Outsourcing and outstaffing are the main differences. Outstaffing and outsourcing: the main differences. Outstaffing - what is it in simple words

The concept of outsourcing (outsourcing) can literally be translated as "external source". In practice, it most often means the transfer of the functions of certain internal departments (for example, the personnel department and the accounting service) to some external performer.

Production outsourcing is the transfer of any production functions or business processes. At the same time, the main goal is not to save money, as one might think with a cursory analysis, but to free up resources for developing new directions or focusing efforts on really important things.

Accounting outsourcing actively began to develop in 1996, when the law "On Accounting" was adopted. It is this legal act allowed to transfer accounting to any external organization specializing in this type of service. It is worth noting that today this particular practice is very common (unlike other types).

The main problem of outsourcing development in Russian Federation is the absence legislative framework, which would regulate the relationship between customers and performers. This concept was not reflected in the Civil Code. There is no clear legal structure, scientific classification of contracts, so everyone draws up such transactions based only on their own assumptions.

Outstaffing

The term outstaffing, in turn, can be translated as "freelance". The essence of the mechanism is as follows. Part of the company's personnel is removed from the main staff and is registered in the executing company. A newly minted employee fulfills the same obligations, but on behalf of a new company, while receiving remuneration.

The difficulty lies in the fact that employees, while actually continuing to work at the same place and perform the same functions, switch to a contract for the provision of paid services by the customer company, as well as to work on a travel list by the contractor company. So, the main difference between outstaffing and outsourcing lies in the relationship of the customer to the staff.

In fact, all legal relationships end at this stage. The outstaffer does not bear any responsibilities, except for work with the staff. The actual result is not guaranteed in any way, and they are directly connected with employees only on paper. Responsibility, by the way, lies entirely with the staff.

Outsourcing means getting third party functions of a subcontractor on the basis of a long-term agreement. Outstaffing implies the partial removal of personnel from the state, their registration with the outstaffer. A gratuitous contract for the provision of services is drawn up. Outsourcing and outstaffing have a difference in that in the first case, the company transfers part of the authority to contractors, and in the second, part of the employees. The similarity of the processes is to minimize risk situations, reduce the cost of resources and finances. With non-core activities of the enterprise, taxes are optimized and personnel costs are reduced.

Outsourcing Features

Outsourcing processes are the performance by a third-party organization of non-core functions of the customer company. In some cases, "foreign resources" have an appropriate level of specialization, knowledge, as well as experience and technical means to perform tasks.

Outsourcing services are relevant if:

• there are vacancies for a short time - part of the staff went on vacation, sick leave or maternity leave;
• there was a need for seasonal low-skilled or unskilled labor;
• an urgent project is required, but there are no specialists in the state or the number of personnel is small;
• it is necessary to conduct marketing research, advertising presentations or use the services of logisticians, accountants, IT specialists;
• you need to reduce labor costs, reduce the number of personnel tasks or reduce tax losses.

There are no provisions on the outsourcing contract in Russian legislation. However, under Art. 421 of the Civil Code of the Russian Federation, citizens can freely provide services. In paragraph 1 of Art. 779 of the Civil Code indicates the possibility of concluding such an agreement. According to the letter of the Federal Tax Service No. 20-12 / 066875, an outsourcing contract is a contract for the provision of services with the transfer of functions for no more than 1 year.

What you need to know about outstaffing?

The difference between outstaffing and outsourcing lies in the partial removal of personnel from the company's staff without losing their jobs. Outstaffing services are required in the following cases:

• staff reduction without loss of qualified specialists;
• financial savings for paying social tax, administrative costs, personnel records and salaries;
• legal protection of personnel during inspection by control bodies;
• hiring regional staff without opening branches and representative offices;
• removal from the staff of applicants for the period of probation.

According to paragraph 1 of Art. 56 of the Labor Code of the Russian Federation, adopted in 2016, borrowed labor processes prohibited. However, ch. 1 st. 53 does not exclude the services of outstaffers or private recruiting agencies. Therefore, the functions of the employer are performed by recruitment agency. According to paragraph 6 of Art. 18.1 of Federal Law No. 1032-1, part of the personnel can be transferred if the company:

• has an authorized capital of at least 1 million rubles;
• timely pays taxes and other obligatory payments;
• has a gender with higher education. The manager must have worked in the field of employment for 2 of the last 3 years.

The recruiting company maintains documentation in accordance with the legislation of the Russian Federation, pays salaries, benefits, compensations, transfers taxes, submits reports and resolves labor disputes.

Outstaffing contract template

with an employee in without fail a contract is concluded for the provision of personnel, but its unified form is not established by law. It is allowed to draw up a personnel outstaffing agreement based on the model, which contains:

1. Document's name.
2. The serial number of the agreement in the accounting records.
3. Date and place of signing.
4. Data on the parties that entered into the contract - the Client, the Contractor.
5. Information about the subject of the contract - it is necessary to indicate the fact of personnel loan on the basis of a written application.
6. List of rights and obligations of the parties.

The agreement is drawn up on the basis of an employment contract. It prescribes a temporary direction for work at another enterprise with an entry in the work book.

A sample outstaffing agreement can be downloaded from the link below:

Detailed comparison of outsourcing and outstaffing

Employers and employees may misidentify third-party service delivery because the business processes themselves are recent. The main differences between outsourcing and outstaffing are fully reflected in the table.

With the actual difference, outsourcing and outstaffing do not allow you to control the staff, influence it through bonuses, and also carry out the dismissal procedure.

What is outstaffing in simple terms? How is outstaffing different from outsourcing? Which agencies provide staffing services and what is their cost?

Hello dear readers! Dmitry Shaposhnikov, one of the authors of the HiterBober.ru business magazine, is with you.

One of the ways to solve the problems associated with hiring personnel, optimizing the number of the enterprise is outstaffing - a service for the provision of personnel.

For 7 years I headed a large division in Stavropol of one of the leading telecommunications companies in Russia. Our company actively used outstaffing, especially in recent years.

Outstaffing can help you properly distribute the load on employees, relieve you of a lot of problems, save money and nerves.

By correctly implementing this tool in your business practice, you will revive your business, increase income, and partially get away from the problem of hiring staff. You will free up resources for development, you will have more time for planning.

Do you also want to use this tool in your business, so that neither the labor nor the tax authorities consider the law to be violated?

Then close the extra tabs of your browser and read this article carefully!

1. What is outstaffing in simple words?

Let's start with a definition.

Outstaffing- a form of hiring temporary employees to perform different categories of work.

For example, you have just opened your store and you need to:

• train your consultants in sales techniques,
• hire a person for general weekly cleaning;
• periodically, 2-3 times a month, unload-load heavy goods.

And during the pre-Christmas sale, you will need additional sales assistants, who will then need to be fired. In addition, your full-time employees periodically get sick, go on vacation. It would be desirable to have a person who could come to replace if necessary.

If you enter into employment contracts with all these people, you will encounter the following difficulties:

1. Difficulty of selection. No one wants to go to work for a few New Year's Eve days, once a week or several times a month. It is almost impossible to make money with such a schedule.
2. The difficulty of getting fired. Even if there are those who wish, you must conclude an employment contract. Usually it is concluded for an indefinite (long) period, and you need - for 2 weeks. If the employee does not agree, problems may begin.
3. Paper work. A lot of documents are drawn up for each employee, and soon you will be faced with the need to hire another HR inspector, and this is an additional cost.

You, as the director of a store or any other enterprise, will be saved by outstaffing.

In simple words

Outstaffing- this is the provision of personnel for rent by a third-party company. At the same time, this staff is registered with the outstaffing company.

To implement such an idea, three parties are needed: the employee himself, the company that needs him, and the recruitment agency. The latter draws up an agreement with the candidate in accordance with the Labor Code, pays insurance premiums for it, but workplace is in the interested company.

You set the requirements and profile of the position for the agency that provides outstaffing services, and it takes care of loading the work schedule of employees, paying fees, and being ready to come to you on demand.

Do not resort to outstaffing if you are hiring core staff. With consultants and cashiers in a store, with engineers and key workers in production, with doctors and nurses in a hospital, if you plan to employ them full-time for a long time, you can and should conclude indefinite employment contracts, provide them with all guarantees and social benefits.

2. How is outstaffing different from outsourcing?

Until now, in many contracts and even in the definitions of courts, outsourcing refers to the selection and provision of personnel at the disposal of the customer, but this is outstaffing.

These two concepts have nothing in common. The table below shows these differences clearly. We have previously written about .

Comparison table of outstaffing and outsourcing:

Thus, outsourcing and outstaffing are different forms of contractual relations and forms of fulfilling the company's tasks. Confusion in concepts can lead to incorrect interpretation of the terms of the contract by different parties, and, therefore, to conflict, severance of relations, fines and other unpleasant consequences.

3. New in the legislation: is outstaffing prohibited since 2016?

Let me just say no, no, and no! The ban on outstaffing is a myth invented to create a stir around the topic. What actually changed? The legislator introduced a new concept - Agency work, which has been "vetoed" since 2016.

agency labor- this is an uncontrolled rental of any personnel for any purpose and any work. In Russia he prohibited since 2016.

Outstaffing has not been prohibited since 2016, subject to legal restrictions.

The benefits of outstaffing, if used correctly, are obvious.

Companies can save on temporary, seasonal employees, on the performance of work in secondary (non-core) activities, in places that do not require serious training or special education.

And that's not it. Resourceful employers have come up with a simple but effective system, like with the help of outstaffing:

1. Pay less for accident insurance. A company that is engaged in high-rise, underwater, underground and other hazardous / hazardous work, then such a contribution for each employee will be high. But if you hire a specialist whose employer is a recruitment agency, the insurance premium will not exceed a hundred rubles, because the main activity of the outstaffing agency is not high-altitude / underwater / underground and other dangerous and harmful work and recruitment. Only workers with injuries and occupational diseases received at the workplace suffer from such a scheme - they cannot count on full-fledged insurance.
2. Save on insurance premiums for employees. Contribute smaller amounts to the Pension Fund for employees who are entitled to early retirement due to their working conditions. A miner whose employer is a recruitment agency will not receive an early pension, although he actually works in conditions that suggest such a pension.
3. Save on vacation. Do not pay for additional leave due to some categories of employees, because they are employed in an outstaffing company, and not in hazardous production.
4. Replace employees quickly. For example, "undesirable" and "obstinate" workers who went on strike can be quickly replaced by others. To avoid downtime, the company hires suitable specialists and continues to work.

Such manipulations and games with the law could not go unnoticed by the legislator for a long time, therefore, since 2016, outstaffing has undergone changes and restrictions.

For some categories of workers, in order to protect their rights, only a direct employment contract is provided with all the benefits required by law: additional payments for harmful or dangerous working conditions, early retirement, additional paid leave, accident insurance.

4. Outstaffing and agency work: the main differences

Until 2016, when no form of leasing personnel was regulated by law, these two concepts could be considered synonymous.

Let me remind you that agency labor involves the replacement of any employees, for any period, for any purpose, without restrictions. This form of outstaffing of personnel is now prohibited in our country. Moreover, since 2016, a third party has appeared - the employee himself. With agency work, his opinions could not be taken into account - an order from the employer was enough. And during outstaffing-2016, he acts as a full partner, consciously entering into an agreement and giving voluntary consent to work in the company.

In order not to “slide” into illegal hired labor, when concluding an outstaffing agreement between a recruitment agency and a company, very specific requirements must be met.

Companies are prohibited from using leased personnel:

• during strikes of key workers, during downtime associated with non-payment of salaries to regular staff;
• at hazardous facilities, at workplaces with harmful working conditions;
• when the qualifications and education of employees are necessary to obtain licenses, accreditations and permits (doctors in medical institutions, teachers in educational institutions, chief engineers and mechanics in production - all these workers must be on staff and cannot be rented.

5. Sample contract for outstaffing for download

In addition to legislative restrictions, when concluding a contract for the lease of personnel through outstaffing, it is necessary to provide for many details that, if neglected, will cause additional costs. For example:

• Are services for the selection, selection of applicants included in the price or are they paid separately?
• can the contractor (recruitment agency) change employees without the consent of the customer company?
• actions of the parties in case the presented candidate does not meet the requirements?
• many other minor little things that they pay attention to only if there are problems with them.

To immediately foresee all possible situations and insure yourself against potential problems, you need a qualified lawyer. And if his services are too expensive? The Internet will come to the rescue! In drawing up a contract, for example, a service such as QuickDoc with a sample outstaffing contract can help you. By changing positions, you can get different conditions agreements.

6. What agencies provide staffing services and commissions for outstaffing companies?

Since 2016, personnel provision services can be provided by:

• accredited recruitment agencies;
• legal entities or entrepreneurs - under agreements with affiliated companies and with the consent of the employee.

In St. Petersburg and Moscow, outstaffing is carried out by the following agencies:

1. Zest Staff(zest-personal.ru)
2. Interprime(interprime.rf)
3. Contact Service(okcall.ru) - call center
4. Credence(credence.ru)
5. HR Advisor(outstaffing-sovetnik.ru)

The following requirements are imposed on outstaffing companies: they must apply only the basic taxation system, work without debts on payments to the budget, have at least a million rubles authorized capital, and the head of such an agency must have higher education and professional experience.

The customer pays the agency a single invoice, which includes:

• employee's salary;
• personal income tax;
• contributions to the Pension Fund, MHIF, FSS;
• vacation pay, calculation upon dismissal;
• agency commission. It provides compensation for personnel office work, accounting and tax support of personnel, submission of reports for each employee. The increased commission may include recruitment services.
• other services: provision of overalls, uniforms, training, medical examinations, etc.

The average agency remuneration is on average 1-5 thousand rubles for each employee. Most contractors offer a discount for the number of employees.

The cost of outstaffing is low, otherwise it would not make sense.

To better understand what outstaffing is and in what cases companies resort to it, watch the video from Stolitsa FM radio:

7. Conclusion

Now you have learned more about such a way of working with personnel as outstaffing, as well as about new legislative requirements in this area. We hope this article was helpful to you. Today, this service can be used by any company that wants to legally reduce labor costs.

All that is required is to comply with the basic provisions:

1. The temporary nature of the work of the leased personnel;
2. Consent of the employee to his own lease;
3. Workplaces without harmful or dangerous factors;
4. Working with an accredited outstaffing agency.

Compliance with these points will allow you to work calmly, saving money and not violating the current legislation. I wish you success!

There is an opportunity to save time and money, as well as increase business efficiency through staff outstaffing, when a company takes the employees it needs “for rent” for a while, without expanding the staff and without burdening its personnel officers and accounting with unnecessary worries. In this case, employees are accepted by employment contract another company - a recruitment agency (according to the law "private employment agency") - and rents them out to other companies.

What is outstaffing?

Outstaffing (from the English out “outside”, staff - “staff”) is the withdrawal of personnel from the staff of the company and its registration in the staff of the outstaffing company. It takes full responsibility for personnel issues, provides employees with the required qualifications and bears full responsibility for the quality of their work.

There are several reasons why it is beneficial for a company to use the labor of "leased" workers:

• Reducing the burden on accounting and personnel department

The recruitment agency is responsible for the calculation of salaries, the payment of "salary" taxes, the calculation and payment of benefits and vacation pay, the preparation and submission of "salary" reports to the Federal Tax Service Inspectorate, the Social Insurance Fund and the Pension Fund of the Russian Federation. It, in case of violations, will pay penalties and fines, as well as all additional charges. The company itself will remain aloof from all these problems.

Companies do not need to involve accountants and employees in this personnel service. She simply pays a fixed amount for each worker.

• Replacing an employee is not a problem

When outstaffing, the agency is engaged in the selection and replacement of personnel (during the vacation or illness of the “leased” employee). You will not have to solve issues with the admission and dismissal of employees of the company.

• Resolved the issue of employment of foreigners

Foreigners are hired according to special rules, in case of violation of which there can be significant fines. Under an outstaffing agreement, the agency will check the documents of foreigners and inform the Ministry of Internal Affairs about the employment of employees from abroad.

• Fewer labor checks and claims

Labor checks regarding temporary employees will be carried out at the agency, since it is with it that the employment contracts of employees working on outstaffing conditions are drawn up. So, all questions on design labor relations will be to the agency, and he will have to submit documents and explanations at the request of the Trudoviks.

• Reduces the risk of being called to the tax payroll commission

Salary commissions are invited if the salary in the company is below the industry average in the region. At the same time, if a low-paid employee works outside the state, the average salary in the company will be higher, which means that an invitation to a salary commission is unlikely. Read more about who is invited to the new salary and contribution commissions in the publication.

Outstaffing of personnel is prohibited, but it can be used

Until 2016, the Labor Code did not contain such a thing as “contingent work”, therefore, it was not regulated at the legislative level, and outstaffing workers were an openly disenfranchised category of workers. For example, the receiving party could at any time refuse an employee hired in this way - without explaining the reasons and severance pay. At the same time, the employee himself, hired under an outstaffing agreement, found himself in a very suspended position: he was hired by one organization, and he works in another. In this case, the actual employer does not bear any responsibility.

To rectify the situation and protect the interests of "borrowed" workers Labor Code The Russian Federation was supplemented by Article 56.1, which gave a definition of agency work - this is work by order of the employer in the interests and under the leadership of another company - and prohibited its use (Federal Law of 05.05.2014 No. 116-FZ). But an unambiguous ban on staff hiring new article did not enter.

The ability to send workers to another employer is still available. But for this it is necessary to comply with a number of conditions that are prescribed in chapter 53.1 of the Labor Code of the Russian Federation.

Temporary staff: who and in what cases?

The provision of employees to another employer can only be temporary - for a period not exceeding 9 months. Only allowed if:

1. Knowingly temporary work associated with the expansion of production or volume of services.
2. Replacing a temporarily absent staff member.
3. Service and assistance in housekeeping to citizens.

In addition, an employment agency can conclude an employment contract with a temporary provision for those who do not plan to work permanently. This:

• full-time students;
• single and large parents raising minor children;
• persons released from correctional institutions.

They are allowed to be sent to the host company in cases where, according to the Labor Code, a fixed-term employment contract can be concluded.

Hiring temporary staff is strictly prohibited if:

• replacement of striking workers;
• performance of work in case of downtime, implementation of bankruptcy procedures, introduction of a part-time work regime in order to preserve jobs in the event of a threat of mass layoffs of employees;
• replacement of employees who refuse to perform their duties, including due to salary delays of more than 15 days;
• fulfillment certain types works at objects of I and II hazard classes (the list of such works was approved by the Order of the Ministry of Labor of Russia No. 858n, Rostekhnadzor No. 455 of November 11, 2015);
• performance of work in the field, the working conditions of which are classified as 3rd or 4th degree of harmfulness or especially dangerous working conditions;
• replacement of those employees whose presence is a condition for obtaining a license, a condition for membership in an SRO or issuing a certificate of admission to a certain type of work;
• performance of work as crew members of sea vessels and ships of mixed (river - sea) navigation.

As you can see, it is possible to hire a freelancer, but subject to numerous restrictions.

At the same time, there were strict requirements for the companies themselves that provide staff.

In addition to employment agencies, some organizations can provide temporary staff. For example, the parent organization of a subsidiary or a company that is a party to a shareholder agreement - to each other.

Who is responsible for staff

Since the main reason for amending the Labor Code of the Russian Federation was to protect the interests of employees, the company accepting the leased personnel has become more responsible for it:

1. It is necessary to conclude a special additional agreement with the employee to his main employment contract indicating all the data of the receiving party (there was no such requirement until 2016).
2. “Foster” employees should receive no less than full-time employees of a similar position and qualifications. Despite the fact that the salary is paid by the agency, not the host, the salary directly affects the cost of the provided worker, so saving on the salary of non-staff personnel will not work.
3. If personnel are involved in harmful and dangerous work, then the contributions will also be higher, which means that the agency will “include” these contributions in the cost of the provided worker.
4. Occupational accidents are investigated by the actual employer, not the agency.
5. Responsibility for non-payment of wages to "leased" workers lies with both employers - both direct and agency. By default, their “primary” employer owes them a salary. But if for some reason he cannot pay the employees, they can demand payment from the company in which they directly worked.

Obviously, after the adoption of amendments to the Labor Code, it has become much more difficult to conclude outstaffing contracts. And some companies were forced to abandon them altogether.

Differences between outstaffing and outsourcing

In some cases, it is advisable to draw up an outsourcing agreement instead of an outstaffing agreement. Although outstaffing is often confused with outsourcing, they are completely different concepts. And outsourcing in our country has not yet been subjected to such severe persecution.

Outsourcing is the process of transferring a part of production or business processes by a company to another company whose specialists are experts in a particular field.

Outstaffing is the rental of employees, and outsourcing is the provision of specific services.

Let's take a simple example to better understand the difference. The company does not have a full-time accountant. And the agency provided the employee for this position. In this case, we are talking about outstaffing. However, such an accountant will be able to work for a maximum of 9 months.

Outsourcing is another matter - that is, if the company transfers accounting as a whole or its individual sections, for example, payroll, to a third-party professional organization. At the same time, a regular contract for the provision of services is concluded, where the norms of civil law, and not labor law, apply.

So what is the difference between HR outsourcing and outstaffing? For a better understanding of the similarities and differences, we present a small table.

The comparison table of outsourcing from outstaffing shows that today accounting outsourcing is the most suitable option for a company that, for some reason, is not ready to expand its staff, but needs additional employees.

In addition, companies most often outsource:

We can take over each of these areas and make your work easier. Our experts will advise you on all your questions.

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Today, foreign terms are beginning to appear actively in the business environment of Ukraine, the company's management tools are developing. This is due to the fact that we are so actively entering the international market, so it is necessary to understand what they mean and what they mean. Outsourcing and outstaffing are terms that are now in circulation in the market and in business. What is it and what is the difference between these concepts? What is more efficient and how best to organize the work of the company?

What is outsourcing?

Today, outsourcing in Ukraine is just beginning to develop, at a time when Western companies have been using these employees for many years. At the same time, the word “Outsourcing” came into vogue at one point, so it is used without thinking about the essence.

Outsourcing is this type of cooperation, during which the customer company transfers part of its tasks to a remote employee or outsourcing company. Most often, special contracts are used to organize such work, which regulate tasks and functions.

In most cases, a professional firm acts as an outsourcer that specializes in doing a specific job. But this is also the name of informal employees who constantly perform tasks or control projects, but are not active employees of the freelance firm.

The main difference between freelancing and outsourcing is that there are no contracts with the first one, but everything is done by default. At the same time, a great responsibility can be laid on an employee, he performs many tasks, controls other specialists and submits work reports. This is convenient because a freelancer can work from anywhere in the world (if he has a computer), and the head of the company gets the results without paying taxes for additional employees.

Outsourcing, on the other hand, is different in that the company lays down a special contract that will regulate the work, and also pays much a large amount than when working directly with a freelancer. But in this case, the manager will have at least some guarantee of completing the tasks.

Example:

A company selling fuel for cars needs to create an original company logo. Since the task will be performed only once, it makes no sense to hire a special person. Therefore, they turn to an outsourcing company that provides web design services. Specialist remotely creates new logo, sends it to the customer and receives payment.

Outsourcing today is carried out by almost any company that provides services. Most often, remote work is based on:

• consulting and permanent lawyers;
• company accountant;
• professionals in IT;
• call center employees;
• recruitment agents;
• handymen (locksmiths, fitters)
• cleaning specialists.

The advantage of outsourcing is that the owner of the company will not need to hire many employees, rent an office and work on solving the problem. In addition, this way you can ensure the smooth operation of the enterprise, even if you do not have an employee with certain skills.

Outstaffing - concept and features

Outstaffing is a fairly new direction in business, so in many countries (including Ukraine) the system is not well thought out. Basically, the difficulties relate to the employees themselves who want to work in outstaffing companies.

Outstaffing is a form of work in which employees of one state company provide services to another company. Actually. specialists are “on loan” for a certain time, while all issues are resolved by the company that hired them.

The best example might be popular agencies for hiring seasonal workers today. A specialist goes to work in such a company, signs a contract, but after that he is transferred to a permanent job at another company. For example, a person is hired in such a company, after which the manager looks for a job picking berries at another company. As soon as the season comes to an end, the employee returns to the original company and either works in the same company, or waits for a job in a similar seasonal firm.

Often, company employees are simply removed from the state, but they remain to fulfill their duties. In this case, the manager pays the agreed wages, and the company to which the specialists were transferred handles all the documentation. But in fact the staff is employed by another company.

Benefits of outstaffing:

1. Withdrawal from the staff of personnel who are not needed at a constant rate, but work only periodically.
2. There is no need to select new employees, have a personnel department - the company will do everything.
3. The ability to reduce the staff of specialists without dismissing the majority of employees.
4. Savings on the maintenance of employees - all taxes, sick leave, vacation and other expenses are covered by another company.

The difficulty in understanding the difference between outsourcing and outstaffing is that the original names practically do not differ in essence. Outsourcing - outsourcing, literally translated as "external resources". Outstaffing - outstaffing is translated as "out of state". If you do not delve into the essence of the terms, it may seem that there is no difference between them.

You need to understand that although laws are constantly being adopted that regulate the work of outsourcing and outstaffing, in our country such systems are not yet organized at the proper level. During cooperation with an intermediary firm or when hiring freelancers, it is necessary to draw up contracts that are checked by lawyers. Only in this case it is possible to get only benefit from such forms of cooperation.