. If you choose an unscrupulous service provider, then you may be interested, including state labor inspectors.

The format of cooperation may become the main cornerstone, therefore it is important to immediately indicate in the contract that the services will be provided to you, and not the staff itself. Then the relationship between the customer and the personnel of the contractor will not be considered labor, and the regulatory authorities will not have a reason for close monitoring. In addition, the reason for the provision of such services should be stipulated (spelled out), ideally, the clause on the impossibility of fulfilling the entire volume of tasks on the client’s own resources.

To summarize, in order to avoid fines and lawsuits, the outstaffer must provide:
– proper service contract
– availability of the relevant NACE when registering your company
– proven reporting scheme that covers the issue of legality of cooperation

Otherwise, the client-customer will have to pay a fine for each illegal employee in the amount of 30 minimum wages, while the contractor will give up to 20 “minimum wages” for work without specialization.

For an attempt to evade taxes – which may also be noted by the fiscal service staff – up to getting under criminal liability and a fine of up to 50% of the amount of tax liability.

It sounds, of course, a little scary. In order not to repeat the mistakes of others, Recruit Alliance strongly recommends working only with trusted outstaffers working in the market for more than 10 years. If you have questions, you can contact us for a free consultation.

One unobvious complexity of Executive Search for those who are not professionally recruiting is the deadlines. And not the timing of the selection – everything is clear with him, the search for TOP management can last longer than the involvement of a marketer, engineer and developer. It’s the matter of payment: the fee for leaving a new person can be received already after a trial period, because the new leader must have time to show good results, otherwise the warranty obligations of the recruiting agency come into force.

All this leads to the main thing – the Executive Search consultant needs to act quickly and very accurately in order to close the vacancy as soon as possible. There are 10 steps that have been developed that are more likely to lead him / her to success.

1. Determine with the client when withdrawing an application: you need a strategist or operation officer, identify 5-7 key objectives and 3-5 main areas of responsibility
2. Prescribe the profile of the future candidate and sign the final version with the client (it will remove a lot of headache, especially with international companies)
3. Prepare the main message for a conversation with potential applicants, where to indicate the UTP of this proposal: change of city for residence (for example, why not leave cold winter Kiev in pleasant Portugal), conquer a new market for the famous TM, release a socially useful product. Don’t forget about money, but, as agency practice shows, their size is secondary
4. Make a map of the search for candidates: from competitors where TOPs with similar skills work, to individual specialists known in the market. In Executive Search, working at speed is good, but carelessness can be too expensive.
5. To think over additional tools where you can “hook” the right candidate: thematic events, communities in social networks (do not forget about telegrams), professional associations, publications and blogs
6. Do not be afraid to maintain confidentiality in the first message, but to maintain flexibility in the discussion of the client-customer. Most likely your candidate knows the company that hunts him, therefore lies can push him away at the wrong time.
7. Do not rely on online communication – try at all costs (within reasonable limits) to arrange a tête-à-tête meeting
8. At the first meeting, identify soft skills. If the person is not “yours,” then at this stage it is worth taking a break. The top manager must fit in well with the team, otherwise he will not be delayed.
9. If everything went well with the first stage, prepare questions from the client for the second meeting (it is very desirable that they be), a hypothetical case for determining the level of competence and all important information about the customer’s company. You should have a fruitful dialogue.
10. Check the adaptation is not the first 10 days, but periodically be interested in a new employee, and the company is everything ok. In order not to seem too intrusive, you can do this every 3-4 months.

To begin with, in Ukraine, outsourcing is conditionally divided into 2 groups: it-outsourcing and general. In fact, outsourcing companies provide the same type of service, but in the field of IT this service has gained wide popularity and was able to go far beyond the borders of our country. Considering that last year Ukrainian it-outsourcers in Europe earned a total of $ 4.5 billion, this service quite predictably became somewhat isolated.

In the legislative field, “outsourcing of personnel” does not have clearly defined rules, more precisely, the “Law on Employment” contains information on the necessary permission, but it has not yet entered into force. Therefore, in order to avoid difficulties with regulatory authorities, outsourcing companies enter into a service agreement that can protect performers in court. This information is relevant for all types of outsourcing in Ukraine and abroad.

The first large outsourcing centers of large international companies began to appear in Ukraine in 2008. Moreover, Lviv became the epicenter because of its geographical proximity to the EU and convenient logistics. The second city is Kharkov, working with eastern destinations. However, due to globalization in Ukraine, many large cities, such as Kiev, Dnieper, Odessa, Ivano-Frankivsk, are charged with potential. Moreover, View Research predicts an increase in the number of outsourced business centers by 75,000 worldwide by 2020.

The main characteristics of an outsourcer who is more likely to get contact (based on personal observations and customer reviews):

1. The more years on the market, the better. The more reviews (including those that are not always positive), the better. Rich experience and the ability to work with objections will be more useful in practice than a beautiful logo and relevant SMM. But, of course, it is better if all communications are at a high level.
2. The presence of ready-made instructions for force majeure. These are the same guarantee cases, clauses on solving complex issues in the contract, the availability of an advance payment and a clear schedule of cooperation with the terms of compensation in case of failure. It is decided individually and strongly depends on the market where the outsourcer works.
3. The presence of staff. Freelancers are good, but for a large company it is important to see regular managers in classic office mode. Exceptions to the rules are found, but extremely rarely.

Recruiting is the search, selection, selection and hiring of a specialist reward. Executive search is one of the areas of recruiting where the agency not only provides the client with a pool of suitable candidates, but also takes care of anonymity, conducts closed negotiations, lures, etc. Simply put, executive search means closing a job of increased complexity.

In large cities, such as Kiev, Odessa, Lviv, Kharkov, and Dnieper, executive search is resorted to when hiring top management, while in small cities, applications are often sent to “rare” specialists: farmers, engineers, and specialists to attract investment.

Executive search firms, as a rule, charge higher fees for their services than for classic recruiting. But the guarantee for the candidate lasts longer – from six months to a year, subject to all points of the agreement on cooperation between the two parties. By the way, in the West, the cost of a “direct search” starts at $ 50,000 per candidate. In Ukraine, the price tag, of course, is ten times lower.

How does Executive Search work? After the vacancy is removed from the client, the recruiting agency analyzes the labor market and job seekers. It is not looking for a specific person who liked the company – this service is called headhunting. At this moment, work begins with direct competitors, because in their staff, as a rule, there is a candidate with relevant experience. Sometimes a direct search includes access to foreign markets, where it is easier to find a specialist, even when it comes to “returning” the applicant to Ukraine. By the way, right now there is a trend of reverse labor migration.

Recruiters study the agency’s internal base, view available analytics and publications on the Internet, and hold meetings in the conditions of maximum confidentiality. Only after obtaining preliminary consent from the candidate, the agency invites him to a meeting with the client.

Over 20 years of practice, the Recruit Alliance has applied for Executive search more than a hundred times. We have experience in closing vacancies of the level and TOP management, and key personnel in the restaurant business, scientific forwarders, it-specialists, the best representatives of the marketing market, farmers, logistics, sales, engineers and others.

If you are currently looking for a unique specialist, contact us – we will show you who is best suited for a vacant position and will orientate by its level of salary.

The hh.ua recruitment and job search portal has published a study that details the portrait of a potential it-emigrant. Firstly, he is included in 30% of specialists from all those planning to move. Secondly, he is most likely a man (70% of the resume), he is from 31 to 40 years old, he has a diploma of higher education and he has been in the profession for more than 6 years. The main countries that IT employees talk about in interviews with recruiting companies are Germany, Poland and the rest of the countries (here we group Cyprus, the USA, Czech Republic, Lithuania, the Netherlands, etc., because in total they give one third of the requests).

In 2018, the German labor market was filled with vacancies for it. Recruiters and direct employers placed 82,000+ requests, which is almost two more than in 2017. But, of course, developers and testers with experience are in demand. To be more specific, they are most often looking for C / C ++, ABAP (which is for SAP), Java, C # and front-end developers. All these guys are needed to work with cloud data, social media, mobile development. There is growing interest in Data Scientist and Virtual Reality Designer. According to the information of the germania.one portal, programmers without German knowledge will be able to find their place in large companies, but cozy lamp offices with up to 30 people are only looking for German speakers. However, do not forget about the “scaled ours” – there will be more mutual understanding with them.

As for it-vacancies in Poland, there are also a lot of them. Moreover, they forecast job growth by 6% at least annually. The Polish General Directorate of Statistics supplements the forecast with an expected increase in the minimum wage of 7% annually. Neighbors typically seek backend developers with UI / UX knowledge. Separately, it is worth noting the growing interest in DevOps to accompany local it-projects.

Everyone who wants to try to find a job in an another country needs to understand that for relocating, hard skills (professional skills) are most important. Given the growing interest in blind-recruitment in Europe, your external characteristics and the ability to be purposeful, sociable and customer-oriented may be left without any attention from recruiters.

To begin with, let’s agree that this article is not about a recruitment agency (job search for a candidate), but about recruitment services. This information is relevant for large cities, such as Kiev, Odessa, Lviv, Kharkov, etc., while for small settlements our instructions may not work for individual reasons.

It is advisable that the founder of the company be a headhunter with experience: either work in a recruiting company before, or freelanced. Ideally, he has his own accumulated base of HR managers and company owners, or a commercial vein and a diploma in recruiting modern courses. Then the routine begins, without which nothing will work:

1. You register a company / individual entrepreneur with the appropriate KVED, for example, for 2019 – this is 78.10 “Activities of employment agencies”. We strongly recommend that you do this, because after a while, when you want to expand the package of HR services, you will find out that only officially working companies can provide them.
2. Be sure to start an online database (CRM is not important) of customers, which will be filled with recruiters. Employees change, but one company can use the services many times. Especially, if every six months to a year you make ringing in the database and remind you of successful cooperation, selling your services is a normal practice among selection agencies.
3. Create company platforms: website, social networks, catalogs, thematic portals, message boards. Develop a content plan, discuss SEO promotion with advertising, advertising – there is great competition in the market, you will have to maintain your position all the time. But the smaller the city, the cheaper marketing will cost you.
4. Develop a unified application withdrawal scheme – here your recruiting skills and recommendations of more experienced colleagues will come in handy. Recruiting is not a new profession; you won’t have to come up with a bicycle.
5. Think about creating a sales team at least outsourcing and the optimal number of requests that the agency will be able to handle. To take and not to carry out is as bad as looking for new customers.
6. The recoupment period of the selection agency is up to six months maximum. To arrive at this figure, determine the percentage suitable for your market (from 5% to 25%) or a fixed amount (does not work long). In addition, we advise you to work on a prepaid basis, since a business based on communications should contain at least some guarantees of mutual interest
7. Gradually identify your strengths and focus on it, not forgetting about your personal PR or PR brand: online training, webinars, participation in events, cooperation and collaboration.

Be effective and don’t be afraid to make mistakes. Having traveled 20 years in recruiting, we can safely say that only experience will teach you how to achieve your goal the first time. But for this, time must pass and “your” team gain a foothold.

Ukrainian programmers, as a rule, are ready to work both in grocery companies and in outsourcing companies. Moreover, every year the Ukrainian IT market is growing at a 26% minimum, which stimulates the development of other businesses, including HR outsourcing companies. Due to this fact, many developers, programmers, designers and qa-specialists not only were able to find conditions for high wages, but received unique experience working on foreign projects.

And yet, who should seek outsourcing specialists in Ukraine?

As a rule, they are looking for the same specialists as ours. In IT it will be: Senior JS, Senior Fullstack, Lead DevOps, Senior Java, Crm dynamicsm Middle Backend developer, Senior .net core, middle / senior react, middle \ senior python, QA, Android / IOS Developer, Java Developer, Fullstack Developer etc.

Especially popular are specialists from large cities of Ukraine (Kiev, Odessa, Dnipro, Lviv, Kharkov), because it is easier to arrange a meeting for a recruiter with them. The salary level of the outsourcer will, of course, differ from the market average for local ones. In addition, you need to carefully read the offer, because the amount of payment can be indicated GROSS (before tax) or Net (final figure).

Studying the possibilities of outsourcing services, foreign clients are often interested in the number of candidates open for cooperation. That is, many companies are more comfortable immediately hiring a team of developers so that they close the issues on the project on their own. However, it is more convenient for some clients to independently assemble a team of specialists around the world and they invite one by one to cooperate. The average term of cooperation is a year with the possibility of extension.

It’s better to order services at the end of summer, when many specialists complete projects and look at offers on the market. The second most popular period is right after the winter holidays, when vacations are over and people are looking for interesting orders with renewed vigor.

By the way, outsourcing can be not only in the it-sphere. In Ukraine, they are also looking for marketers and their colleagues (especially from digital), call center operators, secretaries and representatives of other professions who are ready to work remotely according to a non-standard schedule.

Recruit Alliance provides outsourcing and outsourcing services. For details, please contact [email protected]

Outstaffing and outsourcing are some of the most popular methods for optimizing business processes abroad. In Ukraine, outstaffing agencies are not so widespread, therefore there are no clearly defined norms and restrictions in the legislation. Only in the Tax Code can you find the definition of “staff rental”:

P. 14.1.183 .: “a service for the provision of personnel is a business or civil law transaction, according to which the person providing the service (resident or non-resident) sends one or more individuals to another person (resident or non-resident) to fulfill certain by this function agreement. An agreement on the provision of personnel may provide for the conclusion by the indicated individuals of an employment agreement or an employment contract with the person to whose disposal they have been sent. Other conditions for the provision of personnel (including the remuneration of the person providing the service) are determined by agreement of the parties. ”

The service “outstaffing” includes:

Staff removal
Recruitment
Taking over personnel issues when opening branches and representative offices in other cities or countries
Payment of wages, labor issues
Accounting services
Company cost optimization

What is an outstaffing agency that meets your expectations? One that will reduce the burden on the enterprise, will take on the risks associated with working with personnel, provide employees with a safe environment for cooperation (white wages, pay taxes, maintain benefits and accrual of retirement benefits) and allow company owners to concentrate on strategic tasks and business processes.

It’s good if the outstaffing company works with projects in different cities (at least in large ones – Kiev, Odessa, Lviv, Dnipro, Kharkov, etc.). Even better if her customers were representatives of foreign countries.

The only risk when “removing staff from the state” is to stumble upon an illegally operating agency. In 2018, there were a number of lawsuits in Ukraine with unscrupulous providers, which led to a reduction in the number of austeners. Therefore, when ordering services, be sure to check if the company has documents and positive reviews.

All specialists exporting their knowledge and skills abroad, the employment and staffing agency is conditionally divided into 3 groups:
– qualified specialists (physicians, pharmacists, engineers, IT, etc.)
– working staff (builders, waiters, assemblers, etc.)
– unique specialists who are either headhunted or found through executive search

According to the counter, 1,582,137 people have already left Ukraine, but this is only legally registered. In fact, according to the estimates of the Ministry of Social Policy, from 7 to 9 million Ukrainians are constantly working abroad. If we talk about remote work, then with IT-specialists this figure will increase significantly.

Depending on the level of skills, European salaries can range from 50,000 euros to 140,000 euros per year. In addition, the presence of a confirmed diploma (it is better if it is framed according to an international model) can serve as motivation. But qualified professionals will still have to take confirmatory exams.

According to the report of the World Economic Forum in Davos, in 2020 Europe will be in great need of various specialists from other countries. Recruiters and hr already today should pay attention to the presence in their database of representatives of the following professions:

• analysts, business analysts, industry analysts
• information security developers
• biochemists, nanotechnology engineers
• traffic managers, especially for mobile development
• TOP management
• representatives of creative professions and production
• teachers, coaches and other teaching staff

According to preliminary estimates, today more than 2 million jobs are being prepared for representatives of these professions. To compile this list, 350 company executives from 15 countries were interviewed.

Meanwhile, the Ukrainian list of the most sought-after specialists in 2019 consists of for the most part unskilled personnel (laborers, hostesses, waiters, sales representatives), marketers and their colleagues, drivers and cooks.

If you are looking for qualified personnel to work abroad, you can contact the Recruit Alliance – we will help you find employees, and it is faster and easier for applicants to make their dreams come true.

Outsourcing is the use of external labor resources to close urgent, temporary, routine, and sometimes permanent tasks. When a request arises, the contractors appear – outsourcing company – specialists providing hr outsourcing and other services.

What are the most common outsourcing companies in Ukraine:

providing it-services (development, management, storage)
closing business processes (from recruiting to taking on tasks to optimize internal processes)
sales, production and communications (marketing departments, production of video materials, call centers, quality control, etc.)
financial services and accounting

Outsourcing services are needed at the stages of rapid growth of the company, when all resources are thrown to new tasks. On the other hand, forwarding more complex tasks that are directly related to the company’s activities (for example, in the IT sphere) is also a very common practice.

Why will outsourcing staff always be a good offer? Provided that the client has found a responsible company that respects the terms of cooperation and confidentiality.

We give the most obvious figures. For the functionality of the back office of an IT company, you need: rental of premises, organization of a workplace (furniture and appliances), payment of wages, vacation and other mandatory expenses (office, coffee, electricity), taxes. Even with the most modest calculations and dubious working conditions, the costs will exceed the amount of $ 3,000. And this is without taking into account the time spent on communication with staff.

At the same time, a company engaged in personnel outsourcing assumes all costs and provides services through the remuneration of its specialists. In addition, outsourcing of personnel in the city of Kiev, Lviv, Odessa, Dnipro and other Ukrainian cities allows an additional loan for VAT.

Recruit Alliance always offers more than just a service. Turning to us, the client receives full support and the opportunity to contact our manager 24/7 with a question.

Outstaffing in a free translation sounds like “the withdrawal of staff from the company’s staff.” Today Ukraine does not impose any legal restrictions on the services of outstaffing. The only exception is made in the Resolution of the Cabinet of Ministers of Ukraine dated 05.20.2013 No. 359: the so-called outstaffing services can be provided only by a legally working recruiting agency.

What does the Recruit Alliance offer?

Kiev, Kharkov, Odessa, Lviv, Dnipro and other Ukrainian cities can count on a personal meeting with our specialist for consultation. We will talk about everything related to the optimization of labor costs for company personnel. The price of services depends on the size of the state and is discussed individually.

For those who want to understand the nuances of “ashore” we explain:

After the staff is removed from the state, the Outstaffer company leases employees to its client. In fact, people remain working in their places, but the agency takes care of all labor disputes, payroll and other nuances.

The customer is left with the Recruit Alliance’s labor process information and administrative expenses. Our company submits a report on internal HR administration and payments within the agreed time.

We recommend using the services of Ukrainian agencies. Because for official registration in Ukraine we make deductions to the pension font, which means that all employees of the client company accumulate experience, will receive retirement benefits and retain social benefits. In addition, their relationship with the employer is fully controlled by the Labor Code. On the other hand, the client company can maintain a certain form

To learn more about the format of cooperation, please call 0632370512 or 0673214664.

Remember once the press content analysis was popular? This is such a technical test for the presence of propaganda or hidden campaigning. A competent person determined the number of emotionally-colored words used, and then drew conclusions about the author’s goals. There is a similar method in working with candidates, but it is called linguistic analysis of speech.

Is a recruiting agency trying to get into the head of a candidate and learn his secrets? Not at all. In fact, the recruiter, who owns this technique, will be able to understand only how the applicant himself assesses his abilities and experience. If a person is confident in his abilities, then his speech will consist of positive markers. But if the experience brought him some suffering, then he would use the appropriate adjectives. This will help to understand what kind of employment suits him better.

For example: Unfortunately (negative), my education does not correspond (negative) to my professional ambitions. But I took the risk (pos.) and was able (pos.) to take the position of an intern in the QA department. Now I have received (positive) good practice, pulled up (positive) theory and can (positively) be an excellent Junior QA.

It can be concluded that a person is inclined to compare himself with other specialists and is dependent on an external assessment of his knowledge. But he is not afraid to participate in contests, and therefore he considers himself to be quick-witted and capable of learning. In addition, his self-motivation and self-study skills work well. For initial positions, this is good data.

Or another example: At the previous place of work I had to (neg.) engage in monotonous mechanical work (neg.) because of what I did not have time (neg.) to create a large number of innovative advertising campaigns. This is not bad (neg.), my portfolio has been replenished (pos.) with a lot of applied projects. Now it is easier for me (pos.) to take on big tasks, where I can do creative work (pos.), and be highly productive (pos.) with small tasks.

It shows the employee’s unwillingness to do routine work, to be subordinate. Most comfortable he feels in an atmosphere of creation. But, if he is given the opportunity to lead a serious project, he is ready to close all positions at once – so tired of being a performer. In addition, he likes the company, which follow modern developments.

Another way is to analyze the propositions. Yes, this is exactly what the parts of the utterance are called, which are always true, even if the message has a hypothetical or negative color. They help us take a broader look at the situation.

For example: Now I know how to work in international markets – this means that he did not know before, because experience in this direction can only be counted from the position voiced

If this happens, then I will be ready to take responsibility – until the last moment the applicant will shift the responsibility to others

If we work together, then I will offer you more – I’m not sure that the company meets expectations / it will meet expectations.

I managed better commercial projects – work with barter partners was not very successful

Yes, it’s simple. The main thing is to be attentive and not to forget not only to read out individual words, but also to perceive the received information. Recruitment agency with great experience “clicks” such communications almost instantly, but for beginners in HR we would advise asking for written responses – it’s easier to analyze.