How to Hire Remote Talent in Latin America: Step-by-Step Guide

Hiring remote talent can be difficult when you are dealing with talent acquisition firms that don’t speak English well or have difficulty sourcing talent quickly and efficiently.  At Perfect Fit Recruiters, we pride ourselves in our ability to communicate expectations, with companies looking for talent, clearly and without unknowns to the process of hiring remote talent in Latin America. Below is a step-by-step guide on how companies can source Latin American remote talent through our firm. 

1. Companies need to make sure they are clear on the talent they are looking to hire. This make take a little bit of thinking on the part of the company looking to hire but is paramount to define before Perfect Fit gets started. Its also important to define the country or region (multiple companies) you are looking at hiring from. 

2. Once you have identified the type of talent your looking for, you can now move forward with next step, which is to create a well thought out job description and salary range you wish to stay in. The salary range has to be realistic and this is where our expertise comes in, because we can help guide you in the matter of whether the salary may be too high or too low. 

3. A job description should have details you hope to find in a candidate which may include a) job overview b) responsibilities c) requirements d) clear parameters e) job positions objectives f) proficiency in specific technologies (example SEO, Google Ads, Google Analytics, Social Media) g) level of English proficiency (this can be measured in a scale  from 1 to 10) g) could also include type of CRM experience they may have. These are just a few examples that you can use as a guideline to making your Job description.

4. Sourcing period. It will take Perfect Fit approximately 30 business days to source and interview the candidates. During this time, we go over all CV’s that we have sourced and from here we keep only the CVs that are applicable to the position.  Every CV that comes in gets an initial interview so that we can gage whether they are fit for the job position and whether they have the level of English we are looking for. 

5. Interview process. After the first interview, we funnel the best talent to the second stage which is a more formal interview that usually consists of 10 to 15 questions that are relevant to the position. 

6. Psychometric testing. Once we have narrowed down the search to the top 2 or 3 candidates, we have them take a psychometric test which often includes industry specific questions as well. Results of the test will be included in the package that we will send the companies which include formal interview in Q & A format that measures 3 things in the interview, level of diction (how well do they speak English) comprehension (how well they understand English) and Interview (how well did they answer the interview questions). These three things are placed on a scale from 1 to 10. We also include CV of the talent in English and results of the psychometric testing.

7. From this point forward we allow 5 business days for the company to organize their own interview so they can get a feel for the candidate’s personality and aptitudes. We require that a representative of Perfect Fit to be included in the interview so we can give feedback to our talent. If the company is not satisfied with the candidates we put forward then we have to do a second sourcing which will take the same amount of time i.e. 30 business days. Salary range and requirements may need to be adjusted.

8. Direct hiring process. If you have found a good fit for your company you can proceed by setting up a contract and moving forward with the hiring process. This is done directly by the company. Perfect Fit does not get involved in this process. When the person is hired we get paid for our services with an amount that is the same as the salary you have hired this new client at. 

9. 60-day guarantee. If before 60 days the recruited talent is not meeting the standards or      goals required by company that hired the talent, per the initial characteristics sent to Perfect Fit, the company can decide to terminate the talent’s contract and the company is required to continue the recruitment process to present more talents for consideration. This works like a 60 day guarantee. If the first talent is not a good fit we are required to find a replacement. This is a one-time process

9.Hiring is done through companies contracts and Perfect Fit is not responsible for payroll unless this is requested. We certainly help facilitate getting the company and talent familiar with forms of payments and other details that may come up.