| The human resources team within an organisation | | | | level employees, including executives and senior |
| generally has overall responsibility for employee | | | | management. |
| recruitment and setting up the strategies and | | | | The services of an external recruitment agency are |
| procedures associated with managing personnel. Their | | | | attractive to a large company as they can take over |
| role is crucial in an organisation as they are in charge | | | | many of the jobs that although important, are time |
| of finding and securing the right people needed if the | | | | consuming, also they are highly proficient and experts |
| business is to survive and move forward in the future. | | | | at working with people and finding quality people for |
| It's essential to have a quick and smooth process in | | | | the right job. More and more companies, particularly |
| today's competitive world if you want to find and hire | | | | large international organisations, are relying on their |
| those best qualified for jobs at all levels. With all the | | | | services to deal with a growing workforce and a |
| other duties an HR department is responsible for they | | | | competitive market. Their ability to assist with all kinds |
| don't always have enough time to do as thorough a | | | | of services, from designing the job advertisement, |
| job as they'd like. To be successful there has to be a | | | | placing vacancies in the appropriate media, candidate |
| plan that outlines how and when to source the best | | | | response handling and short listing potential applicants, |
| recruits either from within the company or externally. | | | | to performing aptitude tests, preliminary interviews and |
| If an organisation wants to attract the right calibre of | | | | reference and qualification checks, makes them |
| employee, its essential structures are clear and | | | | increasingly in demand. |
| well-defined. Job descriptions need be comprehensive, | | | | With competition so fierce its vital companies do |
| selection processes should be resourceful, | | | | everything they can to stay ahead, and effective |
| employment relations and human resource policies | | | | performance management is just one aspect a |
| need to be well-defined and the company has to | | | | recruitment specialist can help you with. Management |
| demonstrate it has a strong employer branding and | | | | is important in all aspects of business, from assisting |
| strategies that show commitment to employees in | | | | employees to set goals and guiding them in their |
| order to be attractive to prospects. | | | | career development, carrying out performance |
| Recruiting from within the company is generally the | | | | appraisals and assessments, to arranging |
| most cost effective solution, however if there is | | | | compensation and organizational alignment. If these |
| no-one with sufficient training or qualifications for the | | | | structures are all in place then it will generate a growth |
| vacancy then it will be necessary to recruit from | | | | in productivity, streamline processes and increase |
| outside. With business models liable to change or need | | | | accountability, high-flyers will be motivated and |
| updating at any point, this can create a demand for | | | | engaged and this in turn will push the company |
| particular skills or experience that either can't be | | | | forward and upwards. |
| sourced or trained quickly enough from the existing | | | | Taking the decision to contract out the recruitment |
| workforce, in these instances companies turn to a | | | | procedure, whether you just select elements of it or |
| professional recruitment agency to help them out. | | | | the whole process, can save a lot of money and time, |
| Recruitment process outsourcing, RPO, can be | | | | it will also improve the way recruitment is dealt with |
| accessed as and when required, which saves the | | | | making it a more positive experience for both the |
| company money as it doesn't have to pay full-time | | | | employer and employee. When carried out proficiently, |
| members of staff to do the job. Smaller organizations | | | | RPO can turn your organization around by reducing |
| often find it difficult to find the funds for a full-time HR | | | | hiring costs, improving recruiting processes and giving |
| team and although larger organizations may have an | | | | the company a competitive edge. |
| HR team it doesn't necessarily mean they'll have the | | | | If you are having trouble finding people for those |
| particular skills needed for a particular recruitment | | | | difficult to fill vacancies, coping with erratic hiring levels |
| assignment. A specialist RPO agency can help out in | | | | or simply can't afford to pay a Human Resources |
| certain situations, for example if there is an | | | | team a set salary every month, then look online for a |
| unexpected need for a large number of new | | | | recruitment process outsourcing, RPO, service for |
| employees, or the organization needs to source high | | | | flexibility and more control over your budget. |