Talent outsourcing is a good way for enterprises to solve the technical problems, control costs and improve the enterprise productivity. Especially today when the external environment has great fluctuations, and all walks of life meet  increasing challenges, the enterprises plan to achieve a balance between stability and innovation; ensuring the cohesion of the original team and bringing new impetus to the business development, the talent outsourcing has become the preferred channel.

In the “talent outsourcing”, the outsourcing is the business property, while the talent is the premise of carrying out the business. Similar to establishing the internal team by the enterprise, the priority among priorities of establishing the outsourcing team is also “talent selection”. In terms of specific processes and methods, talent selection of outsourcing team has many key points needing special attention.

Step 1, make the comprehensive analysis on the team needs
The specific method: Review the working process of the team in an inverted order, and find out the working mode required by the team from each link. First find the talents matching team needs from the value and general ability. The following questions should be helpful.
1. What kind of character does the person I need have? Why is the current team like this? Is it active and extroverted or quieter and more convergent?
2. What kind of communication level do I need? Does this team have the direct connection with other departments? How about customers? How about partners? Do they need to attend the meeting together with senior managers?
3. What is the work structure? Do I have the detailed requirements which can be passed on to the team? Do they work in an agile environment with close cooperation? Do I need to seek the person with self-motivation and creativity? Or the person always following others advice?
After determining the talent type which the team needs, you can shift the focus to the post capacity and technical qualifications for making the selection range precise.
In the process of creating a job description, be sure to have comprehensive coverage of value, personality, professional general skills, job skills, etc., and don’t care for this and lose that. Always remember what we need is the right person, rather than just the right skills.

Step 2, prepare for the interview questions with purpose
In general, few enterprises can grasp all the information of the candidate through an interview, and even can’t cover all aspects which the enterprises need to know. When selecting outsourcing talents for the customer, we especially shall “seize the key problems and pay attention to the small problems for the common settlement.” This is the core principle of preparing for the interview questions.
What is the key question? For example, when interviewing a candidate, I mentioned a kind of new technology, and the candidate said “I don't know, but I can look for information and learn it quickly.” Since there is a computer in the meeting room, so I immediately said, “well, you have 5 minutes now, please give me a simple answer no matter by what means”. 5 minutes later, I got a good answer.
In this example, the key question is “the ability of candidate to solve the problem actively, learn quickly, and push ahead”. And the specific “new technology” is the leftover material question. Imagine if the candidate has outstanding performance on the “key question”, even if these “leftover material questions” are missing temporarily, their solution is just around the corner.
For outsourcing talents, I pay special attention to their performance in some special situations:
•Can he/she find the right way to solve the complicated technical problem?
•Can he/she work normally without frequent supervision? 
•His/her communication skills, especially the communication skills of using email and telephone

Step 3, enter the interview process with a pleasant countenance
I always adhere to an important concept: The interview is not questioned, but sales.
Speaking of the sales, people’s first reaction is “to attract customers and achieve the goal successfully”. Is it the interview objective? The employer wants to employ the best and the most suitable candidates, but talents are insufficient in many offshore markets. Therefore, the interview is not only the process of reviewing the talent, but also the golden opportunity for the employer participating in the market competition and attracting talents. It is particularly worthy of attention during the selection of outsourcing talents, because the recruiter is the first image spokesperson of the organization for the candidates.
The following suggestions can help the employer enhance the interview feeling of candidates.
•Don’t adopt the group interview, but interview 1-2 person(s) at a time. Your goal is to build an environment for letting the interviewees show their best side rather than feel fear and conservative.
•Your words should make the interviewee feel comfortable and special. Remember that they will help you achieve success. They need you, and you also need them.
•Let the interviewee have enough time to ask questions and share their ideas. This can not only make them feel special, but also give you a chance to really get to know them. 

Step 4, sincere temptation lets the candidate make the only choice.
It is disappointing for any employer to receive the rejection of the offer, and sometimes it is even a helpless result. But after the interview, is what we can do just “life is in the lap of the gods” as the employer? I don't think so. For example, when I send Offer, I often make such communication with the candidate: “Congratulations on becoming our best candidate. Please give consideration to this offer. If you have any questions or worries about the job position, please directly contact me (or our HR personnel) or our recruiting manager. His/her Email address is: XYZ, his/her phone number is: 123.” It will make the interviewer feel valued, and can let them foreknow what kind of interpersonal and communication way they will meet in the future. If I feel the candidate is hesitating about the position during an interview, I will call him/her in person on the current day for giving the offer. This is a manifestation of politeness, and often can produce good effects.

Actually, the selection of outsourcing talents is not complex compared with that of regular employees of the enterprise, because the human resources’ service providers can complete the most of the field work. The recruiters only conduct the control of this link, and the last link is often the most critical factor for uniting the candidate with the enterprise. Therefore, during the selection of talent, the human resources’ service provider shall cooperate with HR, not only taking the right steps, but also guaranteeing each step is for success.