Not only is it a problem for employers, but it鈥檚 a struggle for employees, too. Your current employees can have increased workloads and longer working hours.

If employers address this faster, it can prevent employee burnout. It will allow employers to maintain a stable workforce amidst potential shortages.

The most direct way to deal with this issue is by hiring more workers. When faced with this situation, employers often encounter another dilemma: should they offer a part-time or vs. full-time job?

If you鈥檙e an employer or hiring manager faced with this question, this guide can help. This guide discusses the part-time vs. full-time worker differences, their pros and cons, and when to choose strategically.

Key Takeaways

• A Strategic Choice Based on Specific Business Needs: The decision to hire part-time versus full-time employees is a strategic one that depends on a company’s immediate and long-term goals. Each model offers a distinct set of advantages and disadvantages.
• Part-Time Work Offers Flexibility and Cost-Effectiveness: Hiring part-time employees is the ideal solution for businesses that require flexible scheduling to manage seasonal or fluctuating demand. It is also a cost-effective way to add support without the high overhead of a full-time salary and a comprehensive benefits package.
• Full-Time Work Provides Stability and Deeper Integration: Hiring full-time employees is the better choice for achieving consistent workplace productivity, greater employee loyalty, and the stability necessary for long-term strategic project planning. It is often more efficient than hiring multiple part-timers to cover a consistent need.
• Key Differences Go Beyond Just the Hours Worked: The primary distinctions between the two employment arrangements extend beyond the number of hours worked. They also include significant differences in compensation and benefits eligibility, levels of job security, and the consistency and predictability of work schedules.

What Is a Part-Time Employee?

A part-time contract definition is when the employee鈥檚 work hours are fewer than a full-time worker. Different jurisdictions have their own rules on how many hours it takes for employees to count as part-time.

As an example, in Australia, full-time working hours are 38+ hours per week. This highlights the distinction between part-time vs. full-time in Australia.

On the other hand, the maximum number of part-time hours per week in Singapore is less than 35 hours. For both the US and the UK, a full-time employee usually works for 35+ hours.
Knowing the local regulations is key if you鈥檙e working with offshore employees. However, a knowledgeable offshore company should handle that on your behalf.

What Benefits Are Part-Time Employees Entitled To?

Employee benefits are one of the recurring costs companies have in human resources. 

Usually, part-time employees don鈥檛 have complete employment benefits like full-time workers do. However, local labor laws may indicate which benefits are mandated for both part-time and full-time employees.

For example, if you鈥檙e hiring offshore employees from the Philippines, they have legally mandated benefits applicable for both part-time and full-time employees. These are:

• Public health insurance
• Government pension plan
• Housing loans and savings plans
• 13th Month Pay
• Paid leaves

It鈥檚 best to reference the local regulations. That way, you can accurately understand what are mandatory employee benefits for part-time workers.

See Also: Planning to build an offshore team in the Philippines? Here are other non-negotiables to consider outside of employee benefits.

Are Part-Time Employees Exempt or Non-Exempt Employees?

For US employers, part-time employees can be exempted regardless of working hours. Here are the three requirements according to the US Fair Labor Standards Act:

• Is the employee paid a fixed amount each week?
• Are they paid at least $684 per week?
• Are their jobs those of an administrative, professional, or executive employee?

If the answer is yes to all three, then they are exempt. The most significant implication is that they won鈥檛 be eligible for overtime pay.

What Is a Full-Time Employee?

The legal full-time employment definition differs per jurisdiction. In general, though, it is a worker who works the minimum working hours indicated by the company. Those minimum working hours differ per company or country.
For example, there should be no differences in the treatment of part-time vs full-time UK workers in their labor laws. However, the full-time working hours usually are 35+ hours per week.

Can a full-time employee work part-time, too?

Usually, there are no laws disallowing full-time employees from taking on part-time work. However, there may be stipulations in employee contracts regarding this situation.

For any full-time employees planning to take part-time jobs, talking to their employer is necessary. That ensures that they鈥檙e not breaking any contracts when they take on part-time work.

What is the Difference Between Full-Time vs. Part-Time Employees?

Let鈥檚 discuss the differences between full-time and part-time employees. That way, you can accurately estimate which employment arrangement fits your current business needs.

Working Hours

The main difference between a part-time and full-time worker is their working hours.

Various jurisdictions have diverse regulations on what hours count as full-time. However, the rule is usually the same: the max hours for part-time workers don鈥檛 exceed that of full-time employee hours.

Employee Benefits and Compensation

The compensation for part-time employees is usually lower than those of a full-time employee. That鈥檚 because of the fewer working hours and employee benefits of a part-time worker.

There are legally mandated employee benefits that apply to both full-time and part-time workers. Most of the time, full-time employees enjoy the whole breadth of benefits employers provide, including fringe benefits.

Job Security

Full-time employees retain employment status regardless of the ebb and flow of work demands. However, part-time employees don鈥檛 have that same job security.

One of the main reasons companies hire part-time employees is because of seasonal demand. They would then add a duration in the employment contract detailing how long a part-time worker will stay with them. They may decide after that period whether they still need the part-time employee or not.

Work Schedules

Aside from variations in part-time vs full-time hours, the work schedules are also a main point of difference.

Full-time workers usually have a consistent schedule every week. It rarely, if ever, changes. Most of the time, it鈥檚 a straight eight-hour shift.

On the other hand, part-time workers often operate on a shifting schedule. Their schedule can change each time depending on the needs of the company.

Table 1: Four Main Differences Between Part-Time and Full-Time Workers

Knowing these differences helps effectively manage work schedules, benefits eligibility, and overall workforce planning. Thus, you can remain compliant with labor laws.

Advantages of Hiring Part-Time Employees

To understand whether you need a part-time employee, knowing their strengths is key. So, let鈥檚 cover what advantages employers gain if they hire part-timers. That way, you can make an informed decision before you start the candidate search.

Flexible Scheduling

There are some tasks you need to do in your business that require unconventional working hours. In this case, hiring a part-time worker can be a stopgap.

For example, you might only need additional workers during the holidays. Instead of committing to a full-time employee, a part-time worker can fulfill these tasks. You can then safely end your working relationship after seasonal demand has waned.

Cost-Effective Talent Solution

Small business owners in growth phase find themselves overwhelmed with work. However, hiring a full-time employee might either be:

• too costly, or
• not a priority because demand isn鈥檛 that high just yet.

In this case, part-time employees are a great cost-effective solution to a need for labor.
Even if you鈥檙e not a startup, offering a part-time vs. full-time job is more cost-efficient. That鈥檚 because you don鈥檛 have to spend money on employee benefits. Plus, the salary of a part-time worker is lower, too.

Access to More Talent

Some highly skilled workers aren鈥檛 available for full-time work. It could be because they鈥檙e already a full-time employee or prefer part-time work.

If your business still needs these highly specialized workers, engaging them part-time is a way to do that. You鈥檒l find it easier to access specialized experts that you wouldn鈥檛 have been able to reach out to before.

More Support for Full-Time Employees

Full-time employees directly feel the impact of a labor shortage in the company. That鈥檚 why when you hire a part-time employee, they can support your full-time employees.

When To Apply This: If you want to hire part-time employees to support full-time workers, the best time to do that is:

• When multiple employees are on leave simultaneously
• During peak seasons
• When you need extra hands during unconventional times (events, pop-up booths, etc.)

These are the strategic examples of when to hire part-time employees to support full-time workers.

Disadvantages of Hiring Part-Time Employees

Employers planning to hire part-time workers should look at potential challenges. Understanding these helps companies mitigate any issues. Knowing the cons can also help employers effectively address business needs with part-time staff.

Lower Employee Engagement

Part-time employees have fewer obligations to your company. Aside from that, they don鈥檛 spend as much time in your company. That鈥檚 especially true if you hire them on a seasonal basis. Therefore, part-time employees can be less engaged than full-time employees with your company.

Tip to Manage This Challenge: Adjusting communication styles and avoiding micromanaging are a few ways to increase employee engagement.

Logistical Challenges

The more workers there are, the more complexities there are in scheduling.

You have to ensure that some shifts aren鈥檛 less staffed than others. At the same time, you have to project which times have increased workload. That way, you can hire part-time workers at the right time.

Tip to Manage This Challenge: Scheduling challenges require you to rely on your managerial team. Offering them scheduling tools and software can help them in project and schedule management.

Work Quality Inconsistencies

When it comes to part-time vs. full-time job work quality, it鈥檚 easier to stay consistent with full-time workers. This is especially true if you don鈥檛 work with the same part-time employees.

Unlike full-time workers, part-time employees have fewer chances to develop expertise or upskill. Therefore, it鈥檚 harder to keep work quality consistent. Not to mention that you have to constantly onboard new part-time employees. 

Tip to Manage This Challenge: A streamlined onboarding process reduces the time and effort in onboarding new part-timers. Also, having a pool of part-time employees that you rely on can reduce the need for retraining.

Part-time employees are great for addressing fluctuating business demands. However, long-term projects and consistency are challenges that hiring part-time employees often brings.

When Should You Hire Part-Time Employees?

Part-time work is popular as it accommodates those unable to commit full-time, such as students and parents. Employers can retain skilled employees in these categories by offering part-time roles instead of losing their valuable expertise.

Did You Know: The Netherlands had a 38.70% part-time employment rate in December 2023.

Another situation where hiring part-time employees is better is if you鈥檙e working with lean resources. Part-time employees boost operational efficiency without egregiously increasing your labor expenses.

If you find your business in these situations, that鈥檚 a sign it鈥檚 time to hire part-time employees.

Advantages of Hiring Full-Time Employees

Part-time workers have their place in any modern workforce. However, full-time employees have benefits that are valuable to employers, too.

Here are the benefits of having full-time employees. Explore them to determine if a full-time employee is the better solution for your labor needs.

Consistent Workplace Productivity

Full-time employees don鈥檛 have to onboard or retrain constantly. You don鈥檛 have to update them on work operations either.

Their consistent work schedule ensures that their work has reduced disruptions. At the same time, it becomes easier for them to accomplish strategic tasks that are harder to assign to part-time workers.

These are why full-time employees lead to steady workplace operations. Thus, your company is more productive regularly.

Reduced Expenses Spent on Part-Time Employees

If you find yourself regularly offering more part-time vs. full-time jobs, reconsider. It鈥檚 a sign that you need someone to manage these tasks regularly. A full-time employee is the more efficient solution in this case.
An increasingly economical approach would be to work with highly skilled offshore employees. Use an offshore worker鈥檚 salary calculator to determine the cost savings you can gain from working with them.

Better Employee Loyalty

Better employee loyalty reinforces the long-term value of your workforce.

Hiring full-time employees is the start of your business developing a work culture. Unlike part-time workers, full-time employees have more attachment to your company. Thus, they鈥檙e more loyal to it.

According to Nicolas Bivero, CEO and Founder of 麻豆原创, this approach, especially with offshore teams, enforces business stability and continuity.

鈥淗igh retention rates within offshore teams provide business stability and continuity, while outsourcing risks high turnover rates, leading to operational disruptions and lower productivity,鈥� he mentions.

Investing in employee retention is a long-term growth strategy. When you have long-term procedures, you reinforce your organization鈥檚 resilience. Long-term strategies also ensure that you stay competitive in your industry.

Better Project Planning and Management

The stability of full-time employees leads to better project planning and management overall.

For your company to grow, you need to accomplish long-term projects. You will need employees who regularly act on these long-term goals. Your part-time workers will most likely be challenged with this. That鈥檚 where you can best utilize full-time employees.

Disadvantages of Hiring Full-Time Employees

Let’s explore the drawbacks of exclusively hiring full-time employees. That way, you can proactively strategize and avoid common pitfalls associated with that.

More Costs on Employee Payroll and Benefits

Full-time employees work more hours. Aside from that, they are usually more entitled to employee benefits compared to a part-time employee. That means that it will cost businesses more to hire full-time.
Tip for Managing This Challenge: Hiring offshore employees is a great alternative for cost-efficiently building a global team.

More Risks of Employee Burnout

The longer working hours that translate to a heavier workload put a lot of pressure. Being under this consistent pressure can cause stress. Thus, it can lead to higher risks of employee burnout.

Tip for Managing This Challenge: Repetitive tasks can be discouraging for highly skilled employees. Providing your employees with tools like AI can improve their efficiency by reducing these tasks.

Aside from efficiency, Latesha Byrd, CEO of Perfeqta and Executive Coach, mentions the importance of a culture of well-being. This approach addresses the work culture aspect of burnout.

By developing a culture of well-being from the start, you鈥檒l have built-in morale-boosting measures. This mindset works best for preventing employee burnout.

Possibility of Overstaffing

There are times when the workload inevitably spikes. That doesn鈥檛 necessarily mean you should immediately hire a full-time employee.

Overstaffing with full-time employees can reduce cost efficiency and create uneven workloads. Shortening periods of overstaffing can maintain workforce morale and stability.

Tip for Managing This Challenge: Conduct a thorough workforce analysis before initiating recruitment. That report will let you know if you have enough unaddressed workload that justifies the need for a new full-time employee.

Knowing the pros and cons of offering a part-time vs. a full-time job is important. That way, you can make more informed decisions for your talent acquisition strategies.

When is the Best Time to Hire Full-Time Employees?

Some signs indicate your business needs to hire a new full-time employee.

One example is if you hire more than two part-time employees to address a similar group of tasks.

Some tough-to-fill roles benefit from a job-sharing arrangement between two part-timers. However, if you鈥檙e scheduling more than two part-timers for that role, it鈥檚 time to pivot.

If you need specific expertise regularly, that鈥檚 a sign you need a full-time worker. Should skilled candidates be unavailable in your local market, hiring a full-time offshore employee is a great choice.

Another situation where offshore full-time workers are more warranted is for startup owners. Full-time offshore workers will manage your business鈥檚 regular operations. You鈥檒l then be free to focus on growth strategies.

These are the most common signs that you should hire full-time employees for your labor shortage.
Related: Looking for other solutions for staff shortages? Weigh the pros and cons of freelancers vs. outsourcing vs. offshore employees in this guide.

Address Worker Shortages By Partnering With A Dependable Offshore Company

Prolonged worker shortages overburden your work operations. When you have an overwhelmed workforce, your business鈥檚 products and services may suffer in quality. Thus, it can lead to disgruntled customers. Offering a part-time vs. a full-time job can address this shortage.

However, offering jobs doesn鈥檛 necessarily mean you鈥檒l find a qualified employee. The competitive job market makes it challenging to find highly skilled employees in your locality.

In this case, working with an offshore company is a viable solution. An established offshore company facilitates the recruitment of highly skilled offshore employees for you. That way, you can revitalize your company鈥檚 workforce quickly.

Are you a startup owner or a hiring manager dealing with a labor shortage? Rejuvenate your operations with offshore service providers while saving 79% in labor costs and 6x your workforce.

Frequently Asked Questions

The post A Reliable Guide on Choosing Part-Time vs. Full-Time Workers appeared first on 麻豆原创.

While hiring the first candidates you encounter can be a solution, it could end up costing you an arm and a leg. The cost of a poor hiring decision averages at about USD 17,000.

Instead of looking for shortcuts to attract qualified candidates for your industry, consider honing your talent acquisition strategy. One way to do that is by refining your employee benefits package.

If you’re a hiring manager or employer looking to enhance your recruitment approach, read on. Discover common employee benefits and effective strategies for crafting competitive packages here.

Key Takeaways

• A Strategic Tool for Talent Acquisition and Retention: A well-designed employee benefits package is a critical strategic tool used to attract top candidates and retain valuable employees in a competitive global job market, which ultimately improves productivity and reduces costly turnover.
• Benefits are Both Mandatory and Discretionary: Employee benefits fall into two main categories: law-mandated benefits, which are legally required and vary by country (such as 13th-month pay in the Philippines), and discretionary benefits, which are additional perks a company offers to gain a competitive edge.
• A Comprehensive Package Addresses Holistic Well-Being: A modern and attractive benefits package is holistic. It should go beyond basic health insurance to include a mix of financial benefits (like retirement plans), holistic well-being benefits (like parental leave and childcare support), and career-focused benefits (like skills training and mentorship).
• Personalization and Prioritization are Key for Small Businesses: For companies with limited resources, the most effective approach is to first ensure all legally required benefits are covered. After that, they should personalize the discretionary benefits based on direct employee feedback to ensure their investment is impactful and highly valued by the team.

What are Employee Benefits?

Employee benefits are additional compensation to employees outside of their usual assigned wages. They are often given to employees to ensure retainment or to attract potential candidates.

You can categorize employee benefits into two:

• Law Mandated: These are benefits that employers are legally bound to provide their employees.
• Discretionary Benefits: These benefits aren鈥檛 legally mandated. However, you can give them to employees should you wish.

Some discretionary benefits while not legally mandated are an industry standard. That means that a majority of companies in the industry often give them anyway. Thus, there can be an unspoken expectation that companies in the same industry offer them.

Other discretionary benefits are neither mandatory nor an industry standard. However, offering them gives you a competitive edge that attracts more top talents.
Related: Discover how you can overcome common talent acquisition challenges here.

What are the Mandatory Benefits of an employee?

What counts as statutory or legally mandated benefits for an employee differs per jurisdiction.

For example, 13th-month pay is a mandatory benefit in the Philippines and Latin America. It鈥檚 an additional compensation given usually at the end of the work year outside of the employee salary. However, it鈥檚 uncommon in the UK, AU, and the US.

Mandatory benefits even differ within each country. For example, there are employee benefits in California where employers provide reimbursement for remote workers鈥� job-related expenses. It鈥檚 a benefit that doesn鈥檛 apply to all the states.

Given the different mandatory benefits per jurisdiction, you need the expertise of someone who knows local labor laws.

If you have offshore employees, a reliable offshore company should know their local labor laws. They鈥檒l advise you on the mandatory benefits that your employees need. It should be included in the overall cost for each offshore employee.

Why should companies offer Employee Benefits?

If you want to build a highly skilled offshore team, attracting top talent is vital. By having an appealing benefits package, you can stand out from other companies who want to hire these individuals.

Aside from attracting skilled candidates, a great benefits package also works well with retaining employees. That鈥檚 because a personalized benefits package goes a long way in maintaining employee loyalty.

With better employee retention rates, you prevent additional recruitment costs. You also improve the productivity of your employees.

Therefore, strategically planning your benefits package is key to both attracting and retaining your employees.

30 Examples of Employee Benefits Your Company Can Adopt

Do you want ideas on which benefits you should offer to your employees? Here are 30 examples of workers鈥� benefits. This allows you to discover different benefits to enhance your company鈥檚 benefits package that best fits your resources.

Health Benefits

These benefits provide healthcare for your employees. Here are some examples:

Disability Insurance

Disability insurance is provided in case an employee is disabled. You can categorize it into two:

• Temporary Disability Insurance: This insurance covers the employee in the event of a sudden onset of serious illness or injury. This usually covers three to 12 months.
• Long-Term Disability Insurance: Should the illness or injury take longer than the short-term disability coverage, it would be under long-term disability insurance. The coverage can span two to six years, depending on the provider.

Industries that require physical labor usually provide these as mandatory benefits. 

How You Can Apply This: If disability insurance isn鈥檛 a standard in your industry, offer it as a voluntary benefit. You will initiate the payment for the insurance. A small amount of the employee鈥檚 pay will then go to the rest of the insurance premium.

Employee Wellness Programs

Employee wellness programs are a series of initiatives that promote healthier lifestyles for your employees. Some examples include:

• Smoking cessation programs
• Free gym memberships
• Private fitness classes
• Personal wellness assessments

Some companies offer these programs not only to employees but also to their dependents.

How You Can Apply This: Peter Cappelli mentions that employee wellness programs are more impactful when employees have access to a primary-care doctor. Thus, if you have limited resources, it鈥檚 best to prioritize medical insurance first.

Once you have that, remember to incorporate nutrition and not just fitness in your employee wellness programs.

Medical, Dental, and Vision Insurance

Health insurance of different kinds is still a desirable employee benefit for many companies. For example, one of the most desired employee benefits in Singapore is dental insurance.

Some countries have public health insurance available that employers are mandated to give to employees.

How You Can Apply This: If there鈥檚 any employee benefit worth investing in, it would be health insurance. Dental and vision insurance can be optional. Look into small business health insurance programs. These will make it easier to provide affordable health insurance for your employees, even as a startup.

Mental Healthcare Benefits

David Duckworth, co-founder and COO of an employee benefits platform, discusses the increased popularity of neurodiverse-friendly work policies.

Given the rise of mental health awareness, offering benefits that service these can be great.

You can do that by setting up an employee assistance program or EAP. EAPs offer confidential and professional counseling for employees who need help resolving personal issues.

How You Can Apply This: Offering EAPs is a great employee benefit for companies that want to attract a younger workforce.

Sick Leaves

Sick leave is one of the most common employee benefits provided by companies worldwide. It can be mandated or discretionary.

In some jurisdictions, sick leaves don鈥檛 count as paid days off. In others, it is.

Some employers ask for a medical certificate or a doctor鈥檚 note to indicate that an employee is sick. Thus, they will then be eligible for sick leave.

How You Can Apply This: Companies can have a physician available for teleconsultations. This arrangement can streamline sick leave approval for your sick employees.
Table 1: Five Examples of Healthcare-Related Employee Benefits

Healthy employees can make for a productive and highly efficient workforce. Thus, incorporating health-related benefits is a necessity.

Financial Benefits

These benefits provide financial aid, protection, or enhancement to your employees. An employee鈥檚 financial situation has a huge effect on their performance. By providing financial employee benefits, employers directly address one of the biggest issues hampering work performance. Here are examples of such benefits:

Employee Discounts

One of the more approachable benefits smaller businesses can give employees is employee discounts.

Aside from providing discounts on your products, give employees discounts on products and services they need. For example, you can give them discounts from grocery stores, cafes, restaurants, and even automotive services.

How You Can Apply This: Are your employees working in the office or doing hybrid work? Partner with local businesses and vendors in your area for your employee discount program. Remote workers can also be granted discounts in stores that offer essentials like groceries and wellness products like vitamins and medicines.

Pension and Retirement Planning

Another common employee benefit that employers give is retirement plans or pension plans. This benefit involves part of the employee鈥檚 wages going toward their retirement funds. It鈥檚 commonly mandated by law, but rules still differ per jurisdiction.

Retirement plans are usually more flexible than pension plans. They also move with you per employer.

Pension plans have a set lock-in period. They also hinge on the tenure and salary of an employee.

How You Can Apply This: Consult with a professional if you want to offer employees a retirement or pension plan. Taxation and rules regarding pension and retirement plans can be complex. Thus, professional assistance can help you understand the different approaches in this benefit.

Employee Stock Ownership Plan

If you want to encourage employees to be interested in the company鈥檚 growth, you can offer an employee stock ownership plan or ESOP. Other terms for this would be employee trust or employee benefits trust.

An ESOP is provided to employees with the option to buy a share in their company. This benefit is better suited for organizations with proven track record on profitability. They must also be able to afford the costs of setup. Thus, ESOPs aren鈥檛 generally recommended to a small business鈥檚 employee benefits package.

Instead of ESOPs, small businesses can offer performance-based bonuses. It鈥檚 easier to implement. It also reengages employees to care more about organizational growth.

How You Can Apply This: Provide diverse employee benefits to address their varied needs. For example, remote work allowances and performance packages can make your benefits package more well-rounded. This could be inspired by the ESOP framework to make it appealing to highly skilled employees.

Performance-Based Bonuses

A simpler way to encourage employee motivation outside of an ESOP is through performance-based bonuses. These are often discretionary, so employers are not obliged to give them.

These end-of-year bonuses are like a pat on the back for your employees鈥� efforts in their work. These can come in the form of cash bonuses or gift cards.

How You Can Apply This: Pre-determining goals and objectives can determine a fair basis for performance-based bonuses. This ensures that your employees are motivated with a tangible benefit especially during crunch times.

13th-Month Pay

An employee benefit commonly mandated in the Philippines and most of Latin America is the 13th-month pay. Other parts of the world offer it as a discretionary benefit.

The 13th month’s pay is not the same as the holiday pay. However, different countries have independent rules for it.

For example, in the Philippines, the 13th month’s pay is an additional compensation given at the end of the year. It costs the same as the employee鈥檚 monthly salary. On the other hand, in Greece, they have both 13th and 14th-month pay. They also have holiday pay aside from that.

13th-month pay is a great motivator for employees. It鈥檚 usually given at the end of the work year, during a festive season. By giving a 13th month pay, employers can end the year on a rewarding note. It also reduces the risk of employee resignations which is most common during January.

How You Can Apply This: A reliable offshore company can account for the 13th month’s pay as part of your offshore employees鈥� full compensation.

Night Differential Benefits

Some industries with night shift work, like BPOs, offer night shift differential benefits. This pay scheme has a different compensation for employees working the night shift. It is also different from overtime pay.

Those in customer service, the food industry, or security often have people working the night shift.

How You Can Apply This: Remote workers can also work the night shift. An example of that would be offshore employees working in the BPO industry. They work the graveyard shift so their working hours better align with yours.

If you have offshore employees who work the night shift, consider offering night differential benefits. It can be a practical addition to your offshore employee鈥檚 benefits package. To make this more appealing and still fall within budget, compare it with your direct and indirect competitors. This will enable you to find a win-win package for your targets and your employees.

Overtime Pay

Overtime pay is additional compensation given to employees who continue working outside of designated working hours. It鈥檚 different from night shift pay. It can be added on top of night shift pay.

The rules on how much overtime pay is will be based on local labor laws. Usually, it counts as overtime pay if it exceeds the designated 40 working hours per week.

How You Can Apply This: Computing overtime pay can be complicated when you have remote employees. You can solve that issue by having a more measurable barometer for overtime pay using time-tracking software. That way, you know which remote workers are eligible for overtime pay.

Workers鈥� Compensation Coverage

Workers鈥� compensation coverage is insurance paid to workers who are injured or ill directly because of their jobs.

It is different from disability insurance in that workers’ compensation is given only for job-related illnesses or injuries. Disability insurance doesn鈥檛 have to be related to the employee鈥檚 job. 

How You Can Apply This: Workers鈥� compensation safeguards your employees. It also shields employers from bearing direct financial liabilities. Thus, it can be a worthwhile investment, even for small businesses.
Table 2: Eight Examples of Financial Benefits for Employees

Financial stability is an ever-present concern for employees. That鈥檚 why providing financial benefits can be a worthwhile perk for any modern worker.

Holistic Well-Being Benefits

Some employee benefits provide support to an employee鈥檚 work-life balance. By investing in their work-life balance, you create a more efficient and productive workforce. Here are examples of such benefits that support that goal:

Bereavement Leave

Bereavement leave gives employees paid days off for the grieving of a loss in the family. Usually, it applies only to immediate family members. However, rules differ per company and district.

The length of bereavement leave also differs per company. The average would be around three to five days.

Dave Crenshaw, CEO of Invaluable Inc., encourages employers to discuss reasonable bereavement plans with employees. Leading with compassion is a good barometer in this trying time for your employees.

How You Can Apply This: If you鈥檙e a small business with on bootstrap stage, you can offer longer days for unpaid bereavement leaves. Another option would be offering partial pay for bereavement leaves.

Childcare Benefits

The rising childcare cost are why childcare benefits are a compelling offer for many top candidates.

Some examples of childcare benefits you can provide your employees would be:

• On-site childcare facilities
• Discounts on childcare facilities and services
• Family stipends
• Backup childcare support

These family-friendly employee benefits can increase your employee鈥檚 satisfaction. At the same time, it may help lessen your employee turnover rate. That鈥檚 because you鈥檙e making it easier for your employees to be parents and professionals simultaneously.

How You Can Apply This: On-site childcare facilities can be costlier for smaller businesses. A better alternative is to partner with a childcare provider. You can then give your employees dedicated backup childcare support allowances.

Paid Time Off (PTOs) or Holiday Pay

Paid time off is an umbrella term covering all instances of paid days away from work. 

Holiday pay is an example of a PTO. It鈥檚 compensation given to employees who are on holiday leave. Some examples of countries with paid vacation days are Iran, Monaco, and San Marino.

PTOs and holiday pay can attract many skilled employees, especially those prioritizing work-life balance.

How You Can Apply This: Are you building a multinational workforce? An offshore company makes it easier to adapt to differing holiday pay schemes per locality.

Related: Working with a Philippine remote team? Here are tips on managing Philippine holidays for your Filipino offshore employees.

Life Insurance

Life insurance is another example of a common employee benefit that many companies provide. It is one of the most common non-mandatory Australian employee benefits given.

This insurance compensates the employee鈥檚 indicated dependents in the event of their passing. Some life insurance policies expire when the employee quits. Other policies can be transferred or converted.

How You Can Apply This: For employers, you can get group life insurance coverage for your employees. These plans are more affordable per person than if you took an insurance policy individually. It鈥檚 also a chance to get a cheaper rate for your life insurance.

Parental Leave

Parental leave gives parents paid or unpaid leave. They can use these leaves to care for a sick child, recover after a pregnancy, or support their partners after a pregnancy.

It encourages new parents to adjust to their new life. It also makes them feel supported by the company they work for.

How You Can Apply This: Providing parental support for both parents equally encourages a culture of inclusivity in the workplace. Employers can do so by offering flexible leave policies. They can also give equitable access to childcare assistance programs.

Scholarship Program

Do you have employees who stopped schooling but are interested in returning to it? Consider adopting a scholarship program to support them.

You can offer this program to nontraditional students. You can also give it to employees looking to upgrade their skills for their career development.

How You Can Apply This: Employer-sponsored scholarships can be eligible for tax exemptions, depending on your location.
Table 3: Six Examples of Holistic Benefits for Employees

These benefits ensure that your employees have a better work-life balance. Thus, they can come back to work energized. When they鈥檙e energized, they provide better quality work outputs and are more efficient workers overall.

Career/Work Benefits

These are benefits that make work easier or more appealing to your employees. Here are some examples:

Access to Coworking Spaces

Some employers with remote workers or offshore employees give their employees access to coworking spaces. They either offer discounts or free stays in specific coworking spaces.

This is perfect for remote workers who want a different work environment outside of their home.

How You Can Apply This: Coworking spaces can foster a sense of community even with a predominantly remote workforce.

See Also: Discover how remote work affects your business and maximize profit here.

Commuter Benefits and Cycle-to-Work Schemes

Some remote employees still work in a physical office. For example, the hospitality, retail, and finance industries have job-specific tasks that require them to work in an office. This also applies to companies that have an offshore team or work with BPOs. 

There are also hybrid employees who occasionally work inside the office. Thus, having in-office employee benefits like commuter benefits is a great perk for them.

Examples of commuter-friendly benefits that you can provide are:

• Cycle-to-work incentives, like bike gift vouchers or cafe discounts
• Increased bicycle parking spaces
• Ride-sharing funds/allowances
• Gas stipends
• Free transit passes
• Employer-run carpools or vanpools

These commuter benefits encourage sustainable travel choices. It can support your corporate social responsibility programs focus on eco-friendliness.

How You Can Apply This: Consider providing commuter benefits if your office isn鈥檛 in a convenient location, especially for public transportation.

Company Equipment and Transportation

Another popular discretionary benefit that companies provide would be company equipment and transportation.

Some companies provide laptops, desktops, and other office equipment to employees. If an employee鈥檚 work requires frequent traveling, you can offer company cars for their use.

Usually, employees have access to company equipment during their employment only.

How You Can Apply This: Set up a formal employee equipment agreement to safeguard your company assets. At the same time, it ensures IT compliance. If you want to give your employees company equipment for them to keep, offer equipment stipends instead.

Work-From-Home Stipends

Work-from-home stipends are allowances employers give to their remote workers. Examples of how these stipends can manifest would be:

• One-time allowances for office equipment (e.g. desks, office chairs, headphones, etc.)
• Monthly allowances (e.g. Internet or phone bills, work-related software subscriptions, etc.)
• Occasional meal stipends

These allowances can keep remote employees engaged. You鈥檙e also helping them create a work set-up at home so they can more efficiently do their jobs at home.

How You Can Apply This: Looking for an employee benefit that isn鈥檛 a recurring expense? Then, these one-time work-from-home stipends are an affordable addition to your employee benefits package.

Flexible Working Arrangements

Flexible work arrangements aren鈥檛 something we鈥檙e leaving behind even post-pandemic. It remains as one of the most in-demand employee benefits in the UK and worldwide. You can also offer hybrid work, where employees can work in-office on set days of the week.

How You Can Apply This: For in-office employees, you can also offer flexible work arrangements by offering async work hours.

Four-Day Workweek

A four-day workweek is gaining momentum in the modern workforce. It鈥檚 when companies only have four days of work per week.

Many studies have shown that a four-day workweek benefits both employees and employers. It led to lower absenteeism and improved productivity.

How You Can Apply This: The four-day workweek is more applicable for tech or white-collar jobs. Analyze your industry鈥檚 constraints before enacting a four-day workweek to ensure it鈥檚 right for you.

Free Food and Snacks

One more approachable and common perks at work is the free meals and office snacks available. While simple, it鈥檚 still one of the most enjoyed employee benefits. It鈥檚 also one of the simplest benefits you can give. Its affordability is great for startups or small businesses.

How You Can Apply This: Offer healthy snacks in communal spaces in your office. Examples of healthy snacks would be nuts, yogurt, and so on. Check with employees to ensure they鈥檙e not allergic to any office snacks.

Mentorship Opportunities

If you want to foster employee retention, investing in your employee鈥檚 career development is crucial. You can do that by creating a mentorship program in your business.

Companies can work with mentorship platforms to assign mentors outside of the company. However, you can also connect workplace leaders with junior personnel instead.

How You Can Apply This: Informal mentorship is common. However, create a plan for your mentorship program. That program makes the program streamlined for both the mentor and mentee.

Skills Training and Development

Giving access to training programs is another way to provide upward mobility in your employee鈥檚 careers.

You can give employees a free subscription to online learning platforms like Skillshare or Coursera.

According to Nicolas Bivero, 麻豆原创鈥� CEO and Founder, you can also use AI to upskill your offshore employees鈥� digital skills.

How You Can Apply This: Conduct a skill gap analysis. These will identify which skills your company needs that your company currently lacks. That way, you know which training programs to provide your employees.

Pet-Friendly Offices

Another way to make in-office work more appealing is by making it pet-friendly. Pets are great for providing stress relief. It鈥檚 also a perk to attract potential job applicants.

Remember to create a pet policy. That way, you can have a smoothly functioning office environment without disruptions from their presence.

How You Can Apply This: A pet-friendly office requires some set-up if you want it to succeed. According to Tina Leone, CEO of Ballston BID, your office should be pet-proofed before it welcomes pets. That means keeping chewable equipment and food away from the pets.

Work Social Events

Another fringe employee benefit that you can provide would be work social events. These are when employers organize events that don鈥檛 involve working.

These could be travel excursions, parties, picnics (better for smaller businesses), and so on. It encourages community-building in your company. The stronger the sense of community is, the less likely employee burnout can occur.

How You Can Apply This: Virtual team-building activities are a great alternative to face-to-face employee social events. It works well for remote employees or businesses with limited means.
Table 4: 11 Examples of Work-Related Employee Benefits

These work or career-related benefits foster better productivity in your employees. Whether remote or in-office, providing an employee benefit to support career development is essential.

3 Tips for Building Employee Benefits Packages for Small Businesses

One challenge of building an employee benefits package is the cost. It鈥檚 especially costly for small businesses that already have scant resources.

Nonetheless, offering workers perks while being a startup is entirely possible. Here are some tips on how to cost-efficiently provide your employees鈥� benefits.

Focus on Essential Benefits First

With limited resources, it鈥檚 best to start by being able to provide all legally required employee benefits.

Lisa Novak, owner and founder of an HR and Leadership Advisory firm, encourages employers to focus on 鈥渃ornerstone benefits鈥� first.

After accounting for mandatory benefits, you can start looking into which fringe benefits can still fit your budget.

Personalize Benefits Packages Based on Employee Feedback

Another way to be smarter with resource management is by personalizing your benefits packages. This approach best applies when you鈥檙e looking for discretionary benefits to include.

Many employee benefits are recurring costs. Thus, you want to ensure that these expenses are going towards something useful to your employees.

You can send out surveys or employee feedback forms regarding employee benefits. There you鈥檒l know which fringe benefits to keep or replace entirely.

Research Industry-Standard Benefits

Industry-standard benefits are another great reference to know which benefits to give. However, if you work with offshore employees, it鈥檚 harder to know what benefits are standard in their locality.

To circumvent that, you can partner with an offshore company. They have insider knowledge of which perks are legally required. They also know which ones aren鈥檛 mandated but are an industry standard nonetheless.

Refine Your Global Team’s Employee Benefits with Expert Advice from a Trusted Offshore Firm

Attracting and securing top talent remains a formidable challenge in this competitive job market. A personalized employee benefits package can help you overcome that.

However, even resourcefully building a benefits package becomes complicated when managing a global workforce. Localizing your employee benefits based on varied local labor laws can be confusing. 
To refine your offshore employee鈥檚 benefits, working with a reliable offshore company is a solution. They can provide a comprehensive and localized benefits package for you. With that employee benefits package, you can elevate your appeal as an employer. You鈥檙e also cultivating a loyal and motivated workforce.

Frequently Asked Questions

The post 30 Popular Employee Benefits: Philippines’ Complete Guide appeared first on 麻豆原创.

This is the strategy that Spot Ship may have had as they hired an offshore content writer like Elidan Molera. We鈥檒l explore Elidan鈥檚 voyage as he writes for Spot Ship. We鈥檒l discover how Elidan boosted an integral marketing channel for said company in this article.

How Spot Ship Initiated Offshoring Roles

Working with Elidan isn鈥檛 the first time Spot Ship started to offshore certain job roles. They had already successfully built an offshore data management team before. Back then, they were looking for a cost-effective talent solution that still allowed them to work with skilled professionals.

As an answer to their growing need for administrative workers, they built an offshore team in the Philippines. They were able to grow their headcount to 150 skilled workers while saving massively in labor costs.

Read More: Find out how Spot Ship鈥檚 ongoing successes with offshoring first started here.

Spot Ship now needed new roles filled. In this case, they鈥檙e now looking for an offshore writer to boost their content marketing.

The Beginning of Elidan鈥檚 Content Writing With Spot Ship

Spot Ship is the company that Elidan is working for as a writer. Spot Ship is a platform that aims to provide technological tools and solutions to ship owners, operators, and the like. Their main features and services include improvements in navigation, vessel management, informative calculators, and the like.

Given the niche knowledge required of this role, finding a writer with the ability to simplify their service is essential. This is the opportunity that initiated his partnership with Spot Ship.

麻豆原创 connected Elidan with Spot Ship once they realized a need for content marketing support. Elidan then stepped up and dived deep into the world of shipping and logistics for this company.
By investing in content marketing, Spot Ship is taking steps to strengthen its brand value. This step is valuable, especially given their increasingly competitive industry. In turn, Elidan can utilize his skills to aid them in these efforts.

Fueling Business Growth with Effective Content Solutions

With his new role, Elidan was assigned to work on numerous things. The content work he does for Spot Ship involves:

• Creating content for Spot Ship鈥檚 newsletter
• Curating LinkedIn posts to promote the newsletter

His content writing work centers around the company鈥檚 news column newsletter called Panamax Post.

Panamax Post is a daily newsletter about shipping. The focus is specifically on environmental impact and new tech advancements in shipping.

Elidan admits to being relatively new in this role. He鈥檚 especially new in writing for the shipping and logistics industry. However, despite his relatively fresh start with Spot Ship, he鈥檚 proud of being able to reach hundreds and thousands of readers every day. That number is steadily increasing as the days pass, too.
The increased readership of the newsletter gives Spot Ship a strong marketing channel. Now, Spot Ship has a reliable source of organic traffic. Their newsletter can now be an integral part of their marketing funnel. This enables them to increase brand awareness and sales.

Delivering Results for An Exciting Industry

Aside from milestones at work, one aspect that motivates Elidan in his work with Spot Ship is their unique position in the industry. He shares that being one of the first companies in the maritime sector to harness AI is innovative.

The company鈥檚 potential and framework are unique in such a specialized sector. To him, being part of something groundbreaking is noteworthy. This enthusiasm makes it easier to collaborate with him on content writing for a website.

As for Spot Ship, Henry Waterfield, CEO and Founder of the company, has this to say: 鈥淲orking with Filipino talent is great. They鈥檙e really [a] happy team, willing to communicate, and willing to work in an industry they鈥檝e never worked in before.鈥�

He mentions that the shipping industry is complex. The willingness of his Filipino offshore team to understand this complicated niche is valuable in their long-term collaboration.

See Also: Explore different ways to find qualified offshore employees for your business in this guide.

By hiring Elidan, they were able to find someone who could capture complex thoughts and information. He then digests it to make it consumable for their target audience. It helps create an approachable marketing strategy for Spot Ship.

Lessons Gained in This New Voyage

Elidan wasn鈥檛 only able to help Spot Ship grow. He was also able to find growth in himself with Spot Ship.

With this opportunity, he was able to spearhead the management of a newsletter himself. Of course, he also thanks his manager at Spot Ship, Mike, for empowering him in his work. Thus, the transition of his managing the newsletter was smooth sailing.

Aside from the ability to develop skills, this new role also taught him patience.

He says that serving as a website content writer taught him that great things take time. This appreciation for patience made it easier for him to hone his expertise. It鈥檚 also a virtue that he can take with him outside of work.

Elidan鈥檚 progression underscores the critical value of investing in your team鈥檚 development. Prioritizing such developmental opportunities results in a more engaged and skilled workforce. It ultimately contributes to your company鈥檚 long-term objectives.

麻豆原创鈥� Impact on Launching His Role at Spot Ship

Aside from a satisfactory working relationship with Spot Ship, Elidan also appreciated 麻豆原创鈥� support in his work.

One of the offshore employee benefits he appreciated from them would be the office equipment. Specifically, with the company PC given to help him with his work.

He also expresses appreciation for 麻豆原创 facilitating his connection with Spot Ship. Elidan says, 鈥淭hey matched me with Spot Ship, and so far, it has been one of the best working experiences. I鈥檓 very thankful to them. I am very sure that they can also do what they have done to more Filipino talents like me.鈥�

He also commends their expertise in offshore staffing helped him find a great workplace in Spot Ship. In turn, it filled their content needs with his presence and abilities.

Amplify Your Marketing With A Professional Offshore Website Content Writer

As the Maritime Logistics SaaS market continues to grow, so is the competition. Hence, investing in better content marketing can make or break a business鈥檚 success.

To help with that, companies can hire skilled writers to strengthen their content marketing efforts. However, finding full-time writers who are enthusiastic to learn about a niche domain can be tough and tedious.

By partnering with a highly connected offshore company, businesses of all sizes can find skilled writers to work with. Not only can they scale their content marketing efforts, but companies can also gain significant cost savings while doing so.

If you want to fill gaps in your marketing team, consider working with an offshore company. That way, you can address those talent shortfalls efficiently.

The post Ship Out Effective Content: A Web Content Writer鈥檚 Voyage appeared first on 麻豆原创.

Shared working spaces boost productivity. A study conducted among users of coworking areas saw 45% reporting better productivity. With reasonable rates for spaces near you, you can take advantage of that improved productivity for you, your employees and your teams. Here are 15 places in Bonifacio Global City and near BGC like Makati and Ortigas for shared working areas.

15 Best Coworking Workspaces Near BGC

1. WeWork

WeWork is a household name in the coworking industry. They have all the usual amenities, plus parking, a mother鈥檚 room, bike storage, recreational areas, and a food hall.

Work Setups: Prices are available upon inquiry.

• Dedicated Individual Desks
• Individual Private Offices
• Meeting Rooms
• Full Floor Offices

Amenities:

• Onsite staff
• Phone booths
• Printers
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Professional Events
• Common Areas
• Pantry
• Dedicated security

Locations:

1. 9th and 10th Floors, Uptown Bonifacio Tower 3, 36th Street, Corner 11th Avenue, Bonifacio Global City, Taguig City
2. 23rd, 25th, 26th, and 27th Floors, 32nd Street, Bonifacio Global City, Taguig City

2. Regus

Regus is another global leader in the shared office space industry. They have three branches in Bonfiacio Global City, aimed to foster collaboration and growth.

Work Setups: Prices vary per location.

• Shared Hot Desks
• Dedicated Individual Desks
• Individual Private Offices
• Meeting Rooms
• Full Floor Offices

Amenities:

• Onsite staff
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Shared kitchens and cafeterias
• Dedicated security

Locations:

1. Unit 4 C & D, 4th Floor, Park Avenue Commerce and Industry Plaza Building, McKinley Town Center, Taguig City
2. Units 1, 2 and 4, 35th and 36th Floor Penthouse, Eco Tower, 32nd Street and 9th Avenue, Bonifacio Global City, Taguig City
3. 29th Floor, Penthouse World Plaza, 5th Avenue, Bonifacio Global City, Taguig City

3. Servcorp

Servcorp is another multi-location company with one in Bonifacio Global City, right inside the Philippine Stock Exchange.

Work Setups:

• Shared Hot Desks – Php 5,400 per month
• Dedicated Individual Desks – Php 12,000 per month
• Individual Private Offices
• Small to Large Team Offices
• Meeting Rooms

Amenities:

• Onsite staff
• Printers
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Pantry

Location:

Level 24, Philippine Stock Exchange Tower, One Bonifacio High Street, Bonifacio Global City, Taguig City

4. Spaces

Spaces is a designer communal working space that promotes innovation with its premium penthouse office.

Work Setups:

• Dedicated Individual Desks – Php 1,590 per month
• Individual Private Offices – Php 19,490 per month
• Meeting Rooms – Php 1,190 per hour

Amenities:

• Onsite staff
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Parking Spaces
• Professional Events

Location:

29th Floor, Penthouse, World Plaza, 5th Avenue, Bonifacio Global City, Taguig City

5. LGO Connects

LGO Connects is an all-in-one service provider and coworking space in BGC. Apart from the usual amenities, they have business management and technology services such as legal help, digital marketing, and more.

Work Setups: Prices are available upon inquiry.

• Shared Hot Desks
• Dedicated Individual Desks
• Individual Private Offices
• Small to Large Team Offices
• Meeting Rooms

Amenities:

• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Business Management and Technology Services

Location:

High Street South Corporate Plaza Tower 2, 26th Street, Bonifacio Global City, Taguig City

6. KMC

KMC is a provider of workspaces all over Metro Manila. It has six locations in total just for BGC.

Work Setups: Prices are available upon inquiry

• Shared Hot Desks
• Dedicated Individual Desks
• Individual Private Offices
• Small to Large Team Offices
• Meeting Rooms

Amenities:

• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Common rooms
• Pantry
• Sleeping Quarters
• Gaming Areas
• Bicycle parking
• Shower facilities

Locations:

1. 20th, 24th and 25th Floors, Picadilly Star, 4th Avenue, Corner 27th Street, Bonifacio Global City, Taguig City
2. 19th and 20th Floors, Lawton Avenue, Bonifacio South, McKinley West, Taguig City
3. 11th Floor, SM Aura Premier Office Tower, McKinley Parkway, Taguig City
4. 19th and 20th Floors, 11th Drive, Uptown Bonifacio, Taguig City
5. 11th, 12th and 14th Floors, Four/NEO, 4th Avenue, Bonifacio Global City, Taguig City
6. 10th Floor, Arthaland Century Pacific Tower, 5th Avenue, Corner 4th Avenue and 30th Street, E-Square, Bonifacio Global City, Taguig City

7. Clock In by Ayala Land Offices

Clock In is a coworking space with private rooms offered by one of the biggest corporations in the country. It is located at the very heart of BGC, within walking distance of the areas prime commercial and residential properties.

Work Setups:

• Shared Hot Desks – Php 620 per day
• Small to Large Team Offices – Php 70,000 to 92,000 per month
• Meeting Rooms – Php 1,000 to 1,500 per hour
• Event Spaces – Php 6,350 per hour or Php 20,000 for 4 hours

Amenities:

• Tech Services (e.g. Wi-Fi, IT support, etc.)
• 24-hour Security
• Pantry

Locations:

1. 3rd Floor, C2 Bonifacio High Street Central, 7th Avenue, Bonifacio Global City, Taguig City
2. 1st Floor, Bonifacio Technology Center, 31st Street, Corner 2nd Avenue, Bonifacio Global City, Taguig City

8. Know Your Business Philippines

Know Your Business offers both business support services as well as shared workspaces in Bonifacio Global City, and other areas in Metro Manila.

Work Setups: Prices are available upon inquiry.

• Shared Hot Desks
• Small to Large Team Offices
• Meeting Rooms
• Event Spaces

Amenities:

• Business Support Services
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• 24-hour Security
• Coffee and Tea Bars

Location:

Level 16 and 17, Tower 2, High Street South Corporate Plaza, 26th Street, Bonifacio Global City, Taguig City

9. Cotoha Serviced Office

Cotoha is a small-scale shared office space catering to freelancers, startups and small businesses. It is a cheap coworking space near you for all the work you need to do.

Work Setups:

• Shared Hot Desks – Php 95 per hour
• Small Team Offices – Prices available upon inquiry
• Meeting Rooms – Starts at Php 1,000

Amenities:

• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Pantry

Location:

Unit 1510, Tower 1, High Street South Corporate Plaza, 9th Avenue, Corner 26th Street, Bonifacio Global City, Taguig City

10. Zone Offices

Zone Offices is a premium cafeteria coworking space in Bonifacio Global City. Its high-ceiling spaces foster creativity and collaboration among freelancers, startups, and businesses.

Work Setups:

• Shared Hot Desks – Php 800 per day or Php 5,500 per month
• Dedicated Individual Desks – Php 15,000 per month
• Small Team Offices – Php 21,000 per seat per month
• Meeting Rooms – Starts at Php 1,250 per hour
• Event Spaces – Php 8,500 per hour

Amenities:

• Onsite Staff
• Phone Booths
• Printers
• Common Rooms
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Professional Events
• Pantry
• Dedicated Cafe

Location:

29th and 30th Floor, Arthaland Century Pacific Tower, Bonifacio Global City, Taguig City

Coworking Workplaces in Makati

The following locations are also great places for coworking because of their proximity to BGC and because of safety.

11. Common Ground

Common Ground is a high-class office space for businesses and enterprises in Makati City.

Work Setups:

• Shared Hot Desks – Php 9,000 per month
• Dedicated Individual Desks – Php 12,000 per month
• Small Team Offices – Php 20,000 per seat per month
• Special Corporate Packages
• Meeting Rooms
• Event Spaces

Amenities:

• Onsite Staff
• Printers
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Professional Events
• Pantry

Location:

21st Floor, 8 Rockwell, Rockwell Center, Rockwell Drive, Makati City

12. CoSy

CoSy is a shared working space in the very heart of Makati amid the city鈥檚 premium lifestyle destinations.

Work Setups:

• Shared Hot Desks – Starts at **Php 125 per hour
• Dedicated Individual Desks – Starts at Php 2,990 per day
• Small Team Offices – Starts at **Php 4,490 per day
• Meeting Rooms – Starts at Php 2,990 per day **
• Event Spaces – Starts at Php 2,980 per hour

Amenities:

• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Business Support Services
• Parking Spaces
• Pantry

Location:

92 Senator Gil J. Puyat Avenue, Barangay San Isidro, Makati City

Coworking Space in Ortigas Near Me

Ortigas is home to many government agencies and businesses. It is near BGC and boasts a safe community as well.

13. Virspacio

Virspacio is a one-stop location for working, networking, and business growth.

Work Setups:

• Shared Hot Desks – Php 85 per hour
• Dedicated Individual Desks – Php 699 per day
• Meeting Rooms – Php 599 per hour
• Event Spaces – Starts at Php 2,699 per hour

Amenities:

• Printers
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Business Registration Services
• Unlimited Coffee & Water

Location:

31st Floor, One San Miguel Avenue Building, San Miguel Avenue, Corner Shaw Boulevard, Barangay San Antonio, Ortigas Center, Pasig City

14. Work.able

Work.able is another shared workspace provider with multiple branches, one in Ortigas Center with green building features for energy conservation.

Work Setups:

• Shared Hot Desks – Starts at Php 250 per day
• Dedicated Individual Desks – Starts at Php 550 per day
• Individual Private Offices – Starts at Php 12,000 per desk
• Meeting Rooms – Starts at Php 350 per hour
• Event Spaces – Starts at Php 3,500 per hour

Amenities:

• Onsite staff
• Phone Booths
• Printers
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Mail and Package Handling
• Professional Events
• Unlimited Coffee & Fruit Water
• Back-up Generator

Location:

Units 1201 and 1210, Easter Tower, PSE Center, Ortigas Center, Pasig City

15. 麻豆原创 Sheridan

麻豆原创 has a second location accessible from Ortigas. It has more capacity for meetings between Philippine remote worker teams, startups, and small to medium sized businesses.

Work Setups:

• Shared Hot Desks – Starts at Php 850 per day
• Small Team Offices – Starts at Php 15,000 per seat per month
• Meeting Rooms – Starts at Php 1,500 per hour
• Event Spaces – Starts at Php 2,500 per hour

Amenities:

• Onsite Staff
• Tech Services (e.g. Wi-Fi, IT support, etc.)
• Dedicated security
• Meetings pods
• Unlimited Coffee & Water

Location:

Tower 1, Rockwell Business Center Sheridan, United Street, Mandaluyong City

Meet and Collaborate with Your Team in Coworking Areas Near BGC

Physical spaces will continue to be crucial for CEOs, leaders, and HR managers in today鈥檚 flexible workspaces. You need a physical place to hire offshore employees and interview them, meet your teams, and conduct in-person trainings or events.

Companies outsourcing to the Philippines must weigh between costs and amenities. BGC locations have the most amenities yet highest costs, while Makati and Ortigas locations have more affordable prices with adequate facilities. Take stock of what your work requires and locate your workspace accordingly.

The post The Best Budget Coworking Spaces in Manila appeared first on 麻豆原创.

You may need data professionals just like many other businesses today. How do you fill the position? Moreover, how do you find the right data analyst who will inform your decision-making with accurate insights? It is challenging to find a data analyst today, much less the one most fit for your organization.

Nonetheless, you can still attract talent and sift through candidates. With relevant questions that reveal different experiences, expertise, and skills, you may identify the best data analyst for your company.

What Is a Data Analyst?

A data analyst is a data expert who interprets thousands of data and produces accurate and relevant insights. The data will be based on key metrics set and collected by the company. The data analyst then evaluates the gathered information and helps you understand what the data means.

Insights may relate to marketing, products, sales, service quality, and many others. These insights are valuable because they tell you what you are doing well and what you can improve. Leaders in the company may then exercise better decision-making based on accurate, relevant insights.

For example, if you want to understand the performance of a product or service, a data analyst will take all the information you have on key metrics. He or she will then interpret the information and tell you if the product or service is popular. Is it attracting or producing buzz? Based on customer feedback, do you have a quality product or service? 

Based on these insights and many others, you can make a better decision on how to move forward with your product or service. You can upgrade your marketing. You can ensure adequate inventory. You can improve the quality. Whatever your decision, it will come out of the insights data analysts provide.

15 Data Analyst Interview Questions and Answers:

Common data analyst interview questions may help you find a talented professional. However, you also need specific ones to dig deeper into the candidate鈥檚 expertise.

Your questions must also be anchored on your company’s needs, which vary depending on your location or circumstances. For example, data analyst interview questions for UK businesses will differ from questions for US businesses.

The questions below will have sample answers. The purposes of the queries, as well as what you need to evaluate in the candidate鈥檚 answers, are included. You will then learn if they are preliminary or follow-up questions.

Initial Screen

1. What is your experience in data analysis?

Why Ask This: To evaluate the candidate鈥檚 background as a data analyst
What to Look For: Descriptions of specific data projects and the responsibilities carried by the candidate
What This Is: Preliminary

Sample Answer: 鈥淎t my prior engagement, I held the role of analyzing sales data and customer feedback. I looked at data to identify insights on product design and functionality. The insights informed our product team on what to retain and what to be improved.鈥�

2. How would you ensure effective communication, whether in person or a remote setting, with the rest of your teammates?

Why Ask This: To evaluate the skill of simplifying and summarizing information
What to Look For: Ability to use effective charts, graphs, and other visual aids to communicate information or insights to team members
What This Is: Preliminary

Sample Answer: 鈥淚 would create a line chart to illustrate the rise and fall of sales statistics regarding the company鈥檚 products through the different sales channels. I would also include the sales information of competing products to gauge our performance.鈥�

3. What statistical knowledge do you have?

Why Ask This: To check the general statistical knowledge of the candidate
What to Look For: Basic or advanced concepts in statistics
What This Is: Preliminary

Sample Answer: 鈥淲ith my previous clients, I have utilized different statistical techniques such as variance, regression, standard deviation, and sample sizing.鈥�

4. What is the meaning of the SQL term ___?

Why Ask This: To check the depth of knowledge in the current dominant data language, SQL
What to Look For: Precise descriptions or definitions of SQL terms
What This Is: Preliminary

Tip: Investigate the depth of knowledge in SQL with terms like index, cursor, clustered index, DBMS, or RDMBS.

Sample Answer: 鈥淎 cursor is a data access object that鈥檚 used to iterate over the number of rows in a table. It can also be used to insert new rows into it.鈥�

5. What are the statistical analysis tools that you have used? What are your essentials?

Why Ask This: To assess software experience
What to Look For: References to business intelligence tools like SPSS or SAS, and mentions of statistical software such as MySQL or Excel
What This Is: Preliminary

Sample Answer: 鈥淚 have used Microsoft Excel extensively to manage the datasets involved in projects I handled. I classify the data into separate spreadsheets, with cross-reference functionality for easier navigation and data retrieval.鈥�

Secondary Screen

6. What was the most complex data project you worked on?

Why Ask This: To assess the level of experience and skill of the candidate
What to Look For: The extent of the candidate鈥檚 role in the project, any challenges faced, and the process employed by the candidate to deliver results
What This Is: Preliminary

Sample Answer: 鈥淚 was assigned to analyze a big data set involving multiple variables and factors. Classifying and arranging large amounts of data was one of the primary challenges. However, with the use of available tools and smart technology, all the data were eventually structured logically. I interpreted the data using charts and graphs for faster analysis and easy comprehension.鈥�

7. What is big data?

Why Ask This: To check the basic knowledge of the candidate
What to Look For: A short, concise definition of big data
What This Is: Follow-Up

Sample Answer: 鈥淏ig data refers to large amounts of data that may come from any heterogeneous source. The data may be structured, semi-structured, or completely unstructured. The data must be thoroughly managed to produce actionable information or insights.鈥�

8. How do you define ____?

Why Ask This: To gauge the depth of statistical knowledge
What to Look For: Thorough definitions of more specific statistical knowledge
What This Is: Follow-Up

Tip: Use basic data analysis terms such as clustering, outliers, statistical model, or normal distribution.

Sample Answer: 鈥淎 statistical model is the means of applying statistical analysis on a given dataset. The statistical model functions as a mathematical representation of the dataset.鈥�

9. What are the differences between ____?

Why Ask This: To assess the depth of statistical knowledge and analytical skills
What to Look For: Clear differentiation between statistical concepts
What This Is: Follow-Up

Tip: Ask about contrasting data analysis terms like quantitative and qualitative data, variance and covariance, or data profiling, and data mining.

Sample Answer: 鈥淨uantitative data analysis looks at numbers, employing more mathematical concepts. On the other hand, qualitative data analysis looks at more intangible properties such as characteristics and opinions, yet they can be just as precise as quantitative data analysis using the right techniques.鈥�

10. What are the differences between left join, right join, inner join, and outer join?

Why Ask This: To evaluate the extent of skill in data management
What to Look For: Simple comparison of the functions
What This Is: Follow-Up

Sample Answer: 鈥淎 left join would return all the data from the left table and the matched data from the right table. A right join is vice versa. An inner join retrieves data that match between both tables and an outer join is when all records are returned if there are matches in either the left or right tables.鈥�

11. What are the most advanced Excel functions you know?

Why Ask This: To evaluate the extent of skill in data management
What to Look For: Specific data management functions such as VLOOKUP, HLOOKUP, INDEX, and others
What This Is: Follow-Up

Sample Answer: 鈥淰LOOKUP or HLOOKUP are Excel functions that retrieve data by searching a column or a row in a table. I鈥檝e used these functions in previous engagements and utilize them regularly as part of my process.鈥�

12. What is your process for data analysis like?

Why Ask This: To draw a picture of the candidate鈥檚 methodology and project management skills
What to Look For: A clear structure from project start to project finish and must include data cleaning, exploratory data analysis, hypothesis testing, and findings presentation
What This Is: Preliminary

Sample Answer: 鈥淎t the start of the project, I make sure that my datasets are as complete as possible. I go through data cleaning next. If any data is missing, I proceed with exploratory data analysis for initial insights into the dataset. Once I have more information, I apply more analytical techniques such as regression or clustering. Finally, the findings I obtain are prepared for presentation to the stakeholders.鈥�

13. What is data cleaning and how do you do it?

Why Ask This: To assess the data management skill and problem-solving of the candidate
What to Look For: A clear description of how to process missing data, duplicates, outliers, and others
What This Is: Follow-Up

Sample Answer: 鈥淒ata cleaning takes up most of the data analysis process. It prepares the data by addressing missing links, duplicated entries, and other inconsistencies that may exist in the dataset. In the beginning, I learn about the nature and pattern of the missing data. Random missingness brings the need to use imputation techniques, but not random missingness means that I only have to consider excluding incomplete data points in my overall analysis.鈥�

14. What are some best practices for data cleaning?

Why Ask This: To gauge the skill level in data management and critical thinking
What to Look For: Practical insights such as sorting data based on varying attributes or breaking down a big dataset
What This Is: Follow-Up

Sample Answer: 鈥淚 first have to establish the data quality standards that are relevant to the project. Once I have my standards, if the dataset is huge, I set my parameters for automated data cleaning, covering variables that can be removed from the dataset.鈥�

Final Screening

15. How would you go about measuring the performance of our company?

Why Ask This: To check if the candidate performed prior research and has a good understanding of the company
What to Look For: References to the goals, values, and unique circumstances of the company
What This Is: Preliminary

Sample Answer: 鈥淲ith the values and goals that your company has, your sales in the past year have shown considerable growth. Engagement with your market is high. After sales feedback is also positive. If you stick with the drivers that brought you success in the past year, you will be on track for an even better year ahead.鈥�

Quick Bonus: Use 5 More Interview Questions for Soft Skills, Values, and Other Non-Technical Essentials

Beyond the analytical skill interview questions, statistics interview questions, and excel interview questions for data analysts, you also have to ask questions about soft skills, leadership and values that align with your company.

1. How would you deal with a challenge that seems too difficult to face on your own?

Why Ask This: To check the ability to work in a team and has humility
What to Look For: A willingness to ask for help and to work in a group
What This Is: Preliminary
When to Ask This: Final Screen

2. How would you describe yourself as a worker?

Why Ask This: To check both independence as well as team loyalty
What to Look For: Confidence in working alone and humility to work in a group
What This Is: Follow-Up
When to Ask This: Final Screen

3. What made you choose data analysis as a career?

Why Ask This: To assess the passion of the candidate
What to Look For: Genuine interest in data analysis and statistics, specific examples of what fascinates the candidate, and up-to-date information about trends and relevant technologies like AI
What This Is: Preliminary
When to Ask This: Final Screen

4. Where do you see yourself in five/ten years?

Why Ask This: To evaluate the ambition of the candidate
What to Look For: Specific goals of the worker that you can use to cultivate growth opportunities
What This Is: Follow-Up
When to Ask This: Final Screen

5. What attracted you to our company?

Why Ask This: To assess the values of the candidate and if they match with your organizational principles
What to Look For: Specific characteristics and qualities that the candidate associated with the company
What This Is: Follow-Up
When to Ask This: Final Screen

Find the Best Data Analyst for Your Team

Now that you have the questions you need to identify the person for the job, you just have to find the candidates for your open role. Offshoring is a strong talent source to address the talent gap and get you data analyst candidates. 

IT support is one of the most commonly outsourced jobs to the Philippines. IT graduates, which the country has in droves, have basic knowledge of data analysis. These are the talent you need to attract.

Many companies are outsourcing to the Philippines. Different US, UK, and Australian companies are outsourcing their roles to remote Philippine workers, so an offshore Filipino team may be the team you need.

Remote Filipino data analysts fill the shoes of any other data analyst out there. Yet they offer more value by espousing kapwa-tao. It is a Filipino value that prioritizes being at peace with everyone facilitating good communication and teamwork.

An offshore Filipino data analyst may also bring your company as much as 50% cost savings. Check out the table below and a salary calculator to see the difference.

Hire the Best Talent with Offshore Data Analysts

You have everything you need to attract talent and find the best data analyst for your company. Consider offshoring as a viable solution for your talent needs. You can enjoy the skills and values that Filipino workers bring, as well as the low labor costs from hiring a remote Filipino worker. Save as much as half your usual costs for a data professional.

Data analysts are valuable members of a company. They perform integral functions that propel organizational progress toward goals or targets. By hiring offshore data analysts, you fill in such an important position in your company.

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