 The ISAAC Network, LLC prides itself on being able to offer consulting advice as well as information useful to the industry. Frequently, we will offer new articles based on topics important to you. Check back often to receive the latest techniques and advice to put you ahead of the competition. WHY OUTSOURCE RECRUITING AND EMPLOYMENT? By J. Carl Goodman Principal, The ISAAC Network, LLC Imagine this …your job will be to have and develop trusting relationships with all the hiring managers and supervisors and to really understand all of the job openings within your areas of responsibility (which may be the whole company). Of course, you’re going to do this with very generic job descriptions and you’ll have to understand each manager’s personal expectations and “style”. Then you will be expected to generate applicant flow from the best and the brightest candidates, screen out all of those who do not qualify and present only candidates who impress the hiring managers. Among dealing with advertising, web-based job boards and downloading and screening the resumes from your corporate web site, you’ll be expected to schedule candidates for interviews, of course finding a team of appropriate managers, all of whom are experienced interviewers who are both willing and available to interview on the day and at the time you request. Of course, you will please everyone and upon an offer of employment, the candidates will all accept what they are offered and be available when the hiring manager desires. Isn’t that the way it always works? Turndowns will be your fault, as will bad hires. By the way …you’d better get this all done within an ambitious time frame. And don’t let your other responsibilities slide! You’ll also be required to be the “resource” for lawful practices, applicant flow, employment metrics and reporting and, by the way, you’ll have to make sure that all candidates’ backgrounds are checked and that they pass the necessary drug/alcohol screens. Of course you will stay within budget and all of our metrics will show that we’re better than our competitors! And don’t expect compensation that is equal to or above those who you recruit. All this sounds pretty absurd, huh? The real truth is that unless the things above (and more) occur smoothly, you will struggle with your recruiting processes. Considering the costs and expertise necessary, it may make sense to outsource this process to an expert provider who can act as an integral part of your team. True recruiting professionalism means not only interviewing, but in this market, attracting qualified applicants, having expert knowledge of the regulations and laws affecting employment, understanding recruiting processes, marketing the company, etc. The best business case for outsourced recruiting is efficiency. Outsourced recruiting provides a center of expertise for methods to generate candidate flow, market the company as a desirable employer, manage communications with candidates and sources, coordinate college relations, manage applicant flow, report all openings and activity, maintain required documentation and keep the process legal. In today’s market, enough can’t be said to emphasize the necessity for a recruiting department to understand and meet/beat the competition who is managing recruiting as a well-coached team. Knowledge of the complete candidate pool can also provide the best placement of candidates for openings. Knowledge of competitive practices is also a required asset. In fact, a recent study has stated that one advantage of the competitive recruiting environment is that those responsible for recruiting are finally receiving some respect. It is an accepted metric that recruiting and “on-boarding” a new professional employee can regularly cost one and one-half times the annual salary. Yet, often we assign people to those tasks for whom recruiting is an additional duty or a pass-through assignment. We seek to be the best in our products, quality and throughout our entire value proposition. Too often, we only aspire to be competitive in recruiting. There is tremendous value added by having a focused, professional approach. This approach can also provide the great benefits of near real-time data reporting and process equity among all participants; managers and candidates alike. Outsourced recruiting and employment can help companies adhere to their own processes. It can also provide expertise that cannot be expected of operational managers who already have totally consuming responsibilities. The cost-savings alone can be considerable, though should not be the primary reason for the decision.
NOTE: The ISAAC Network, LLC has helped many leading U.S. companies gain expertise in maximizing their recruiting efforts. Send us an email to learn more... Or, call us at 585-223-8810.
The ISAAC Network, LLC |