10 Reasons to Outsource Recruiting

The global economy is fast changing and newer technologies are taking over thus making hiring and recruiting the right candidates is a difficult task. The newer economic conditions include fast changing business condition, high unemployment, skills shortage and global competition. Finding and hiring from the right talent pool requires Human Resource managers to keep up with new recruiting technology and social media, also helps in developing a good rapport with the candidates and asking the right questions. Hiring managers are able to cover all these areas with the help of HR recruiting outsourcing companies.

With the need to focus on core business operations rather than jobs that can be outsourced to improve efficiency, outsourcing tasks such as payroll, hiring, customer service, creative design and other recruiting tasks will put the reins in the hands of experts that will sift through the best talent pool, to acquire the right candidates within the criteria set by the company. These are just a few reasons why companies outsource. Other reasons that companies outsource include the smooth running of the recruiting process, increase retainment of employees and reducing the high turnover rate and coordinating recruiting and on boarding.
What is outsourcing?
Outsourcing is a process wherein, one company shifts or delegates certain process within the company to external service providers, done with the intention of lowering costs, getting better quality and increasing their competitive edge. When a company shifts or delegates business processes to firms in foreign countries, it is referred to as offshore outsourcing.
How do these outsourcing processes help companies? Here are the benefits:

 Rapid Growth: helps to combat seasonal spikes and reduces pressure on in house staff.

• Simplify your operations: too much energy is spent in dealing with personnel and employment management issues. Instead, the same time can be spent on increasing business.
• Increasing productivity: if attention is divided doing non–core business activities it affects business and reduces productivity.
• Accuracy and speed: increases the speed and accuracy in disbursing payrolls and finding the right candidate.
• Identifying and recruiting candidates: as per you criteria and requirement and the job profile also finding candidates for casual or seasonal employment.
• Help maintain employee volume: helps the business to cope up with spikes/sudden increasing hiring volume as well as helping them reduce team sizes during lean periods.
• Increased savings: outsourcing helps with reducing hiring and recruiting costs.
• Decision making: helps you acquire better reports and results to aid in better decision making.
• Best practices: helping you get the best knowledge and understanding for benchmarking your operations and making laws and guidelines for best practices.
• Mitigate risks: helps you adhere to compliance, liabilities and risks pertaining to employees and the business.

An HR outsourcing company and Recruitment process outsourcing (RPO) aids in recruitment by screening potential employees, navigating regulations and law pertaining to the government and other activities as directed by the company. Thus, with the help of HR outsourcing and RPO's, companies have access to the best candidates and other business services.

Why HR management is important to all managers?

Behind the production of every product or service there is human mind, effort and man hours (working hours). No product or service can be produced without help of human being. Whatever an organization does, human beings are essential to its success.  "Humans are an organization's greatest asset."  Today many experts claim that machines and technology are replacing human resource and minimizing their role or effort. But even machines and technology have been build by the human aid and besides companies have been continuously in search for talented, skilled and qualified professionals to further develop latest machines and technology, which again have to be controlled or used by humans to bring out final products or services.

An organization cannot build a good team of working professionals without good Human Resources. The HR department in any company can be its ace in the hole, if used strategically. The goal of a human resource manager is to strengthen the employer-employee relationship. HR is a company's human resource multiplier. Accordingly, human resources management becomes essential to all managers.
Human resources management is essential to an organization because of the many different roles it plays.  On one hand, human resources management helps to oversee the process of hiring and finding the best people who can make an organization be successful and establish new horizons for success.  At the same time, human resources management is essential to ensuring that the workplace in which these individuals work is conducive to allowing these individuals to work at their best.
For small businesses and large conglomerates alike, the human resources or personnel function can be helpful for much more reason than simply processing payroll or handling the recruitment and training. Human resources plays an essential role in developing a company's strategy as well as handling the employee-centered activities of an organization.
The key functions of the Human Resources Management (HRM) includes recruiting people, training and development, performance appraisals, motivating employees as well as workplace communication, workplace safety, and much more. The core purpose of the human resource management is to make efficient use of existing human resource in the organization.The beneficial effects of these functions are discussed here:

• Recruitment and Selection: This is one of the major responsibilities of the human resource team. The HR managers come up with plans and strategies for hiring the right kind of people.There are several elements to this task including developing a job description, interviewing candidates, making offers and negotiating salaries and benefits. Companies that recognize the value of their people place a significant amount of stock in the recruitment function of HR. There is good reason for this -- having a solid team of employees can raise the company's profile, help it to achieve profitability and keep it running effectively and efficiently.

• Training and Development: Even when an organization hires skilled employees, there is normally some level of on-the-job training that the human resources department is responsible for providing. This is because every organization performs tasks in a slightly different way. One company might use computer software differently from another, or it may have a different timekeeping method. Whatever the specific processes of the organization, human resources has a main function in providing this training to the staff. But whereas training needs are centered around the organization's processes and procedures, professional development is about providing employees with opportunities for growth and education on an individual basis. Many human resource departments offer professional development opportunities to their employees by sponsoring them to visit conferences, external skills training days or trade shows. The result is a win-win: it helps the employee feel like she is a vital and cared-for part of the team and the organization benefits from the employee's added skill set and motivation.           

• Benefits and Compensation:Like employee and labor relations, the compensation and benefits functions of HR often can be handled by one HR specialist with dual expertise. On the compensation side, the HR functions include setting compensation structures and evaluating competitive pay practices. A comp and benefits specialist also may negotiate group health coverage rates with insurers and coordinate activities with the retirement savings fund administrator. Payroll can be a component of the compensation and benefits section of HR. Non-traditional benefits such as flexible working hours, paternity leave, extended vacation time and telecommuting are ways to motivate existing employees and to attract and retain new skilled employees. Balancing compensation and benefits for the organization's workforce is an important HR function because it requires a sensitivity to the wants and needs of a diverse group of people.

• Performance appraisal:HRM encourages the people working in an organization, to work according to their potential and gives them suggestions that can help them to bring about improvement in it. The team communicates with the staff individually from time to time and provides all the necessary information regarding their performances and also defines their respective roles. This is beneficial as it enables them to form an outline of their anticipated goals in much clearer terms and thereby, helps them execute the goals with best possible efforts. Performance appraisals, when taken on a regular basis, motivate the employees.

• Maintaining work atmosphere:This is a vital aspect of HRM because the performance of an individual in an organization is largely driven by the work atmosphere or work culture that prevails at the workplace. A good working condition is one of the benefits that the employees can expect from an efficient human resource team. A safe, secure, clean and healthy environment can bring out the best in an employee. A friendly atmosphere gives the staff member's job satisfaction as well.

• Managing disputes:In an organization, there are several issues on which disputes may arise between the employees and the employers.One can say conflicts are almost inevitable. In such a scenario, it is the human resource department which acts as a consultant and mediator to sort out those issues in an effective manner. They first hear the grievances of the employees. Then they come up with suitable solutions to sort them out. In other words, they take timely action and prevent things from going out of hands.

Any organisation, without a proper setup for HRM is bound to suffer from serious problems while managing its regular activities. For this reason, today, companies must put a lot of effort and energy into setting up a strong and effective HRM.