Even though we are in an economic down cycle and unemployment in the U.S. is hovering around 10%, recruiters are still struggling to find people with the skills and experience their hiring managers are looking for.
Partly this is driven by the commonly held assumption that these skilled and experienced people have been affected by the recession and are actually in the job market. Recruiters know this is not the case and that many candidates have become even more difficult to find and entice away from a secure position.
While demand for lesser-experienced, educated, and skilled candidates has slacked, it has risen for those with higher-level skills. Many firms are trying to replace the employees they had with moderate skills or who were in learning roles, with people already accomplished in their profession.
This is a poor time to be an apprentice or a mid-level worker, as the focus is on paying a bit more for people with better skills who are more capable of achieving goals with minimal help right away.
This has put a huge burden on recruiters. It has increased the number of searches needed for the hard-to-find candidates while almost eliminating the need to source for the easier-to-find positions. This, in turn, has driven recruiting leaders to take a hard look at developing specialized internal sourcing functions or finding an outside firm or individuals to do it for them.
Things to Consider
Before deciding whether to keep sourcing inside or find an external provider, a recruiting leader needs to make sure they have answered three questions carefully: (1) is there a sufficient volume of need that will last over some period of time to justify focused sourcing, (2) do you need to simply have the names and contact information of potential candidates so that a recruiter can screen and assess them, or do you also need screening and assessment or even more than that, and (3) do you have the internal staff with the capability, knowledge, and bandwidth to be effective?
If there is an ongoing need and you lack staff, looking at an outsourcing provider might be both time and cost effective. Building an internal sourcing capability can take months of training in addition to the time needed to find recruiters with the needed skills. Many firms turn to contractors for this service, and that may make sense. Contractors are often local, may be very familiar with your organization and both its culture and skill needs, and work for a reasonable fee. However, they also often increase the leader’s workload significantly.
When sourcing needs are high, timelines are short, needs varied and changing, and the skills hard to find locally, then other solutions may be better.
What Kind of Outsourcing Do You Need?
There are three types of outsourcing:
- Generating names of potential candidates, often called research, which results in a list of names and contact information. These may turn out to be viable candidates, but many will not. All screening and assessment is made by internal recruiters and hiring managers. Results are most likely measured by how many names were generated, how quickly it was done, and how closely they met the previously-agreed-to specifications.
- Generating names and then screening and assessing them. This usually means that only candidates who meet certain qualifications are presented. Results are measured by how many qualified candidates are presented and by the speed with which this takes place.
- An emerging type of sourcing involves all of the above but also includes developing and managing a proprietary talent community of qualified candidates. This might include frequent communication with candidates, setting up and maintaining a Facebook page or something similar, and providing a means for internal recruiters and perhaps hiring managers to communicate with candidates.
Tips for Outsourcing Success
Clarity and Transparency: You need to have a clear strategy that outlines how sourcing fits into your overall success, where it is most needed, and be very open about why you are seeking an outside source.
Know which of the three types of outsourcing above you are primarily interested in: Obviously that choice will affect which outsource partner to use and will impact what level of relationship you need to have. Names generation can be performed by individual contractors and they can be located almost anywhere. The major choice criteria are ability to find the people you are looking for and the speed they can do it. Other sourcing arrangements are more complex; often need face-to-face contact at some point; and require a more sophisticated level of negotiation.
Choose an appropriate partner: Many times I see recruiting leaders choosing outsourcing partners without full knowledge of how deep their skills go or what their previous clients thought about them. You need to get references, spend time making sure their expertise matches your needs, and perhaps even start with a trial to see how they perform. You also need to make sure they can grow with your needs and fit your corporate culture.
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Define your service level expectations: Work with your outsourcing partners to write down a set of expected performance levels, including time to find candidates, how many need to be presented, and what constitutes quality. Defining what a quality candidate is often becomes the most difficult aspect of a relationship. Take the time to be sure the definition is clear and how it will be measured is agreed to by the hiring manager, the outsourcing provider, and yourself.
Establish a vendor relationship manager: Relationships don’t just happen, and they are far more than a contract. Good communication, access to hiring managers when needed, and a willingness to negotiate through difficult issues are necessary components of any successful relationship.
Having a single person who acts as the account manager with the outsource provider is the best way to begin building a long-term-success model. When I speak with parties to failed outsourcing arrangements, lack of communication and difficulty to get issues resolved are significant factors.
Develop conflict resolution processes: Be sure to set up some informal and formal ways for conflicts, disagreements, and uncertainties to be addressed. This can be through the vendor relationship manager or through a committee or other body that is set up to deal with conflicts. The more defined this process is, the better it will be. It should answer questions such as: when is a conflict at the level of needed more formal resolution, how is a complaint raised, and whose decision is final.
Allow access to hiring managers and other key employees: Make sure you allow an appropriate level of direct interaction between the outsource team and the hiring managers. After all, the goal should be finding and placing a quality candidate, not about internal power struggles and politics.
There are many success stories, and all of them are because these basic steps were followed.
reposted with permission from ERE.net
Actually, 7 tips 🙂 Useful article, I’ll bring it under the attention of my prospects and clients.
Benefits of outsourcing is providing services at lower cost and higher quality
The continued economic insecurity is fuelling the upward trend in outsourced model and this seems to be particularly true for recruitment function and human resource
outsourcing.
Many
companies, forced to slash overhead and generate more revenue from their
primary products or services, now have a better understanding of what functions
are core to their success and which are context.
Payroll
processing is context, for example, because it is a common and necessary
function across all companies. No matter how well payroll is processed, it
gives the company no competitive advantage. Similarly, hiring top-performers is
core, but the process to find, recruit and manage the function is context.
Companies use the same antiquated methods, job boards, applicant tracking
systems and people. Outsourcing the Sourcing represents a departure from these
traditional options, but finding, selecting and managing the right one for your
company may be challenging.
Outsourcing
of the generalist functions, including payroll, benefits administration and
employee relations, has considerable momentum today. The recruitment function, however,
is now taking the lead
Outsourcing
the sourcing is a growing practice and defined as a specialized service that
allows clients to outsource some or all of the recruitment function. In the
Outsourcing the Sourcing function the provider leverages the combination of
strategy, technology, resources and vendor management to improve the
recruitment process. Operating as the client’s internal recruitment function
and strategic partner
At Fiddich
Consulting we work closely with the client to improve the recruitment
efficiencies of quality of hire, speed of delivery and cost containment. The
end-to-end recruitment process for many companies encompasses more than just
the sourcing and on boarding of resources. It consists of three key elements
designed to build and sustain a robust talent pool. These are workforce
planning, talent acquisition and engagement and ongoing talent management.
Why Outsourcing the Sourcing?
Organisations
outsource recruitment and hiring practices for many different reasons. According
to a recent Survey, three business priorities, they are:
“Executing
business strategy”, “reducing operating costs” and “recruiting, retaining and
developing a great workforce”. All of these have shaped the needs and triggers
for the adoption of Outsourced Sourcing Model
Key Benefits of Fiddich Consulting
Outsourced Sourcing Model
Any
evaluation of whether to outsource must begin with a clear understanding of the
intended benefits and how the features of an outsourcing company will generate
the benefit. This is important to ensure the benefits can be monitored and
managed.
To maximise
the overall value of outsourcing, the cause and effect logic must constantly be
applied. At Fiddich Consulting we provide features.
Access to a wider talent
One of the
key drivers for outsourcing the recruitment process is to improve access to
talent. An outsourcing provider should be able to demonstrate the ability to
attract a larger pool of quality candidates for an organisation over their
internal recruitment team. At Fiddich Consulting we have a comprehensive range
of attraction channels which reach a wide pool of talent. This is due to the
frequency we undertake talent acquisition for multiple clients and build
comprehensive databases of active and passive candidates.
Continues innovation and increased
expertise
Organisations
looking to outsource their sourcing function often look for a provider to help
them enhance their employment brand and value proposition as well as offer
innovative talent acquisition and mobility strategies.
The
demographics of the general workforce are complex and a major impact to hiring
top talent. There are currently different distinct generations working together
making up a workforce that have a wide range of ideas and motivations. In
addition, workforce demographics are constantly changing which can
significantly impact talent acquisition and management success. Many
organisations look to their sourcing providers to assist them in navigating
this confusing and ever changing landscape by utilising their market insight
and strategic recommendations to help them stay ahead of the curve.
Improved supplier management and process
Another
significant benefit organisations look to achieve by outsourcing recruitment
process is the efficiencies and cost savings gained from the transfer of
supplier management.
At Fiddich
Consulting we enhance the outcomes by assisting organisations in achieving the
optimal recruitment supplier structure for their business.
Sourcing
providers should also be able to assist organisations to identify recruitment
process pain points and recommend improvement initiatives. Outcomes from
improved process management can be measured against service level agreements
such as time to fill, quality of hire and candidate satisfaction.
Half the cost half the time
Whilst cost
is not the primary factor driving many organisations to outsource it is
certainly an important consideration especially in this economic climate.
Industry data suggests that savings of 15-25% per hire are achieved from
successful outsourced sourcing adoption. The results vary due to initial scope
for improvement, success of the implementation and the methodology and
timeframe calculating savings. At Fiddich Consulting we provide best in class
outsourced sourcing model and have following cost savings
Indirect Cost Savings
Reduced
Human resource and hiring manager interaction with agencies
Reduced
Human resource and hiring manager involvement in end-to-end administration
tasks
Efficiency
gains from process improvement enhanced reporting and control
Productivity
gains from a higher quality of candidate attracted and reduced time to fill
Productivity gains from better candidate fit and reduced retention
Direct Cost Savings
Reduced
salary rates from improved market comparison and a more rigorous exception
approval process
Reduced
salary rates from enhanced non-salary employee value propositions
Reduced
recruitment volume from increase retention and candidate fit
Reduced
volume via agencies due to increased internal mobility and pre identified
candidates
Reduced
agency fee per hire by reducing agency effort in the process. At Fiddich
Consulting we believe in half the cost
half the time business model
About Fiddich
Consulting
Fiddich
Consulting is a consulting, technology and outsourcing company. Combining
unmatched experience, broad capabilities across all industries and business
functions. Fiddich Consulting team up with clients to help them become great
performance businesses and governments.
True success comes from working with a partner you trust to
provide the insight, support and expertise that will propel your business
forward. Experiencing certainty with Fiddich Consulting means you can count on
results, partnership and leadership.
When you work with us, your long-term success is our motivation.
This is why we can offer you the ability to meet every challenge and the
agility to capitalize on every opportunity. That’s the power of certainty and
it is our promise to every client.
Company Core Values
Integrity
We at Fiddich Consulting behave with integrity and in an ethical
manner in everything we do and say, thereby earning and maintaining the trust
and respect of customers, suppliers, colleagues, partners and communities.
Commitment to
Excellence
Our commitment is to demonstrate excellence in all domains of
our work and in our interactions with customers, suppliers, colleagues,
partners and communities. In addition, we commit to exercising judgment,
professionalism, rigour, self-discipline, perseverance and team spirit.
Committed to Customer
Success
We promote a customer-centric culture that emphasizes
outstanding service and meets our commitments at every level of our
organization.
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At Fiddich Consulting we help accelerate innovation, increase
productivity, reduce costs, and optimize asset utilization. Our consulting,
technology and outsourcing solutions help you derive maximum value from your
investments.
Healthcare
At Fiddich Consulting, our mission in healthcare is to address challenges
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At Fiddich Consulting, we partners with governments, public sector entities and
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In today’s fast paced world, categorized by dynamic technological evolution,
High Information Technology enterprises are managing with challenges such as
reduced time-to-market, technological obsolescence and constant pressure to
control IT infrastructure / support costs.
Fiddich Consulting is working with technology companies to create
outcomes that matter by addressing challenges in different areas: IT
transformation, HR and Recruitment transformation, IT Innovation, and efficient
operations. Our solutions helps you realize operational excellence and achieve
higher profitability.
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Leisure
Fiddich Consulting helps travel, transportation and hospitality
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business goals, and takes responsibility of implementing strategies, delivering
great level of certainty of results no other firm can match. Partnering with us
will result in the following benefits like improved ROI on IT capital expenses,
ability to integrate IT and Infrastructure services to create truly innovative
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Globally, Manufacturing companies are trying to reduce operational
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and increase efficiencies, while maintaining product quality and meeting safety
and regulatory norms. Our innovative solutions provide you the bandwidth to
innovate on business models, leveraging contemporary technology solutions.
We at Fiddich Consulting provides multi-dimensional services spanning IT
led business transformation, design, development and support for IT solutions,
and value-added services such as outsourcing, infrastructure management and
consulting. Each solution is carefully crafted to drive competitive
differentiation.
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Entertainment
Today’s entertainment enterprises are navigating from some of the
biggest shifts ever witnessed in technology, culture and business models–from
adoption to preference, from fragmented audiences to convergent industries,
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Today, some of the most creative minds in media and entertainment around
the world leverage our expertise in consulting, technology and sourcing to
create long-term value for their customers. With relevant strategies, solutions
and services, we address their unique challenges
Banking &
Financial Services
With the years of experts in consulting, technology, and outsourcing, we
can help unlock the value levers of your enterprise in different ways like
business transformation, accelerating innovation, and efficient operations.
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deliver specialized capabilities and solutions to
clients across all industries.
By working on diverse projects with cutting-edge technology, at Fiddich
Consulting you will gain an incredible amount of demonstrated expertise
quickly.
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At Fiddich Consulting, we team up with you to
help you become great performance businesses and governments.
True success comes from working with a partner you trust to provide the
insight, support and expertise that will propel your business forward.
Experiencing certainty with Fiddich Consulting means you can count on results,
partnership and leadership.
For all consulting/ business queries, please contact our business development
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