Rectruitment Process Outsourcing (RPO) (3)
Recruitment Process Outsourcing
It’s in the news over and over again. Indigenous leaders from all around the world are asking citizens to stay home and stay safe. India did remain unscathed for a while, but then our people started coming home from abroad and that is when the chain started. The fear of a global pandemic has affected the jobs and labor industry substantially.
Millions of citizens quarantined and a good lot locked within their homes has directly affected the Travel and Business industry. In China, workers are asked not to come to work or if at all they show up they are to do so with a Medical certificate. With factories locked down, production schedules have lowered and there is a shortage of products expected. China is the second-largest economy in the world. With factories idle and workers unable to continue a global ripple effect may take place.
Say, for example, iPhone’s manufacturing unit based out of China hasn’t seen any Operations for more than two weeks, resulting in a reduction of Sales and revenue for Apple. Now multiply the same by thousands for other companies. If the outbreak keeps growing at the same rate, it is quite possible that organizations may start downsizing to cut costs and survive through troubling times.
The global business impact of the virus spread is already being felt in many parts, with the world scrambling to control its spread. Australia is still reeling from shockwaves while other European countries observe a complete lockdown.
Talking of India, the China-originated virus has so far affected the Manufacturing and Exports sector that includes Electronics, Textiles, and chemicals. The govt is indeed taking necessary measures to protect the Indian economy from threat, but it is probably too early to say if the jobs sector is going to be hit. Let’s be optimistic here. Assuming that people from around the globe will listen and standby authorities, the virus will remain dormant and last for a while until when the scientists find a cure.
Prometheus Consulting is one of the top-rated recruitment firms in India, and we understand the pain of having to go through a job crisis with no fault of yours. Watch this space for more updates on the jobs sector.
The percentage of women in the talent pipeline may have observed a hike in the past three decades, but the gender gap is still seen from entry-level to top-executive positions. Significant strides have been made in creating more gender-inclusive work environments, and yet there’s a lot to be done when it comes to including women in managerial and leadership roles.
To shed some light on how gender inclusiveness can help organizations grow, here are a few advantages that women leaders bring to the table…
Flexibility to workplace
Time has proved that women as managers bring in several positive changes allowing team members to learn and grow with each other. These positive changes allow employers to address issues like helping employees maintain a healthy work-life balance. Flexibility (childcare, work from home, elder care, etc.) comes as a product of a healthy work-life balance for both males and females and was hardly heard of before women entered the workforce.
When we brainstorm with people of different genders, sexual orientations, and ethnicities we tend to work better. In a study when researchers asked top leaders about ways to increase the effectiveness of their workplace, they answered that the organization needs to start creating transparency and attention to promote women as Leaders to provide an outstanding base for the organization to grow.
Trust is quite a fragile thing in today’s high-visibility world, which easily implies that it’s become more important than ever to ensure that a company and its leaders act in an ethical manner. A senior Talent Acquisition executive at a renowned MNC mentioned that for any initiative, return om reputation- values and beliefs as an organization is as important, if not more so, as return on investment. By integrating and advancing both soft and hard skills, female leaders fuel the organization itself and drive sustainable growth.
Remember when Moms used to celebrate our birthdays with colorful ribbons and balloons? Mine would personally write a two-line invitation for all my friends. If experts are to be believed, women are great communicators as they respond more effectively to visual, verbal and emotional factors than men. A number of times it’s been observed that female employees aren’t comfortable talking about issues as freely to male bosses. Women leaders encourage team members to share their issues, advising them to encourage teamwork while maintaining professionalism.
Mentorship and nominations can be incredibly important for career growth and job satisfaction, so having an increased supply for any company can leave its employees on the edge. While studies have shown women having a more difficult time finding mentors, it is also observed that women make better mentors as compared to men.
A few decades back leadership was seen as masculine behavior. People have a notion that men make effective leaders. Maybe, they do. However, women leaders are more intuitive, understanding, persuasive, and work collaboratively to handle a team. There’s a fine line between being Authoritative and Participative as a leader. Women know how to juggle between the two.
Emerging trends in Recruitment industry
“Great vision without great people is irrelevant.”
Getting the right person on-board is indispensable for growth of an organization. Staffing industry is getting increasingly dynamic and transactional in recent times for solutions like providing corporate training, pay-roll processing, recruitment process outsourcing.
With Elimination of obsolete laws, regulations and administrative structures, Opening up of new sector like Aviation and retail etc for FDI, The Indian success story has just began.
As the economy will grow, companies will face an increasing challenge of hiring the right talent. Coupled with the shrinking HR budgets the HR managers and business owners will find it more and more difficult to hire the right talent without loosing focus on their core strategic function.
With a huge focus on “Make in India” by our Prime Minister Mr. Modi attracting the right talent and cultivating it becomes imperative for manufacturing companies. As beautifully stated by Ashley Salvador in one of her blog “After all, who needs quality, qualified employees more than industries with complex and technical products”
Business leaders believe that where on one hand they need to focus toward attracting the talent toward the organization as an employer of choice, they also need to stay focused on their core objective of providing their customers and client the best product and services. In recent times we’ve observed that the outsourcing certain monotonous and time can resource consuming transactional HR process are driven by the top management.
Recruitment Process outsourcing (RPO) specialists are increasingly making use of social media and analytics to deliver both efficiency and experience to their clients. RPO companies specialising in certain niche sector like Pharma, Publication and Media, Fashion and apparel have a huge network and deep conncetion with the active and passive job seekers, since they are industry specific, they are in a better position to provide the job seeker a better matchning position based on his/her proirities and on the other hand they help employers hire a candidates whos preferences are in line with them thus creating a better retension and a win win situation to all.
Employee Referrals will grow and companies will rely more and more toward recruiting new hires through employee referrals. This enables companies to hire talent who are better aligned with the on job expectations, it also help company source passive job seekers who otherwise will never be available in the talent pool through the conventional recruiting process.
Data will drive recruitment. Like all other business decision, companies will effectively use data analysis to track the most effective and efficient sourcing and selection methods. With the help of Big Data, it will become possible for the employers to target, may be the right company, a particular location, or an experience level to get the best out of their sourcing efforts. Effective use of data will add another dimension to the recruitment strategy which was previously un know to the HR manager.
Automation of certain recruitment process will increase. With the disruptive technologies like Chatbot (which as per Mya can automate 75% of recruitment processes) Asynchronous Video conferencing, Online assessments, Applicant tracking systems etc. will help the Talent acquisition teams to consolidate and focus on more intelligent tasks.