The Latest Trends In The Executive Search Consultant Industry

To create a strong organization with good leaders, HR consultants need to address the development of talent rather than "training" or "domain-specific" recruitment only. With the global economic shift, companies are wrestling for a revamp, more than ever. They are considering factors like cultural change, economical evaluations and technological advancement that get ahead in the competition. Among all emerging players, India is the largest outsourcing provider in Asia, with a backup of over 50 million homes in GY category. What is governing this trend is connected directly to executive search consultants who are selecting candidates who can thrive in the ever-demanding markets. Some of the Top Jobs of the millennium are:

Data Science and Talent Analytics:

Certain professionals are opening up new paths of career advancement and this inspires not only large companies but best executive search consultant as well. The increasing relevance of digital technology in developing a world-class organization is demanding talent analytics to manage the whole unit's portfolio and upgrade themselves to C-suite roles. New job sectors will be seen in 2016 with Talent Analytics and Data Scientist related credentials.

Millennial's World By 2025

Organizations have come to terms with the fact that Millennials are going to drive their legacy in the next four decades. Because of this, they need to motivate, train and retain them. In the USA alone, 75% Millennials are said to consist of the total workforce by the year 2025, according to the Bureau of Labor statistics. Harnessing and retaining the best talent is an effective strategy in mitigating future risks. Top executive search firms are adhering to this monumental shift and ensures a proper management strategy to be implemented in all sized businesses, irrespective of geographical locations, religion, caste or creed.

Unity in Diversity:

Demand in the roles of Human Equity Director, VP of Inclusion. HDS (Head of Diversity Sourcing) will increase in the 3rd millennium as Millennials have revolutionized the practice of diversity, from view or approach diversity to cognitive and collaborative diversity. For them, respecting another individual's perspective is more important than visible diversity.

Engagement is the Key:

The reason Silicon Valley is more successful than others is the simple practice of "happiness work leads to productivity" approach. They have carefully researched on what retain or engages employees to the extent that they would love to work for extended hours or be more proactive. The research resulted in creating flexible work environments that also meet the lifestyle demands of employees and build long-lasting loyalty for the company. Although third world countries are struggling to link the dots of culture and engagement together with a multi-generational workforce and individual needs, companies will have to focus on hiring Director of Culture and VP Employee Engagement etc.

Content Source: http://www.sooperarticles.com/business-articles/human-resource-articles/latest-trends-executive-search-consultant-industry-1503503.html

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5 Benefits of HR Outsourcing That You Might Not Know

HR outsourcing has been a common practice for most corporate giants in India and developed countries. Previously small companies used to ignore such practices but now after seeing an increase in workforce management requirements along with compensation benchmarking, they have accepted HR management practices as healthy, systematic approach towards building a sound future for both their employees and clients. This article has a useful summary of research conducted on HRM.
HR Offers Money Saving Options:
Cost saving measures are the "selling" points for HR outsourcing firms. Interestingly, over 98% small firms say yes to HR only after knowing the facts that:

• They can completely avoid recruiting an entire HR department
• They can save money by outsourcing a highly adept team to work for them
• There are no additional costs involved
• There is no big office space required
• They can leverage their free time into genuinely seeking the right fit for their HR advisory needs or payroll outsourcing

HR Follow Best Industry Practices
Human resource outsourcing services can streamline your entire human resource processes. An expert outsourcing company knows how to regulate policies, create new programs, abide by strategic hiring approach, use the latest technology, study the track record and support employees' time-to-time by initiating trainings and implement proper reward functions for them.
Your Business is still in Your Control
The entire HR services need not be outsourced, for example, only payroll or compensation benchmarking or leadership hiring can be outsourced. You can still retain control on your own HR department while making sure that you do not require to train your existing HR personnel to use the latest technologies. They are already equipped with such technologies and can provide you fruitful guidance, periodically. With outsourcing, you have the leverage to decide whether you need to hire people for the entire HR department or just some parts of it.
HR Helps You to Focus
Business owners are mostly happy when they can focus on vital business issues, rather thanHR recruitment. If they are startup owners, you might understand how important it is for them to meet clients and pitch for investments. External management consultants offer them a hassle-free working environment and take care of their manpower savings, cost savings and preserve these for other business expenditures.
Knowing the multiple benefits of HR recruitment services, it is likely for emerging players as well as big giants to rely on them from time to time. Not only clients but their employees and business partners feel the benefits too.

Content Source: http://www.articlesbase.com/human-resources-articles/5-benefits-of-hr-outsourcing-that-you-might-not-know-7465526.html

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HR Advisory Services Can Help You Retain & Train Your Competitive Workforce

During the last 10 years, economic growth in India has been possible mainly due to offshoring to the USA, software exports and MNCs establishing a footprint of their working culture in association with Indian big brands. Post-recession, this scenario changed to an indispensable need to acquire Indian markets in lieu of cost-cutting strategy, were sought more for value creation and innovation in R&D, software and IT applications. The Society for Human resource management based out of California, USA use benefits as a recruitment tool, as per HR worldwide statistics. For sustained economic growth, human capital is the biggest contributor. HR advisory services are no more an option but a compulsion for emerging markets in Asia.

Looking at the current HR requirements, it is very essential to hire and retain strategic workforce planners and educate them about your company’s vision. Talent management requires strategic function, identifying key market players, grooming them for highly potential roles, reviewing their candidature and putting employee orientation programs in action. Financial analysts are engaged in human resource analytics, business leaders have polished their people issue solving skills – all because of good recruitment and presentation skills of HR managers.

The Indian market is experiencing the highest growth in Mobile Application development in the last few years. Cross platform social messaging applications like Whatsapp is making a dominant presence known across India. Small business owners can now offer product views and descriptions via Whatsapp or send push notifications from time to time; candidates are informed about new opportunities in social groups. Social media, mobile is used extensively for HR practices. C-level executives can be communicated and hired via social network. A traditional job opportunity related calls are not entertained the way social networking job posts are attended to. Candidates can openly view the job post engagement and the comments of other applicants. This gives them a chance to anticipate whether the job application is good enough to consider.

Another key contributor in HR Advisory services success is the persistence in acquiring client and potential candidates who would join the client’s company. Potential hiring offers emerge anytime and to close such positions require more than HR experience and market research. Successful Hr advisory services offers talent mapping, job description revising, updating company goals with joining candidates, compensation benchmarking, and implementing beneficial employee orientation programs apart from benefits and cost reduction initiative.

Cost-effectiveness can be maintained when high-tech technologies are used to boost communication in between consultants. Technologically driven HR outsourcing firms can provide a cutting edge in ensuring smooth communication and cordial client servicing. They take feedback from hiring clients regarding in-house HR department’s workflow and assist in revamping the complete organizational structure, from recruitment to recommendations on vital changes in policies, programs, employee training programs / modules, etc. Moreover, Advisory HR teams can micro-manage or change the entire management structure for the welfare of any organization. To choose them as your working partner will ensure that they help you with branding, workflow management and improvement of the corporate culture. No matter what the size of your company is, you will definitely take action with a good business vision.

Content Source: http://www.impeccablehr.com/hr-advisory-services-can-help-you-retain-train-your-competitive-workforce/

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3 Core Functions of HR Advisory Service Providers That Can Affect Your Business Goals

HR advisory services work in tandem with their clients, developing and designing organizational structures, solving grievances and optimize resources. A talented HR outsourcing firm helps in setting up a new venture across a new city and cater to people management requirements, efficiently. They help in setting up new structures that can withstand the constant changes in environment and business goals. They help in streamlining new resources and hire new talent, redeploy old employees and manage the exit process whenever necessary.

Custom HR advisors provide a complete range of solutions, i.e creation of unique Job descriptions, preparing and gauging performance metrics, compensation benchmarking, talent mapping, HR policy formulation and implement employee retention techniques. Human Resource Advisory services also provide industry specific solutions, keeping the best working standards in mind. They specialize in transforming the company's "people" into productive workforce and help in utilizing investments for business growth and recruitment.

Collectively, making a better working place for employees, ideal HR outsourcing firms aim to create and maintain peace-of-mind for their hiring partners. They generally possess a talent management team that has a multi-disciplinary approach towards people management. They help you protect your organization by tapping into their intrinsic skills such as organization, multi-tasking, negotiation, ethical practices, dealing with negative behavior, conflict management, problem solving and perfect hiring mechanisms. Market reputation is high for such HR partners as they are known for their integrity.

Dedicated HR solution providers work as your business partner, providing contingency to retain the services (as per requirement) and aligning your organizational goals in the whole recruitment process. They provide value added services that are legally compliant, beneficial for employees and solve performance management issues within the organization.

Specifically, they can assist you strategically that empowers your long-term organizational goals by advising you on:

• Human resource process re-engineering and process audits
• Organization, or departmental reviews
• Complete Organization design
• Performance management Modeling
• HR solutions via phone call
• HR on-site services (visiting client's office)
• New Hire Orientation
• Competency/skills analysis and Job design
• Developing An Employee Handbook
• Performance Management Consulting
• Retention Performance Consulting
• Fostering HR assessment
• Policy Formation and Monitoring
• Creating Reward and Incentive Plans

The three core functions of HR advisory services, however, revolves around Talent Management, administrative diagnostics and working in collaboration with you as strategic partners. Without these functions, HR services are more of a consulting or plain recruitment. Here's the difference, Advisors assist you to uphold your organization's working culture and streamline your business processes, whereas HR recruiters are interested in hiring and training mostly.

Content Source: http://www.articlesbase.com/human-resources-articles/3-core-functions-of-hr-advisory-service-providers-that-can-affect-your-business-goals-7465458.html

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Little Known Facts about HR Outsourcing Services and Why It Matters

HR Outsourcing | Little Known Facts about Human Resource Outsourcing Services

HR outsourcing has both good and bad effects for a hiring firm. However, it is apparent that the number of pros are more than the cons. It has fueled many debates regarding whether or not business owners, irrespective of their employee database, hire HR professionals externally. It is not a new phenomenon and are largely practices by big companies, worldwide. Categorically, it is the temporary transfer of HR duties to an external vendor or service provider.

Since many years, organizations have been outsourcing different facets of their internal work system, such as payroll management, pension benefits administration, employee relocation and benefits administration. One of the greatest benefits of hiring an HR service provider is their ability to handle large scale operations. In a day, when more than 40 candidates have to be selected, Fortune 500 companies prefer HR outsourcing team.

So, here are the advantages and disadvantages of Human Resource Outsourcing services:

Advantages:

• HR outsourcing enables businesses to focus on their core competencies, ultimately resulting in better productivity and revenue generation of the company.
• With the help of HR outsourcing services,partnering companies can manage their resources in a better way, as people management is encouraged within the organizations.
• Small-sized business get a huge benefit of reducing expenditures of hiring a big operating team and HR professionals help in streamlining HR functions.
• The legal risks are controlled and compliance is adhered by each and every employee of the hiring company.
• Service delivery has a chance to improve day by day, allowing the company to focus on their business opportunities.

Disadvantages:

• One of the most significant concerns with HR outsourcing Firms is the possibility of disinterest or disloyalty. Employees hired might understand your business, but outsourcing HRs might not.
• If  HR consultants are working with you as per contract, they might not be controlled. As they do not require to be reported under anyone.
• Before signing the contracts, clients must check the papers and then sign. Also, confidentiality is a prerequisite.

The aforementioned points are just the highlights on the totality of the service offerings and their aftereffects. Communication plays the key part in ascertaining whether or not a firm should hire HR personnel. A successful hiring can change the destiny of the company, whereas the opposite might happen as well.

It is imperative to judge their portfolio and also the kind of market reputation they might have. If you see more than one brand in their portfolio list, try to probe which kind of services they offered in the past. Do these offerings have any relevance to your search? For example, your firm is automobile related, do they have any automobile recruitment experience? If yes, then in how many days did they close the hiring process? What were their winning strategy in dealing with clients?

Content Source: http://www.impeccablehr.com/little-known-facts-about-hr-outsourcing-services-and-why-it-matters/

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3 Tips for Executive Search Consultancy You Can Use Today

A decade ago, Facebook was just a medium of communication to keep in touch with near and dear ones, today, it’s the largest social network, which is actively used by over 350 smartphone users and over 1.65 billion monthly users, with an expected 15-20% increment every year. In March 2016, it is estimated that over a billion smartphone users have logged in. This data shows the kind of popularity and technological shift that the world is experiencing at the moment. To empower industries with C-level talents, Executive Search Consultant are required more than ever.

The convenience to connect and chat with people across continents and subcontinents is roughly one reason to log in to the network. It is moreover a global marketplace for niche sectors like IT, engineering, beauty, healthcare, business consulting, photography to mention a few. Over 300 million users from Europe are active each month, US is no exception, as per search engine journal. LinkedIn is, being an older social network, provides a platform mainly for professional connects rather than informal chit chats. What’s even better is that, LinkedIn’s pages can be translated into 24 global languages; with a network of 106 million active users, one might not complain of not having “enough” referrals.

No wonder, our current era is experiencing a better phase of interconnection and it is not harder than before to search for leaders out of these networks, as it used to be before. But, the big question is, how to use these social networks in favor of a big organization?

To answer this question, one needs to understand the paradigm shift of behavior and culture of people in the last half-century. Every technological innovation has brought about a persuasive and broader change than ever before. The way 90s kids can summarize their childhood in the midst of cartoons, simple family dinner and customs, a 21st century youth cannot. They would simply start playing games on their iPad, rather than taking note of anything happening around them.

So, HR professional needs to observe the changes brought about by mobile communications and internet availability that has paved the way for better jobs, excellent opportunities, growth, perks and various other compensations for employees, be it be CEO or junior executives. Access to potential leaders via social networks and word-of-mouth have become hassle-free. Moreover, the paper printed CVs has been replaced byLinkedIn profiles. Sourcing has become simplified and investigating on a candidate saves a lot of time forExecutive search consultant.

Viadeo in French, Zoominfo in UK, Xing in Germany are all professional networks that help executives to build a rapport, brief, take interview and finalize a candidate after proper negotiation. Executive search consultant are highly adept at choosing the right talent as one wrong choice can lead to a disastrous move for the hiring company. Notwithstanding the various pitfalls that might follow in the path of executive search, professionals are chosen depending upon their experience, team handling capabilities, functional abilities,core expertise, soft skills and psychometric assessments.

To qualify as the “most-preferred” Executive search Firm, companies need to consider 3 points (as tips):

• A passion to research
• A strong eye for discretion
• Timely Communication

Executive recruiters are supposed to make lives of hiring companies better, rather than complicating. Communicating in a clear manner, responding on time, respecting the other’s viewpoints are a few of their qualities. HR outsourcing helps in mitigating unnecessary expenditure of hiring a recruitment team and getting delayed services. Sometimes, in-house HRs are not able to fill a gap as soon as it is required and might take longer than usual. In those crucial moments, HR outsourcing team acts as a savior and eases the burden of payroll management and recruitment, both off the shoulders of in-house team.

Content Source: http://www.impeccablehr.com/3-tips-for-executive-search-consultancy-you-can-use-today/

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Why HR Outsourcing Is Offered By Experts: An Insight

Employing people is not an easy task. Most businesses face a lot of the credit crunch and moral upheaval when old employees leave. It is not easy to replace people who have contributed beyond measure and invested many years in building a business. Training and retaining employees becomes the need of the hour. On the other hand, a business client might want to know the employee strength before extending hands. Finding a good recruitment consultant becomes a compulsion. An experienced HR consultant would be able to draft a relevant job description that a business owner might not be able to. If you are a business owner yourself, you might want to take care of better things than recruitment, such as stakeholder meetings, identify risks, develop strategies, take day to day decisions, attend board meetings, control the direction of the company, so on and so forth.

Most talent acquisition service providers offer leadership hiring, lateral hiring, bulk hiring and CXO hiring. Recruitment consultants have a database of skilled people who are suitable for your organization. As a person with big responsibilities, you might want to delegate some of the painstaking work like selection, on board, training and management of expert HR personnel. It has been noticed, many firms claim to offer us a quick turnaround with productive people, although they are unable to provide HR advisory services. After all, not many are able to make sure that the task doesn’t end with the selection and on boarding, but to make new joiners feel settled and assure employers that the match has been correct. This can only be done if they are willing to provide HR outsourcing that extends to HR advisory services. The HR personnel have to be absolutely sure that the candidates they are hiring are cent percent suitable for the tasks, they are being hired for.

Sometimes, biz owners feel they have sufficient time and money to recruit candidates themselves, but 99% of the time, they end up with two things, 1) waste time and 2) waste money. Since the candidate who is hired turns out to be someone else after he or she joins the company. Ask any small biz owner or in-house HR about the experience, it’s quite apparent. This is the most important reason why CEOs or Managing directors should opt for HR recruitment services. In a fraction of the money you will spend, you will get a perfect employee by an executive search consultant.

Moreover, if your company’s data is of utmost importance, which generally every company claims, you might take a bigger risk of hiring a person who might act as a secret information provider to your competitors. Expert HR consultants check their background and can gauge the level of understanding and skill set required for the job role. Human resource management is a specialized field and should not be practiced without knowledge or experience. It should be left in the hands of HR recruiters.

In addition to managing your selection process and on-boarding, HR personnel would be glad to manage vital aspects of your business, such as employee management, customer relations, and train on new skills, reward management etc. Hiring an HR outsourcing service provider leads to cost-effective measures. Imagine, how much you can save your time and energy on recruiting people? How much you can save money on hiring HRs for in-house team if you have an external team doing the job for you? Perfectly fits your idea, right?

Content Source: https://impeccablehr.quora.com/Why-HR-Outsourcing-Is-Offered-By-Experts-An-Insight

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Need to Hire A Strong Leader? Turn to Executive Search Consultants!

Non-profit organizations based in India, need strong ingredients like recruitment consultants and leaders who can drive the cause to the next level, be it be charity or an innovative societal effort. CEOs and talented managers are the ones who accomplish and exhibit a strong leadership quality to all existing employees that contribute to the growth of the company. But, it has been noticed that the best organizations do not necessarily have only CEOs, but other leaders who support the system. The tagline “people driven” or “people are our most important asset” is not entirely true as “category of people” matters.

More than that, leaders need to understand the ‘right’ kind of people to fit a role, only then would a company be practicing the slogan – “empowering lives”. There is a huge reason why Forbes Magazine only enlists 100 most influential companies and not ‘all’ of them. On one of their “pre-interview” research, Forbes confessed the strong reasons behind selecting the finalists. The company’s culture, background, social reach-out, financial health, strong suits and competitor analysis contribute to the ultimate ranking in the 100 most influential list. This is done annually by them.

When the opportunity to add talent at the leadership level presents itself, organizations have the option to conduct their searches internally (i.e., through personal networks, job postings, board and staff referrals) or to engage professional assistance. In choosing the latter, there are a number of things to know and steps to take that can help boards and executive directors in how to select and successfully utilize an executive search partner.

Hence, it is increasingly important to add a great flavor of talent in the hierarchy of the organization who can drive thousands and then millions of people “for” the company. Do you think, hiring such a person is easy? Not at all! If you just look at bad hires, according to a recent Harvard Business Review, you will find ample examples of why about 95% companies hire people who do not fit the roles or are job hoppers that cost a company a lot of money and time. From pre-hiring glitches to a poor employer branding, lack of mobile responsiveness and employee handling – many are the reasons to a wrong hiring. Not to mention, response time from employer is also a crucial factor.

Why Executive Search Consultants “are” the ones?
An executive search consultancy firm provides more than what meets the eye. They are highly adept, experienced, and are not constricted to a specialized industry offering. That means, they are open to provide solutions to any kind of industry vertical. Their role permeates the general recruitment process, wherein it is only talent acquisition services and CXO hiring, freight forwarding hiring, logistics hiring that most HR consultants offer. Precisely, Executive search consultants:

.Consult with your Board of Directors or Managerial team on a selected candidate’s achievements, search criteria, organizational expectations, and compensation benchmarking and people management process.
.They create a detailed search criteria that enlists all the key roles and responsibilities that connect the skills of the candidate with the long-term business vision and culture of the company, perfectly.

Additionally, they are the ones to decide whether the candidate is likely to stay for long years or are just showing interest for the heck of it. To ascertain a candidate’s interest and motivation towards the offered role, they ask candid questions or devise a psychometric test.
Working with a recruitment process outsourcing firm can be both appalling and pleasurable, depending on what results they bring out in the end. However, as the saying goes – “look before you leap”, it is better to look for all the positive factors aforementioned and also their market reputation before choosing them as your partner. If you happen to find a great executive search consultant, however, you will definitely improve upon search quality and get the best possible candidates who can be valuable gems for your organization in the future.

Content Source: http://www.impeccablehr.com/need-to-hire-a-strong-leader-turn-to-executive-search-consultants/

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How Executive Search Consultants can keep you out of trouble

There is a thin line of difference between Executive search consultants and contingent recruiters as apparent with the way they work. Recruiters send you a myriad of selected candidates and help you narrow down on best talents, however an executive search firm will analyze your business, access potential leadership vacancies and fill the gap with a successful leader in order to shape up your business.



Keeping this difference in mind, it would be good to analyze what exactly your business needs. Is it executive search consultancy, contingent recruitment or in-house recruitment that you need? Do you want to take your business to the next level? If yes, then consider the risk of hiring passive candidates. These candidates aren’t looking for a new job, but are very influential in their respective roles. Only an executive search consultant offers you a service more than a job posting and selection by showcasing their state-of-the-art talent mapping and industry analysis skills, more than 10 premium clientele history and excellent searchers in their team. They are adept in CXO hiring, Auto OEM hiring, logistics hiring, freight forwarding hiring, apart from talent acquisition services. The automobile and ecommerce industry has seen a dramatic growth in C-level as well as mid-level hiring through expert recruitment consultants. Most of these are recommended by HR outsourcing firms.



Executive search consultants go beyond the CVs of candidates and bring you long-term work partners, being a recruitment partner themselves. Only 3-4 talented individuals will be selected out of a pool of 300 applicants to make it to the other side of your table. How precious is your time? They understand business requirements and act as an addendum to your clientele.

• How they can get you out of trouble?
• They will be honest about your growth rate per year and then provide a solution.
• They define requirements and never make the mistake of wrong CEO hiring.
• They build a strong candidate pool who is able to become “more” than grow “for” the company to grow “with” the company kind of people.
• They Assess finalists using their excellent behavioral interviews.
• They provide an executive feedback in which the whole briefing and debriefing process takes place, negotiation is done and search is closed.
• Finally, they make the practice of “valuing people management” true to its core.

Proven research revealed that, the risk of unsuccessful hire can be catastrophic as CEOs are liable to spend only 18 months in a given organization. Replacing them becomes more than a task. The business might start crumbling down if leaders are not good enough to drive the vision. Executive search consultants help you mitigate potential risks, be it be legally or a lack of leadership.


How will you know you made the right choice?

• They will show you the strengths and weaknesses of your business and work on them.
• They will have a respectful demeanor (abide by professional ethics). You can expect a prompt response always.
• They ask intelligent questions and not where candidates/ business owner want to see themselves in 5 years down the line.
• They are great learners, hence their curiosity is robust.
• They will mix with you as a friend but build your brand as a professional.
• They are always in contact with you and discuss any glitches upfront.
• They give you impartial feedback in order to grow your business.

Last but not the least, a good executive search firm will always find you when you are a successful name. This fact is unavoidable. To know where you and your business stands today, you might want to analyze your current position with these questions below:

• How many people can endorse you and your brand?
• How many can trust you both offline and online?
• Will your colleagues and competitors recommend you?
• How much do you network and that too, aggressively?

Successful entrepreneurs are always aggressive “go getters”. They love to socialize and keep a track of what’s happening around them. If all or most of your answers are in the positive, then expect a queue of Executive search calls, looking out for the “upcoming” star in the market.


Content Source: http://impeccablehr.livejournal.com/2986.html

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HR Outsourcing in the 16th Year of the 3rd Millennium

HR Outsourcing acts like a boon as it provides effective resource management solutions to all sized businesses. Business owners find it highly useful to hire payroll outsourcing service providers for their own firm. With this service, any organization can grow to make profits, and accumulate a good clientele for themselves. The entire outsourcing process effects the hierarchical strata of any company for the better. It is highly cost-effective and enterprising for business owners.

Recruitment process outsourcing is a perfect solution to recruitment, on boarding and training needs. This is a very useful department that can serve any industry, for example, in a brief comparison, we might say, a human resource professional can hire anyone from engineering, law or marketing department, whereas a doctor can only take care of patients according to his specialization.

Many companies opt for HR services in order to cut expenses and secure a positive workflow that has a new employee on boarding and management of existing staff. Additionally, in-house HR professionals can concentrate on other official work which is mainly talent management and administration. Managing a company’s payroll and administration is a time-consuming procedure. Although, labor law is strictly followed and employee’s privacy is protected at any cost.

If you are an upcoming small business, you must opt for talent acquisition service providers who are certified partners with well-known brands. On the other hand, a little background check of their previous work (if not tied up with other brands) is necessary. Professional recruitment process outsourcing maintains a back-up plan for any kind of mishaps. Data storage and any kind of glitch fix must be done by them as a part of their recruitment services.

Gaining a little bit of knowledge on their customer reviews while choosing them can work for the long haul. It is equally important to gather information about the person who is directly responsible to take charge of your recruitment and advisory needs. Some of the firms provide Logistics hiring, Freight forwarding hiring, Auto OEM hiring and CXO hiring which requires a great deal of experience in client handling and talent acquisition. 

However the pricing of the organization is very important. The Budget should be analyzed according to their experience and turnaround services. Notably, the Indian industry has seen a billion rupee hike in overall talent acquisition business in the recent years. If a person of over 20 years, with 30-35 lakhs per annum package and diverse experience in multiple verticals is supposed to be recruited by a well-known HR consultancy firm, then of course the fee of the firm needs to be decent enough. Again, that depends on the hiring company’s negotiation and budget for both the candidate and external HR personnel.

Executive search consultants often work on a large scale and are adept in handling MNC as well as regional clients. They understand multinational HR laws and can provide services for offshore team. There is a distinctive tax compliance in each country, especially the USA and UK. Hence, a person sitting in India can very well take care of the payroll and recruitment needs of offshore team of the hiring company based out of India, quite easily. Moreover, for in-house employees they are skilled in providing health care services, professional ethics training, profession related training and development, compensation benchmarking, manpower planning, lateral hiring, leadership hiring, talent mapping and strategic reward management.

“I am convinced that nothing we do is more important than hiring and developing people. At the end of the day you bet on people, not on strategies” – Lawrence Bossidy, former COO of GE.

Content Source: http://impeccablehr.livejournal.com/2780.html

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Do You Need An Executive Search Consultant?

An unavoidable question that arises every now and then is “how executive search consultants are able to compete with the internal HR recruitmentteam in a healthy way?” Or, simply “why executive search consultantsshould be hired when there is a dedicated HR team lined up to search key talents?”

Senior consultant’s like Tom Bradley, working with a specialist executive firm in the UK, believes that the “key reason to hire executive consultants is the investment of time and effort from their side towards their client’s business. Understanding and aligning the business unit’s strategic goals and gaps in skills while building long-term relationships with potential stakeholders within HR department is necessary”. Hiring a search firm might seem to be a costly business, but there are big businesses who face the challenge of meeting deadlines, project deliveries and CIO hiring deficiency. A good recruitment consultant is the “last resort” in this effort. Considering the number of hiring risks and their hidden costs, lack of leadership and many other reasons, “costly business” suddenly turns into a “much needed relief”. Contingency and retained HR outsourcing firms provide a detailed market analysis, thorough background check, bulk and leadership hiring options in a limited time frame. Ultimately, an on-time proper hiring method can lead to a cost-effective outcome for the hiring client.

What else does an executive search firm provide that an in-house recruitment consultant does not offer?

Executive search firms have an in-depth industry understanding with an added “huge” network that works 100% of the time when dire needs like C-level hiring arise. On the other hand, in-house HR team has a good understanding of their own business and industry practices too, but sometimes a wide knowledge and extended network circle with key consulting leaders is necessary to bridge the gap. This understanding and network base can assist the executive search consultants to conduct a market analysis on senior-level tasks that ascertain a secure place for the hiring firm — mostly as a strategic partner.

The in-house HR team receives a large number of applications and they already have ongoing administrative tasks in hand, hence it is hard for them to find time to assist an HR outsourcing service provider to sort out complex assignments or to meet C-level hiring deadlines. The external HR team is able to focus on identifying, conversing, assessing the right individuals to scrutinize their competence to fit the organization’s culture and job offering.

The hiring company needs to make sure that they are not offering a “dream job” that everybody would want to grab, instead they need to be practical in their selection criteria and expectations. In most cases, companies require both advocacy and objectivity. Executive search firms offer both due to their expertise in communicating with a large database of industry experts. In-house HRs are subjected to offer a “rose-tinted” and chauvinist insight when it comes to their own employer. There are knowledgeable candidates who approach executive search consultants only because they are an acquaintance since many years. In professional terms, those HR executives have spent years building a trustworthy relationship with talented people. HR executives like these can easily convince passive candidates to consider a job change which otherwise they wouldn’t have been able to if there was no time investment underneath. If you haven’t changed your perspective yet, the quotes below will definitely expand your line of thoughts.

“The competition to hire the best will increase in the years ahead. Companies that give extra flexibility to their employees will have the edge in this area.” — Bill Gates

“Some people can do one thing magnificently, like Michelangelo, and others make things like semiconductors or build 747 airplanes — that type of work requires legions of people. In order to do things well, that can’t be done by one person, you must find extraordinary people.” — Steve Jobs

Content Source: https://medium.com/@impeccablehr/do-you-need-an-executive-search-consultant-465094d26cca

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HR Outsourcing Services Are Catalysts to that Career Change You Were Looking For!

HR consultants know the kind of candidates they want to hire and know how to initiate the recruitment process. They sometimes do not wait for the resumes to arrive and plan prior to interview process starts. Herein lies one of the benefits of HR outsourcing services. When HR professionals are focused and objective in their approach, it yields greater results in selecting the right candidate. They help their hiring clients to develop job descriptions in accordance to their long-term business schemes. Clients usually want to make sure that the qualifications, responsibilities and experiences match the right candidacy. The job role must be lucrative enough for them to grab the opportunity without delay.

If you find yourself questioning on the right kind of recruitment consultant who can help you find your niche in a well-to-do organization, look no further than their placement history and talent acquisition services. Information retrieved on recruitment process outsourcing, whether you are client or candidate will fetch you great deal of decision making power. Good placement service provider always makes it a point to check background details of candidates and screen the profile according to expectations. However, in case of candidates looking for a career break, arrangements for new hiring might largely depend upon whether they are traditional or nontraditional candidates. 

Nontraditional candidates are the ones who have the necessary skills to fulfill a job role but presently working in a different industry vertical. A highly skilled individual can provide great insights, work using their job specific skill set and also contribute to the higher goals of an organization. Nontraditional candidates most of the times, are able to provide fresh perspective on daunting matters. No wonder, nowadays hiring clients understand this intelligence shift and are ready to hire non-traditional candidates, more often than not.

Feedback plays a crucial role in recruitment:

Candidates are believed to have an expectation of timely feedback after final rounds of interview. There are mostly multiple rounds in which a detailed feedback helps them to brush up their own CV or become aware of their strengths and weaknesses. The final round of interview and its outcome is often a matter beyond an HR consultant’s control. 

Mostly, candidates are asked to visit twice for 2-3 interview rounds. Especially in matrix organizations, this is a common practice. But, on the negative side, it might take away precious time that candidates schedule for themselves. Also, there are work commitments and not everyone is comfortable in visiting an interview venue for more than once. HR outsourcing service providers are sensitive to this point and urge interviewers to come up with new questions (role specific), instead of flooding them with the same questions in each round. 

Candidates are well-aware of their roles and expectations of hiring companies, hence it is crucial to keep a scalable candidate management process in hand, so that all hard work to meet the expectations of both the parties in the hiring process fructifies.

Content Source: http://impeccablehr.livejournal.com/2509.html

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