Outsource – Save Cost. How?
It’s an obvious question from the employers for the recruitment companies. How cost is saved by using services of a recruitment agency? There are many factors to consider while doing this math. The calculation includes many factors that includes but not limited to salary of recruiters, benefits, commissions, job board cost, risk factors, additional duties towards the recruiters, cost of assets, cost of utilities, payroll/ accounting cost etc. Most of these factors will not be applicable when engaging a recruitment agency and the fee will be almost half of the cost that is incurred while doing in-house recruitment.
Offer rejection
Offer rejection is always woe of a recruiter and an employer also. To avoid offer rejection, both the recruitment company and the employer must work together and design the offers. It has a lot to do with current market practices, candidate’s expectations, mutual agreements between the recruitment company and the employer and many more factors. Of course, selection must be based on skills and past relevant experience but, capability and willingness are also important factors to consider for selection. This will reduce the pressure of hiring in many occasions and help avoid rejections at the same time. Both employer and recruitment company must coordinate with each other to redefine the word “QUALITY” during tough time in hiring.
Even before screening
Few minute practices to follow even before start screening the candidate. This will save a lot of time while screening the candidate. These practices may also help in selecting the right candidate. Few of these practices can be checking the current living location of candidate, checking the current office location of the candidate, checking the social media profile (Facebook, LinkedIn, Instagram etc.) of the candidate, checking university/ education of the candidate, types of companies he/she worked in the past etc. These will give a fair idea about the candidates’ preferences, expectations and more. This definitely helps in the screening process ahead. The communication becomes much easier.
Screening Candidates
Starting with a standard questionnaire is always best to screen a candidate. This must be followed by a technical test (for technical positions) and series of questions to understand the personality of the candidates by little close discussions and ultimately a personal meeting to understand the culture fitment of the candidate. It depends of the role, job type and company to skip steps that may be unnecessary.
Reasons for Resignation
Why employee resigns from companies soon without mentioning a good reason? This is a common question many leaders and HR people have in their mind. Though they know the reasons are most of the times very openly informed by the employees prior resignation in most of the companies. There may be various common reasons like better opportunity in terms of salary, company size, job responsibilities, better position etc. There are many hidden reasons that are actually not discussed by the employees and some of them are work culture, irregular payment practices, behavior of top authorities, lack of enough training and many more. Hence it’s very important to keep a close watch on the gaps the companies have with the employees to run a successful business.
