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.
PDPA – Thailand
Thailand has a new law on personal data collection was effective from 1 June 2022 is related to usage and rights of the person sharing data with the companies for various purposes. It is equivalent to European GDPR (General Data Protection Regulation). For example, if you are owner of a website and collecting personal data from the user of your website, you must follow the PDPA guidelines to use the shared data, give access to the owner of the data, delete the data if not in use anymore, withdraw/ remove the data from the database on demand from the user who shared the data etc.
Most of the recruitment companies collect personal and sensitive data for the purpose of offering jobs from candidates. Candidates sharing data may demand to access the data they have shared at any time, may request to remove the data from the database of the company etc.
The company that is collecting the data for whatever purpose must declare that the data is not being shared with third party for any other purpose and follow the PDPA guidelines all the time failing which punishment is also defined by the Government.
