When it comes to IT budgets, salaries are by far the largest expense.  As a CIO, if you haven’t already, you’ll be asked to look at off-sourcing as a cost-saving measure.  One of your first steps is hiring the right staff, but when dealing with an ocean or more between you, interviewing poses some challenges.  And you may find that people can get pretty creative.  So after many years hiring overseas myself, I share with you some of my teams’ experiences with employment “creativity.”  Mind you, we used local recruiters in every scenario.

  • We received a resume we like.  On paper, the potential employee had great experience and extensive training, complete with a list of diplomas and certifications.  We’re impressed, until we delved a little deeper.  Our research showed the accreditations were false, just useless, printed diplomas.  We also noticed these same “certified” trainings on many of the resumes we received.
  • We’re presented with a great prospect.  We flew one of our own over for the interview.  Our director loved the guy and gave him a start date before returning home.  On the start date, our candidates’ brother showed up to work.
  • We’ve learned.  We now check ID verification before and during the interview.  And we hold our initial interviews over Skype.  We asked a few initial questions and all goes well.  As we started questioning technical expertise, we heard a voice off screen coaching our interviewee and giving him the answers.  We’re being Cyrano de Bergerac-ed.
  • Yes!  We finally hire a strong worker.  She’s fantastic and the team loves her.  But on a location visit, we notice she vanishes from time to time.  We search and find her working in a remote location in the building.  Is she a superstar hammering out details in a quiet location?  Nope.  She was logged into her second job’s system and completing tickets.
  • We’re hiring for a manager level position and this guy looked strong on paper.  He provides us with a copy of his I.D., independently passes our interview, and has great references.  On the job, he proves to be a top performer, his work superior.  We thought.  We found out he had hired his own off-the-book employee, a shadow worker, to complete his projects.  We fired him and kept his shadow (yes, the guy was that good).

We’d love to hear your tales of outsourcing.