Recruitment during recession.

It’s difficult to find good talent. Employers today are facing problems in getting the best people and retaining them. Since times immemorial, through anecdotal evidence and via reports it has been highlighted the issue is of great concern to organizations these days.

At the same time, the sultering economy is causing independent agents to tighten their belts, meaning less money for payroll and potentially fewer hires. Agencies that are looking for new hires will be more discerning than ever before. Companies are now resorting to options like Contractual or Project based Hiring, Outplacement, and Reallocation of Work etc.

HR Outsourcing services is an age old concept, earlier and even today most companies outsource their manpower sourcing to recruitment agencies and staffing & manpower consultants. Gradually the move has diversified from sourcing non-core processes like payroll processing, fit gap analysis, reference checks and to a certain extent on-boarding. HRO majorly deals with outsourcing full or part (non-core) processes to a specialist vendor. RPO is an integral part of HRO where the recruitment process of the organization is either fully or partially outsourced.

In current market scenario Recruitment process outsourcing is catching the attention of all on as large companies strive to improve their bottom lines and at the same time maintaining the quality.
Benefits of RPO:

 Map existing processes – identifying the process blockages and make recommendations for improvement
 Reducing cost per hire
 Increasing the dimensions of Sourcing.
 Employer branding

There is no single solution to recession-proofing the recruitment process though. Ultimately, the question is how to recruit better people more cheaply. As firms are trying to develop and leverage their own brands online, still there is a place for recruitment agencies, press ads and job boards. The future of recruitment industry therefore will be decided by those agencies that are willing to evolve and adapt to the changing demands of the industry. Moreover, recession will result in the number of jobs being drastically reduced and thereby all agencies are being forced to fight for the few jobs that are available with the clients. The survival of the firms highly depends on how to get those few available jobs from the client and filling them.

By Priti

Recruitment – Tool box for HR Groups.

Recruitment is inviting a pool of applications for a particular position/ requirement.It refers to the process of screening, and is an important and crucial step in selecting qualified people for a job at an organization.

The stages in recruitment include sourcing candidates by different methods, and screening and selecting potential candidates using tests or interviews as per the requirement/ vacancy. It can be permanent or on contract basis.

Organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is attracting and selecting employees from outside the organization.

The recruitment industry has four main types of agencies:
• In-house recruitment.
• Employment agencies,
• Recruitment websites and job search engines,
• “Headhunters” for executive and professional recruitment, and
• Passive Candidate Research Firms / Sourcing Firms

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources all or part of its recruitment activities to an external agency or service provider.

RPO providers manage the entire recruiting process from job profiling through the on-boarding of the new hire. A properly managed RPO improves a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.

As a recruiter, one used to get a lot of resumes and phone calls from people wanting to come in. Many times they weren’t what a recruiter was looking for and can’t even count the number of unsolicited resumes received per week because there are many, especially for the more generalized positions. One should look for relevant experience, education, tenure, and overall resume presentation. Time is money and you can’t waste it on folks that don’t meet the minimum criteria. Probably 75-80% of the resumes a recruiter get can’t be used. When an employer is paying you to find what they can’t find themselves you have to send the cream of the crop, the best one!

So one should initially spend a lot of time getting a clear picture as to what the company is looking for? Will my candidate fit in? What are they offering? Is the compensation as per the market standard? location? The skills – absolute and what doesn’t mean that much. Is the staff young older and mature? Look at what kind of people they tend to hire.

With the current scenario of market recession, when economic times get rough, we – as recruiters – must adjust our approach. Layoffs, budget cuts, and nervous candidates change our landscape and require us to operate differently if we’re to survive. So what best a corporate recruiters should do when the going gets tough?

1. Show your value. We should not only do our work well, but show our work, too. i.e:
• recruiting the best talent
• consulting with the hiring teams to select the best by leading pre-interview and post-interview debriefs
• reducing the hiring costs or improving ROI with our existing budget and delivering real value to the business.
Recruiting teams and HR that can’t show their ROI to the business often get cut first in a downturn.

2. Fight for your budgets. One should do best to protect the recruitment branding and outreach budgets because it can take years to build a good employer brand, but only a few months to kill one.

3. Prioritize and Align. Not all requirements are created equal therefore the ratio of open requirements to recruiter will worsen in a downturn, as your company will likely cut resources. Ensure you meet regularly with management to understand priorities among the few growth positions and all of the backfills. So, alignment and focus to business priorities is always key, but it’s especially key in a down economy.

4. Adjust your pitch. The layoffs in downsizing may generate mass applicants, but the top talent – especially more passive tech candidates – may become a lot less willing to consider a move in a down market. So, finding ways to become more appealing and differentiated from the competitors is the best thing. To demonstrate through the job postings and interview process – the investments your company is making or has recently made is a plus point.

5. Take full advantage of your existing resources. Make sure you’re taking full advantage of the job board posting and database access you are paying for.

6. Make every hire count. Quality is the key. Training on hiring the right kind of talent in order to avoid the long-term cost of a hiring mistake.

7. Train hiring managers to fish. To find ways to better leverage your hiring managers to learn more about the hiring managers’ projects, discuss critical hiring priorities, and talk about the employee referral program.

Tough times or downsizing provide great leadership opportunities. Hoping you can leverage this document to help you think through the tradeoffs you will and won’t make as you face such time.

By Parul

Pillars of Florence Fennel

As Globalization has increased competition, uncertain markets and world politics, all of it has made the business of doing business less predictable, and more volatile, than ever before. So it only makes sense that it needs employees who can perform in an ever-changing environment. As organizations are going through levels of change that are unprecedented, Florence fennel is interested in determining how it could identify that certain kind of person who can respond to and handle those changes. Florence fennel Informatica (P) Ltd. Performs operations at the highest level of integrity. A highly committed and responsible business practices are reflected through the transparency of its communications with shareholders and unparalleled benefits that it offer to its temporary employees and contractors.

Florence fennel recruitment process begins with arranging interviews of candidate for the requirements sent by clients. Short listed candidature list is endorsed towards specific client for approval. Approved candidates further undergo screening and other tests. When a candidate qualifies all the recruitment stages, he is provided with offer letter for the position and a job is assigned to him.

Florence fennel strives hard to provide best services at affordable rates. It consider HR consultancy as a way to profit, and consider it as a service. Florence fennel endeavor to place not only an eligible candidate but also to look for one who has a positive attitude towards work, can work in a team and prove to be a valuable resource to the employer, that’s what ultimately benefits the employer.

Staffing solution in India.

Florence Fennel Informatica is an upcoming legend indulges in Staffing Solutions, Training & Development, Software Development, Franchise and Outsourcing. It’s a one- stop solution for HR & IT. Florence fennel uses excellent documentation procedures in accordance with IEEE standards for Structured Systems Analysis and Design, Testing and Implementation. It provides the required user training and warranty maintenance for the software. Its global network allows it to meet the needs of clients in all industry segments, whether they are global, multi-national or local companies. By offering a complete range of services, it help any company – no matter where they are in their business evolution – raise productivity through improved strategy, quality, efficiency and cost reduction across their total workforce. It has always been the hallmark of quality recruitment because of consistent focus on finding the right candidate to match the employer’s environment and culture, as well as the job itself. The goal is to find a place for each candidate where they can find not just a job, but a place to belong and grow. It finds the best people for all types of jobs and industries at both the staff and professional levels. Growing your talent pool in an environment of increasing mobility requires a change in traditional mindsets around retention, loyalty and investment in career development. It can help build loyalty within a mobile workforce, offering ready access to training and a new approach to measuring and managing talent at all levels. Managers across all business functions – from IT to finance to engineering and beyond – look to find and manage the people they need to complete their projects and provide the services required of their departments Its outsourced teams blend seamlessly with clients’ organizations, making it easy for them to move auditing projects to Jefferson Wells or field engineering responsibilities to It when there are not enough hours in the day to do it all internally. FFI is a leading global provider of integrated consulting solutions across the employment lifecycle. It helps clients maximize the return on their human capital investment while assisting individuals to achieve their full potential.

By Anand Bhatt

Florence Fennel Informatica

Florence Fennel Informatica, is a global consulting and IT Services Company specialized in Strategic Recruitments, Executive Search, Analytic HR Solutions.

Florence Fennel Informatica is an India Based Consulting Firm with its corporate office in Noida and branch offices in Mumbai, Kolkata, Chennai, Bangalore, Pune, Ahmedabad & Hyderabad.

Strategic Recruitment Division Lab: SRD lab is a part of F2I which primarily looks after Executive Top management search like CEO, CFO, President, VP, GM and other higher managerial profiles in various diverse domains with utmost client confidentiality and compliances.

Vision: Reduce the client screening and evaluation efforts with maximum customer Satisfaction by analyzing the profile at SRD lab in terms of:

Competitor valuation

Domain valuation

Academic valuation

Attitude & commitment valuation

Budget Valuation

Competency: Our Executive Search consultants are all experienced Recruitment Specialists with at least 8 yrs of experience and have one advanced degree in a technical or managerial field.

Process:

Each executive search is initiated mandatory with a Conference call/Personal Meeting

With the client with a realization of the details regarding the requirement

Only a Single profile is sourced at a time and it is cross analyzed (Our Search consultant gives a summary brief to the client mapping it with the initial requirement call held) with the client and once it is rejected on certain standard attributes and metrics next profile is sourced.

Each search Specialist tries to produce a 100% hit for an interview at least (no profile being a screen reject) with sending at max 5 profiles for a single Executive hiring.

Florence Fennel Informatica (Provide IT Services & Solutions)

Florence Fennel Informatica is an emerging IT Consulting & Staffing organization operating with a multiple line of business mainly- Staffing Solutions, Training & Development, Software Development, Franchise and Outsourcing making it a one- stop solution for HR Solutions. The company came into existence in the year 2007 & has already spearheaded in the field of HR Solutions with reference of clients as evidence.

We enhances resources offerings them to our prestigious clients against exigent assignments and enhanced accountability scrutinizing their previous & present work profile with authenticity and established prospective for further progress. We endeavor timely deliverance with necessary benefits and worth to our clients and business partners via creative line of HR Services and reliable solutions. We build tailor- made solutions customized to our Customers & Client’s personnel Needs.

We provide IT services and solutions to organizations across the globe with a strong focus on quality standards and proven technology processes. Our expert team enables you to keep pace with the ever-changing technological trends through our result oriented learning process.

Florencefennel Informatica also provides manpower support, application development, maintenance, quality assurance to technology-driven organizations. By strategically leveraging offshore resources in our development center in Delhi, we enable our clients to more efficiently develop and maintain critical applications.

We delivers the best results for each client’s unique needs through flexible training models comprised of on-site, off-site and/or offshore training teams. By creating the optimal training program, we help clients achieve the maximum impact from their IT training investment.