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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How HR Outsourcing Impacts Employee Development

An initiative taken by employees and organization produces a huge effort of enhancing skills and other developments at work, time to time. HR outsourcing team plays a very vital role in employee development. Communicating proper training requirements of employees to organization is one of the main duties of HR professionals.

It is upon the HR department to create a working culture in which employees are serious about trainings and development. They generally invite all employees in a huddle and discuss about theirstrengths and weaknesses, on how to develop and polish their skills. This helps the employees to recognize their key strengths and take part in the training programs actively. HR professionalsunderstand that it is not the job of Team Leaders and Managers to communicate about training & development to employees, rather it’s a team effort of all involved.

No matter how much experience you have in HR, you are the “face” of your company. Your duty is to communicate with all verticals of the organization. Employees will find you trustworthy only when you sit down and listen to their worries and work challenges. This will let you find out the exact reasons behind unproductivity or any potential grievances employees might have, that only you can solve. They might need some new skills to develop their profile. After a certain period of time, every job designation feels stagnant if there is not much motivation involved. A simple “thank you” can work wonders. Trust on the fact that, heart to heart talk is possible only when you have the best intention in your heart and you can then make someone comfortable in sharing professional challenges with you.

Understand that all individuals are different. Same designation doesn’t mean their needs are similar or will be similar. One might be skilled more than the other, but the moral practice of HR personnel should be impartial judgment towards all. It is better to make a separate file for each employees and to discuss about their skills with their immediate superiors. Taking a note of all possible development categories, you can design training programs which will help them to lead a satisfactory life later on. Employees in similar skill requirement category can be put together and allocated to relevant training programs. 

To motivate employees only HR professionals can be depended upon. As they are the first ones with whom employees get in touch with. Interview, selection, on-boarding, selection is done by Human resource professionals. Hence, it’s mandatory for HRs to make them feel comfortable in the organization, even after few months of their tenure. Employees who are properly trained perform better than the ones who never receive any brush up. Topics of Training programs may vary, for example, Communication, Professional Ethics, Human Relations, Diversity, Safety, Computer skills, Domain specific knowledge programs can be undertaken by them. After a successful training program, they generally find it easy to relate to work issues and work on them productively. Research says, around 60% productivity (financial gains) increase after a good training. Training about sexual harassment and diversity leads to job security for female employees. In IT departments, employees actively take part in innovations and strategies regarding products and services. Overall, HR outsourcing works for the long term growth opportunity for not only the organization but also for employees.

Content Source: http://impeccablehr-2219892.hs-sites.com/blog/how-hr-outsourcing-impacts-employee-development

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3 Ultimate Reasons to Hire HR Outsourcing Firms

Human Resource Outsourcing involves hiring HR professionals who offer payroll and quality placement services to all sized businesses. Outsourcing companies act as virtual assistants who can guide you through every step of the way. Some of them provide contingency services, some retained and others both. It depends on the hiring firm’s requirements and their skills that needs to match altogether.

According to a survey held by a well-known Investment organization, around 190 global companies confessed of hiring HR outsourcing firms. The survey was undertaken on 264 companies, but today the numbers have increased way more.

The primary reason to outsource is due to its advantages. Outsourcing helps in making the in-house HR processes stress-free so that it can focus on being more strategic rather than administrative. Higher officials generally do not have ample amount of time to sort the paperwork or churn out talents through the internet. Only a professional who has a certain amount of experience would be able to place a C-level to mid-level executive keeping the organization’s higher goals in mind. Having found a good HR, higher officials can concentrate on managing bigger issues. In times of dire need, one can rely on an external recruiting staff who would be dedicated to provide an exact solution.

The secondary reason to outsource is “technology” integration. The biggest advantage of hiring an external source is to save on the infrastructural costs of recruitment. There is no need to provide office premises for HR professionals from another firm. The only point of communication between a hiring company andHR consultants is a technology that reinstate the cost-effectiveness of virtual recruitment.

Last but not the least, in case the hiring company moves out of a location, they can easily get access to local SME (of the relocated place) and start working remotely.

It is essential to do a thorough background check before hiring a human resource outsourcing service provider. A background check helps in ascertaining what expectations a business owner has regarding HR practices and what they can provide on budget analysis, client rapport building, C-level recruitment, benefit analysis etc. Finally, a cost comparison must be done on a number of internal employees versus outsourcing firm’s service costs to determine whether hiring them is an advantage or compromise. A good HR outsourcing firm is generally keen to mix with the culture of the hiring organizations and fits into the role of an extended team.

Human Resource consultants can add great value to any organization and help employees to measure their success by initiating performance analysis on a periodic basis. There are no hard and fast rules of getting the best of the lot, but one might cross check references and market reputation to mitigate risks.

Content Source: https://impeccablehr.quora.com/3-Ultimate-Reasons-to-Hire-HR-Outsourcing-Firms

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Why HR Outsourcing Is Absolutely Necessary

If you are a budding entrepreneur, hiring a human resource professionalwouldn’t be a huge problem.

But when the business starts to grow, hiring new employees and more HR consultants becomes absolutely necessary. The latter is a dire need as they are the ones who are responsible for training and conducting orientation services within the organization. They keep a track of working hours and the general wellbeing of your employees. They are responsible to lessen attrition rates by offering feasible salary packages and solve grievances to avoid any negative outcome.

There are other tasks to be handled other than Attrition, such as benefit analysis, evaluation of productivity, promotion if applicable, keeping an eye on the hiring firm’s budget, etc. In-house HR professionals might find it overwhelming to handle over 50 employee applications. At this point, it is vital to seek HR recruitment service provider’s help.

HR as an Industry:

HR Outsourcing plays a pivotal role in downsizing the total costs incurred by a company by offering effective HR solutions. The most important asset of any company, i.e manpower is taken care of. Apart from that, the productivity criteria also fulfilled due to their professional expertise.

They can communicate to clients and fill the gap of knowledge and communication between employees and clients. For example: They can help any employee to speak effectively to clients by providing soft skills training or domain specific training.

Entrepreneurs stay updated on industry whereabouts by constantly discussing practical issues with job analysts, career consultants and the like. This helps them to take on a more neutral and well-informed approach to situations regarding employees. Client feedback also plays an important role as that decides on the remuneration, regulations for the employees and improvement of business practices.

HR outsourcing companies are specialized in offering industry-specific services to aspiring startups and big businesses. Many HR recruitment firms have developed a success model for engineering, construction, real estate, legal, health care etc.

Top Outsourcing plus points:

Most efficient functions and tasks outsourced by all-sized biz owners are:

• The complete HRM processes like – Hiring, Orientation, Training, Evaluation, promotion and Layoff.
• Employee Bonuses and other benefits administration
• Performance Analysis
• Employee Relations (Health and Safety)
• Employee/ Staff Motivation

The most important factors to decide on them:

Top HR recruitment firms have gained market reputation. Hiring companies need to check whether the HR firm has a clean background and has been offering contingency or retained services to other clients regularly. Some of them are specialized in providing Executive Search Consultancy in which a C-level executive is hired for the long-term benefit of the company. A good HR recruitment firm provides legitimate solutions and recommendations to handle various situations and to improve terms and conditions within the company.

We are all aware of the fact that, retention, talent acquisition, management etc is a very tough job and these can be smoothly managed by experienced HR department. After all, a good hiring decides on the success of the firm, any day!

Content Source: https://impeccablehr.quora.com/Why-HR-Outsourcing-Is-Absolutely-Necessary

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