Category: Uncategorized

18 Jan 2024
outsourcing to Guyana

Outsourcing to Guyana for Marginal Gains and Cost Savings

Empowering Growth: Strategic Outsourcing to the Caribbean in 2024

In the dynamic landscape of 2024, businesses are incessantly seeking avenues for growth and customer base expansion. Amidst this pursuit, strategic outsourcing has emerged as a transformative strategy, particularly when considering the unique advantages presented by the Caribbean. This article explores in greater detail the intricacies of strategic outsourcing to the Caribbean and how businesses can derive unparalleled value by leveraging the skilled workforce and cost-effective environment in the region.

The Evolving Business Landscape of 2024

As businesses chart their growth trajectories in 2024, they encounter a myriad of challenges and opportunities. Central to their endeavors is the commitment to customer-centric strategies, digital transformation, and a keen focus on optimizing budgets for sustainable growth.

  • Customer-Centric Excellence:
    • In an era where customer loyalty is paramount, businesses are prioritizing strategies that enhance the customer experience. This includes personalized services, targeted marketing, and seamless interactions throughout the customer journey.
  • Digital Transformation Imperative:
    • The accelerating pace of digital transformation is reshaping business operations. From embracing e-commerce platforms to leveraging digital marketing tools, companies are investing in technologies to enhance customer engagement, streamline processes, and stay ahead in a digital-first marketplace.
  • Strategic Budget Optimization:
    • Maximizing the efficiency of budgets is crucial for companies aspiring to drive growth. The challenge lies in identifying areas where costs can be optimized without compromising quality, allowing organizations to reallocate resources strategically.

outsourcing to Caribbean

Strategic Outsourcing: A Catalyst for Growth and Efficiency

The Caribbean, with its skilled workforce, cultural alignment, and cost advantages, stands out as a strategic destination for outsourcing critical business elements. Here’s a closer look at how businesses can extract substantial value from strategic outsourcing to the Caribbean:

1. Outsourcing Business Critical Elements: Enhancing Efficiency and Focus

In the pursuit of growth, businesses can identify non-core functions that can be outsourced without compromising quality. Customer support, data entry, back-office operations, and IT services are prime candidates for outsourcing. By entrusting these critical elements to the Caribbean, companies can streamline operations and redirect internal resources toward core growth initiatives.

2. Access to Skilled Professionals: Unlocking Expertise at a Competitive Cost

The Caribbean boasts a growing pool of skilled professionals with expertise in various business functions. Outsourcing to the region allows businesses to tap into this talent pool at a fraction of the cost compared to in-house operations. This translates to significant cost savings without compromising on the caliber of work delivered.

3. Cost Efficiency without Compromising Quality: Achieving Tangible Savings

Leveraging the cost advantage of the Caribbean allows businesses to achieve substantial savings. The competitive cost of living in the region ensures cost-efficient outsourcing solutions, freeing up budget for strategic investments in growth initiatives. This approach is particularly valuable for businesses looking to maximize ROI and allocate resources judiciously.

4. Focus on Core Competencies: Channeling Resources Toward Growth Initiatives

Strategic outsourcing enables businesses to concentrate on core competencies – the areas that directly contribute to growth and innovation. By entrusting non-core functions to skilled professionals in the Caribbean, companies can align their efforts with strategic initiatives, propelling their competitive edge in the market.

5. Scalability and Flexibility: Adapting to Market Dynamics

The dynamic nature of business demands scalability. Outsourcing to the Caribbean provides businesses with the flexibility to scale operations up or down based on market demands. This adaptability ensures that companies only pay for the services they need, optimizing resource allocation and enhancing overall operational efficiency.

6. Cultural Alignment and Customer Engagement: Enhancing Connection with Target Audiences

The cultural alignment between the Caribbean and Western markets is a strategic advantage in customer-centric initiatives. Outsourced teams in the Caribbean possess an inherent understanding of the cultural nuances of Western audiences, facilitating effective communication and engagement. This alignment contributes to enhanced customer satisfaction and loyalty.

7. Technological Advancements: Staying Ahead with Cutting-Edge Solutions

The Caribbean is not just a hub for skilled professionals but also a region embracing technological advancements. Outsourcing critical elements to the Caribbean ensures that businesses benefit from the latest technologies and streamlined processes. This includes the use of sophisticated payroll software, data analytics tools, and other technological solutions, enhancing overall operational efficiency.

8. Risk Mitigation: Ensuring Compliance and Quality Standards

Strategic outsourcing serves as a robust risk mitigation strategy. Professionals in the Caribbean are well-versed in industry best practices, compliance standards, and quality assurance protocols. This expertise reduces the risk of errors and legal complications associated with certain business functions, providing businesses with peace of mind as they navigate complex regulatory landscapes.

9. Time Zone Advantage: Facilitating Real-Time Collaboration

The time zone advantage is a significant benefit when outsourcing to the Caribbean. Overlapping work hours with Western markets facilitate real-time collaboration and communication between onshore and offshore teams. This ensures seamless operations, efficient project management, and an enhanced collaborative environment.

10. Global Expansion Opportunities: Paving the Way for Market Penetration

Outsourcing to the Caribbean opens up opportunities for global expansion. With cultural affinity to Western markets, businesses can establish a presence in the Caribbean, paving the way for future growth and market penetration. This strategic expansion not only unlocks new customer segments but also positions businesses strategically in an increasingly interconnected global marketplace.

Conclusion: Navigating Growth with Strategic Outsourcing

In conclusion, strategic outsourcing to the Caribbean stands as a potent catalyst for businesses seeking to unlock growth potential, optimize budgets, and thrive in the competitive landscape of 2024. By strategically leveraging the advantages of the Caribbean region, businesses can derive unparalleled value, achieve significant cost savings, and propel their growth initiatives with newfound efficiency.

As businesses continue to navigate the complexities of a rapidly evolving business environment, the synergy between strategic outsourcing and the capabilities of the Caribbean’s skilled workforce becomes a decisive factor. This collaborative approach empowers businesses to not only weather challenges but to emerge stronger, more efficient, and better poised for sustained growth in the years to come.


23 Nov 2023

20 Apr 2020

Mental, emotional fortitude — not gender — make for good leaders

The Maybelline commercial tagline — ‘Maybe she’s born with it’ — rings true in the office too. The reality is that many executives, managers, and CEOs are women, increasingly so over the last 15 to 20 years in particular. This means that a growing number of female leaders at varying levels of organisations are crafting company culture.

This is difficult enough during times of growth and prosperity; imagine performing that tightrope balancing act during a crisis. Patriarchal stereotypes posit that women are naturally more emotional creatures, which makes them ideally suited for ‘complementary roles’ in human resource (HR), for example, but this kind of generalisation masks some of the real issues – temperament under pressure and emotional intelligence.


You Can’t Handle The Truth

It’s obvious that men and women are different. This is not only natural law but also advantageous when it comes to how we process information and communicate. While one’s ability to think strategically and see the proverbial ‘big picture’ is more reliant on experience, exposure, and socialisation, the argument about which gender is the better leader or decision-maker has always been mooted.

Research proves that leadership, especially in times of crisis, weighs heavily on the mental and emotional fortitude exhibited by the individual, regardless of gender. Those who emerge successful are those more adept at connecting with and influencing their team members with a mindset that embraces challenges and change, and those who communicate the harshest realities without completely demotivating their core teams.

Those qualities, which are evidence of mental and emotional mettle, are increasingly key to HR professionals and headhunters in their assessment of candidates, as much as their skillset and competencies. Being ‘book smart’ but weak as a leader does nothing for staff morale or the bottom line in trying times.

EI vs AI

EI, or emotional intelligence, speaks to the ability to manage one’s emotions and interpersonal relations with empathy. Meanwhile, AI, artificial intelligence, in its strictest sense refers to computer systems performing some degree of human sensory and autonomous decision-making functions. In a human context, however, AI is used to refer to the standard intelligence indicators.

Successful leaders will need to embody both, particularly in times of crisis.

A recent Harvard Business Review article by Ron Carucci reported that 38 per cent of executives said they didn’t expect the loneliness and isolation that accompanied their jobs, and 54 per cent said they felt they were being held accountable for problems beyond their control. Welcome to the reality of the working world! ‘Other duties as assigned’ on your job description means just that; a caveat to do the dirty work if and when required to.

Before getting there, however, we submit that leaders first need to ruthlessly assess their own strengths and weaknesses and let openness and authenticity drive their words and actions. Calm, honest leadership trumps bravado and empty rhetoric every time, moreso now than ever. And that’s a person thing, not a gender thing.

Until next time, leaders keep lookin’ up, and stay safe!



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24 Sep 2019

What’s love got to do with it?

For the new generation of workers, company loyalty is often a fluid notion; a commodity to be traded to the highest bidder. Employers of choice must therefore be mindful of the cost and customer service implications of high attrition rates and try to mitigate this by ensuring that their pay and benefits package is attractive. It’s especially important when employees see the company growing and being profitable but don’t see it reflecting in their salaries. Recognition programmes and company perks can only go so far, and it’s not like they are considered legal tender at the supermarket.


Some say the sweet spot is when you get well-paid to do something you’d probably consider doing for free anyway. Take for example an executive buyer whose job is to travel the world, shopping in the most exciting cities, purchasing designer wear. Who wouldn’t want that job, right?

However, any human resource (HR) professional can also attest that in order to keep employees happy and engaged at the end of the day, they must have enough disposable income to save, pay for school, or buy a house or car. In this regard, job satisfaction is directly correlated to compensation. That ultimately is what matters most, especially to line staff. Therefore, organisations that choose to retain earnings, pay higher stock dividends, or invest in expensive infrastructural projects in lieu of reinvesting in their most valuable asset — their team members — stand the risk of losing them to companies that recognise and value them enough to pay them what they’re worth.

Notwithstanding, many HR professionals struggle to access accurate or recent compensation information to create competitive compensation packages. Companies like Birches Group help to provide this type of accurate and up to date compensation data which managers can use to create competitive packages.


On the other side of the fence — where employers are concerned — job security as it used to be known is a thing of the past. Now it’s mostly about, what have you done for me lately? The concept may sound reprehensible to more seasoned campaigners, but the truth is that many organisations are no longer bound by that unspoken contract — that “we will do our best to ensure your job security and compensate you equitably”. The sad reality is that one day you will have a job and next week 500 employees are cut in rationalisation exercises designed to make the company more agile and efficient — which, in English, means you’re fired.

But people aren’t stupid; not most of us anyway. When staff members see the company’s profitability booming, new locations opening, managers’ motor vehicles being upgraded, they begin to ask questions, like, “What about me? Where’s my pay raise? I want nice things too!”

And you know what ultimately suffers the most from this situation, the company they USED TO work for. That’s when manager’s scramble for advice from HR service professionals about how to keep their best and brightest. No wonder many in the job market have become occupational mercenaries, ruthlessly seeking new opportunities when their future with their current employer looks bleak. It then becomes a case of ‘do unto others BEFORE they do unto you’. Thank you, next…

Until next time, leaders keep lookin’ up!



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30 May 2019

Understanding the Performance Management Cycle

Performance management is often considered as simply performance reviews and appraisals. However Michael Armstrong in his Handbook of Performance Management defines performance management as   “the continuous process of improv­ing performance by setting individual and team goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills and abilities of people.” The key word of this definition is continuous which means the performance management is an on-going activity and one-time or once a year event.” Therefore, when looking at performance management, it is important to look at the different stages of the performance management cycle

The Performance Management Cycle

Plan – setting clear performance expectations and goals for individuals in order to achieve the organizations goal. In setting these goals it is involve setting S.M.A.R.T. objectives. These are:

  • Specific – answering the question what is to be done
  • Measurable – looks at how you will know you have achieved the expectation in measurable terms.
  • Achievable – looks at if the person can do it within the time frame and resources that are provided
  • Relevant – looks at if the objective is aligned with the organizations objective and the employee’s role
  • Timely – looks at when it will be done. This means that the objective has a built-in deadline by which the person is expected to have it completed.


Act – This is the process where the individual will seek to achieve the objectives and carry out the roles given.

Monitor – This is the process of consistently measuring performance and providing feedback to the employee on their progress.

Review – This is the process of reviewing the employee’s performance with respect to the goals that have set.

Though it is defined as a cycle it is important to note that there are no arrows indicating order in the diagram. This is because the flows do not naturally into each other. The Act and Monitor aspect might be continuous throughout the year but the Review process might be a once-a-year event and the planning aspect might take place throughout the year and re-reviewed based on the organizations needs.


09 Jul 2018

Have what it takes to be a manager? by Debra Fraser

Aspiring Ainsley just passed his 90-day probation at an entry-level job and schedules a meeting with HR to ask where he can apply for a manager position. Ambitious or delusional? Who knows, maybe a bit of both! But it begs the question: How do you know if you are management material? What are employers looking for anyway?

The 70/30 Rule

Having worked with clients both locally and overseas (about a 30 per cent – 70 per cent split), I can tell you there is no clear answer, but there certainly are trends. Some local companies still look for the traditional pre-requisites: education, peer and supervisor references, industry knowledge and experience, and prior management experience. This last requirement is really a catch twenty-two. The result is that many high-potential managers are excluded from consideration due to one or two unchecked boxes. Companies from North America and the UK are more flexible on the education and qualifications side, but sometimes rely too much on ‘personality’ fit, preferring candidates who build rapport with them, at the expense of solid management skills. So what’s an aspiring employee to do?

The best advice I can give is simply this: build your experiences on a solid foundation, much like you build a house. Build it and they will come! Here are some competencies that all employers want to see:

Once you have these skills, half the battle is won.  The other half is being able to confidently present them in the interview process. Another hurdle that must be crossed!  Hiring an Interview Coach to work with you is an effective, and worthy investment.  Having coached job-seeking managers on interview skills I have seen time and time again that the best-skilled candidate will almost certainly NOT get the job if interview skills are lacking.

Finally, consider your motivation for moving into management, a role carrying much higher responsibility and stress.  Let’s say the management post would equate to an additional $20,000 JMD per month, then you must consider your options.  Perhaps a part-time job in teaching or real-estate, or working overtime, could yield a similar cash lift.  If selling Avon on-the-side would reward you an additional $35,000 JMD per month, which would you choose? If you still choose management, money is likely not your main motivator, and you will enjoy the sober pursuit of becoming a manager.

Debra Fraser M. BA, is CEO of Caribbean HR Solutions – a leading HR Outsourcing and Consultancy firm, a member of the BPIAJ, HRMAJ – Human Resource Management Association of Jamaica, and SHRM Society of Human Resources Management. Please direct comments to or


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06 Jun 2018

4 Tips That Attracts Good Talent

1. Teach Your HR Team to Be Active on LinkedIn

Most of the time, talented candidates are already employed and aren’t actively looking for new opportunities. But you can find them on social networking platforms like LinkedIn where they show off their skills and share their expertise. That’s why your recruiters should create a LinkedIn profile for your organization and share news about vacancies. A well-written job description will attract talent hanging out on the network.

All members of your HR team also need to optimize their personal LinkedIn profiles so passive candidates can find them. Make sure your recruiters know how to effectively search for LinkedIn profiles of professionals who have the right skills and qualifications. Once they identify these candidates, recruiters should have engaging recruitment messages on hand so they can approach and target these professionals.

“If you’re after candidates with niche skill sets, consider building a candidate database. Your recruiters will be able to keep track of professionals and respond quickly to candidates who apply for a position.”

2. Keep Your Recruitment Process Short

Glassdoor recently revealed that the typical hiring process lasts around 22 days.  If you ask any candidate, they’ll tell you that three weeks is way too long. A recruitment process that drags along will never attract and engage talent. A slow response from your team won’t keep talented candidates interested in your offer. And other employers might snatch these candidates out of your hands.

How can you shorten your recruitment process? Here are some key strategies you should start implementing in your team right now:

  • Make your careers website mobile-friendly – candidates like to check new job offers on mobile devices, so reach them by optimizing your content for mobile.
  • Ensure that your team reviews applications daily – you can’t afford to lose talented leads who come knocking at your door. Recruiters need to pay close attention to incoming applications and address them promptly.
  • Schedule interviews as soon as you accept a resume – your HR team should quickly respond to applications from talent and be flexible in adjusting to their schedules.
  • Follow up with candidates on a regular basis – talented candidates need to be informed about their current stage in the recruitment process.
  • Don’t hesitate to present the offer when the hiring manager agrees to hire a candidate – recruiters should be quick in following up with an offer. It can be the same day or a day after. Otherwise, they risk losing the candidate to another company.

3. Personalize Your Hiring Process

Sometimes it’s hard to imagine that recruiters should personalize their communication when hundreds of candidates apply for vacant positions. Personalization is a challenge, but your team should never forget that resumes represent real human beings who deserve respect. Talented candidates spend a lot of time crafting their resumes and tailoring their applications to match the job description. From their perspective, it’s fair to expect a personalized approach in return.

A cold and impersonal recruitment process will inevitably damage your employer brand. You’ll never attract the type of candidates that you’re trying to source. Help your HR team realize that every time they get in touch with a candidate, they’re representing your company. The hiring process should be efficient and transparent. That’s how you build a positive employer brand that catches the eye of top talent.

4. Emphasize Return on Investment (ROI)

A recent report showed that companies that actively source talented candidates can boost their revenue by over 200% compared to organizations that don’t engage in such activities. That’s why your HR team should stop focusing exclusively on candidate skills and qualifications, and look instead into their quantifiable achievements. If a candidate writes on their resume that they’ve increased sales by 12%, your team can bet that they will achieve similar results in the position they’re trying to fill.

Your HR team needs to have a good understanding of how significant ROI and revenue are for your company. They’ll look for candidates who can streamline processes and optimize them to impact your bottom line.

Key Takeaway

Attracting, sourcing and engaging talent is a top priority for every organization these days. You need a smooth and personalized recruitment process to engage these passive candidates efficiently, especially if you’re searching for unique skill sets. Use these four strategies to teach your HR team how to hire the most impressive talent in your niche.


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05 Mar 2018

3-2-1.. Go!!: Caribbean HR Solutions New Website!!

Caribbean HR Solutions starts the new year bright by launching our newly revamped website. After months of tedious and hard work, this new design has you in mind. It’s clean and uncluttered design makes visitors to the site better able to navigate and identify the services offered by CHRS.  It provides a clear image of who we are and how we can assist you in becoming who you want to be.

We encourage you to visit the new website, particularly the services page and explore the services that are offered by Caribbean HR Solutions.  With a variety of methods of communications employed with the new website (chat, leave a voicemail, call), the new website is designed with our new and prospective clients in mind ensuring that you have multiple means by which to contact us.

Start exploring our updated and added website features

  • Our Homepage
  • Services
  • BPO Center
  • What’s New/ blog page
  • Events page
  • Testimonials

Stay connected with us through our social media platforms, follow us on Twitter, LinkedIn and Facebook.

When companies need HR support for their business, they call us for help.  We provide a unique approach to HR Outsourcing that allows you to focus more on developing your business.Caribbean HR Solutions is a team of experienced and certified experts in Human Resources, Executive Search, High Volume Recruiting, Training, Compensation Design, Benefits and Payroll Administration.  Providing short-term assistance to meet targets, consulting projects, or long-term outsourcing solutions, we ensure you receive a cost-effective, process-driven solution. Because we believe that Talent Matters.

01 Feb 2018

Why Outsource?

Why Outsource?

Many firms take advantage of the opportunity to outsource their HR services for the additional benefits that they receive.

  •         Saves money/Cuts Costs – Perhaps the biggest and most significant benefit that is received from outsourcing your HR functions is that it saves the firm money. The firm no longer has to hire a large amount of people that will deal with critical HR tasks while at the same time still maintaining that compliance with all employment laws.
  •         Reduces risk by ensuring compliance with employment laws – The main function of a HR company is to monitor employment policies and practices to ensure that the company and its employees remain compliant while attending to the best interests of the company.
  •         Gain Access to top-level recruiters and HR technology without the additional cost of having to invest in it – Recruiting the best talent for your company is critical and can be determinant in your company’s success or failure. Using HR firms can help your company to gain access to their talent/expertise; technology as well as industry contacts that they would have gained. This will position your company to utilize top HR expertise and skill without any additional overhead costs.
  •         Focus on core business module – Outsourcing your HR functions will allow your company to ensure that your company is able to focus on its core business while ensuring that current staff is taken care of. It allows your current HR personnel to spend more time focusing on implementing strategy while the HR firm will focus on administrative HR duties.

Studies conducted shows that outsourcing a portion of your HR services have proved to be beneficial to many companies in enhancing their business module and enhancing their success.

Top HR Functions to Outsource

  •         Recruiting
  •         Payroll
  •         Benefits Administration
  •         Compensation
  •         Performance Management
  •         Policy and Compliance
  •         Labour Relations
  •         Attendance Management