Over the last couple of years, we have seen seismic shifts in the different facets of business, be it a clear transition from “work from office” to “remote” and “hybrid” working culture or the way we seek opportunities. And while the recent turmoil has revolutionized every aspect, there’s no business function that has been so intrinsically restructured as recruitment.
From the great resignation trend to talent wars taking over the industry, recruiters across the globe have witnessed a lot during these last few years. If one thing these years have taught us, it’s that agility is the way to win any battle in life. Agility is no longer limited to business operations but also all aspects of the business, be it people or processes. The ability to promptly scale basis the needs of the business is relevant to all critical roles and recruitment is definitely an important part of it. Recruiter On-Demand is a scalable and sustainable action plan to meet the hiring needs of your organization seamlessly. So the question is, should you integrate Recruiter On-Demand into your current talent strategy? Read on to find out.
Recruiter On-Demand: The Solution to Accelerate Scalability
Attrition is an industry-wide phenomenon and the HR function is no exception, therefore it requires an alternate model that helps businesses perform uninterruptedly. On-Demand recruitment is the process of making the best of talent services on project-based assistance from external resources. Also called an extension of your internal hiring team, Recruiter On-Demand helps you broaden the talent pool by deploying more professionals adept with talent acquisition skills.
One key factor that makes on-demand recruitment one of the best RPO solutions is its ability to focus on flexibility, agility, scalability, and industry-driven talent expertise. The process works on the principle of “leasing” external help to improve internal efforts of talent acquisition.
Moreover, On-Demand recruitment services are best-suited for businesses that want to add more strategic control to their talent plan by collaborating with a partner possessing speed and efficiency. While you get access to the pool of adept and proficient recruiters, you can address immediate hiring without a long-term commitment.
Recruiter On-Demand Best Industry Practices to Attain Success
When you invest your finances in external recruiting services, you would want to ensure that you are deploying your resources wisely. To guarantee a great ROI, you must craft a reliable strategy by sticking to the current business practices. Helping you leverage the strategy at its best, we have culled out a list of suggestions you can do to welcome external recruiters to your team.
Work with selected On-Demand Recruiters: There are multiple players out there but it’s only good to focus on a few companies that serve your purpose right and help you onboard experienced and skillful talent. Choosing between multiple recruiters will only affect your firm negatively as it will unnecessarily create a competitive scenario for them. Additionally, it would stop you from establishing a long-term relationship with them.
Position your goals to implement them efficiently: Establishing a set of goals while tracking progress efficiently is the best way to track your daily progress. You can’t go wrong if you a have clear roadmap designed. Furthermore, discussing these goals with the on-demand recruiters also gives them an idea of what your expectations are from them. Also, if you have a checklist in mind, you can tailor your goals and get it customized for particular hires.
Structure a proper document of the talent needs:
To match your expectations on time, On-Demand recruiters must have a clear understanding of your hiring needs. Don’t hesitate to specify the factors such as:
– The needed experience
– Skills required to get hired
– Duration of the entire project
– Type of work: Office job or remote opportunity
Leverage multiple sourcing strategies
Limiting all your talent sources just to one platform is not appreciated. Spreading your wings across a variety of candidate sourcing portals is something you must do. From promoting open positions on social media and job posting sites to engaging with potential candidates on job portals to using internal referrals programs, you have a plethora of options to spread the word about hiring. Leverage every tool to get the desired results.
(The article first appeared in NASSCOM Insights on August 23, 2022)