Consultation – Hirecruiters

25Dec

Which one is cost-effective? Onshore Recruiters or Offshore Recruiters?

Outsourcing – contracting a third party to execute services or generate commodities that were historically conducted in-house by workers is one of the hottest topics in the RPO Industry.

Enterprises that outsource are rewarded with more time and better worker assistance. Consequently, they are able to expand their operations while maintaining their competitiveness and (possibly) enhancing their products and services.

It has always been of matter of debate, whether to choose onshore recruiters or offshore recruiters.

To be honest, a lot of variables come into the equation, such as the cost of labour, the difference between time zones, the services required, and many more while comparing these two.

Let’s compare and contrast Onshore and Offshore recruiters on some specific basis, and then choose which one is the most cost-effective and best suits your company’s requirements.

Onshore Recruiters

The term “onshore company” refers to a legal business established in one’s own country only for the purpose of executing a project for another firm from the same nation with a specified jurisdiction.

According to research published by McKinsey & co., a sea shift in onshoring will propel the business forward in the next years. Now let’s have a look at some of the advantages of having Onshore Recruiters.

Time zone is the same.
No linguistic or cultural distinctions.
Flexibility to complete work whenever it is necessary
Easy communication through same language
Less Regulatory Concerns
Simple recruiting and onboarding procedures

Offshore Recruiters

The term “offshore company” refers to a legal business established in a different country only for the purpose of executing a project for another firm from a different nation with a specified jurisdiction.

Do you realize that the United States loses roughly 300,000 jobs a year to countries other than their own? There is a massive surge in the need for offshore hiring because of these changes. By 2025, the outsourcing market is expected to be worth $81.5 billion, with a CAGR of 3.51 percent, making it one of the fastest-growing industries in the world.

Now let’s have a look at some of the advantages of having Offshore Recruiters:

Increased attention on mission-critical business activities
Round-the-clock uptime
Availability to specialized expertise
Reduces labour expenses
Increased familiarity with international markets

Which one is Cost-effective?

Do you know that Deloitte’s 2020 Global Outsourcing Survey found that 70% of respondent businesses adopted outsourcing as a cost-cutting tactic to reduce expenses? However, 40 per cent of respondents said that outsourcing gave the organizational flexibility needed to cope with the changes brought on by the pandemic, such as remote work and fast-paced digitization, among other things.

If 70% of respondents see outsourcing as a cost-cutting tool, so let’s find which one is less costly- offshore or onshore recruiting.

	Onshore Costs	Offshore Costs
Hourly Wages/Rate	$15.00	$15.00
Labor Burden	$4.50	$0.00
Program Costs	$2.25	$0.00
Total Hourly Cost	$21.75	$15.00

Additional Cost in $ Per Hour for Onshore	$6.75
Additional Cost in % Per Hour for Onshore	45%

Assumptions:
Labor Burden Rate	30%
Program Costs	15%

[Ref: psgglobal solutions]

25Dec

Five topics dominating boardrooms discussion in 2025

After the blow to businesses all across the world due to the ongoing COVID-19 pandemic in 2021 too, companies across all domains will be trying to get back on foot and make strategies to counter the upcoming challenges for the years 2022-2023. Business and their top management are expected to make difficult decisions to get their business back on track.

As the businesses get ready to open their doors back for the customers, they will try to bring back the flair to their business that was lost to the pandemic and gain back all the market and opportunities that they lost in the last couple of years. Most companies, their CEOs, CFO’s and board members see the year 2022 as the opportunity to grow their business.
There will be a lot more on the tables when boardrooms will get ready to set the agendas for the upcoming year.

1. Tackling the challenges posed by pandemic
According to a world bank survey from October 2020 to January 2021, average sales dropped by 27% and one in four companies saw a decline of 50% in their sales.
That calls for innovative measures to bring the sales back to the pre-pandemic levels. According to the same survey, around 89% of companies retained their workforce and that shows that companies are trying to adapt to this new situation.

2. Creating an effective workplace strategy
Over the past two years, WFH(work from home) has been an effective strategy to keep the businesses running, but now companies want the employees to work from the office and a US poll from January 2021 states that over 61% of people prefer WFH over working from their office.
Companies need to look at these data and make an effective strategy that allows flexibility like working from home and a productive office environment for people who prefer working at their office.

3. Company culture
According to Stanford research that looks into stress due to the workplace, they found over 120,000 people lose their lives due to workplace stress. Over 615 million people over the world suffer from anxiety and depression leading to a high loss of productivity.
As the pandemic roll back, companies need to look into a way that can increase productivity by reducing stress and healthy work culture.

4. Globalising their business
With the increasing competition from rising global brands, businesses need to look back at their strategies for making their company globally recognised.
According to many surveys, CEOs are excited about the globalisation of their business and optimistic about the results in the year 2022. The global market is now open to most businesses due to recent developments in tech and digital break due to the pandemic, companies would not want to miss on the golden opportunity to milk this situation.

5. Tackling social, environmental and governance issues.
Top management will try to make a strategy to tackle social issues like women empowerment. According to an international survey, women conditions in top management have not changed much over the last couple of years with just 29% women in top-level management. Companies would surely want to take a look at that data and do their part.
Environmental issues have gained a lot of attention over the last few years with social activists demanding shutting and restricting down industries and businesses that harm the environment.

Summing it up, there will be a lot of things at stake for businesses when they will sit for boardroom discussions for the year 2025, with a world trying to recover and tackle the pandemic, it becomes more important for companies to make strategies that can work for them even in this pandemic situation.

Companies would need to be innovative to fulfil the needs of their customers and she this pandemic to leverage their products and services.

24Dec

Second Chance Hiring In Contractual staffing and its benefits (?)

What is Second chance hiring?

What usually pops into our mind when we heard or see the word “Second chance hiring”?

Profuse ideas might cross our mind about the term, but in the staffing and recruitment industry “It is the practice of hiring individuals with a criminal record to bring inclusion in the company or organisation”.

If we look into the numbers of criminal records against US citizens, the statistics show a shocking number – One-third of US citizens have a criminal record, and if a such large percentage of the country finds difficulty to get a gainful job, then the shortage of labour in the country would be inevitable.

Does it Matter?

A Criminal record does not automatically equal to dangerous in every case or individual.

It would not be best to assume the worst in everyone who holds a criminal history, or should not consider them for a second chance would seem like discrimination.

A criminal record does not automatically signifies a murder or theft conviction, a few charges can be negligible for not qualifying them to have a second chance

The stigma around giving a second chance hiring

There are some strong waves in the industry both promoting and discouraging second-chance hiring.

However, for many employers, the stigmas are associated with many doubts like, are we putting our current staff in danger? Are they trustworthy and reliable? Will they affect the brand image of the company? Will other staff be feeling safe around them?

Of course, such sentiments and fear can not be denied, but one should look at the bigger picture of second-chance hiring.

Why organizations are pursuing a Second-Chance Hiring Strategy?

Mainly because of two reasons why organizations are thinking and pursuing a second chance hiring strategy

Altruistic Mindset: This mindset is to do something selfless for another human being, this way of hiring is to give humans a second chance irrespective of thinking our prospects of strategy
To get a motivated workforce: Rather than having a single charitable mindset, getting a potentially motivated workforce for the organization should be the reason for organizations to consider a second-chance hiring.

The benefit of second-chance hiring

There is a good example set by Yonkers, N.Y.-based Greyston Bakery, the primary supplier of brownies for Ben & Jerry’s ice cream.

This bakery is in the limelight of second-chance hiring, giving a perfect example of inclusion in their workplace.

Job candidates at the bakery have an easy application process, all just need to fill out a one-page form that asks for a name, phone number, and e-mail address.

They are not being asked about their physical abilities or any other sensitive information. Once the form is filled out, it goes onto a pile arranged in chronological order.

The next time a job opening becomes available, the person at the top of the list gets a call and since there’s no background check or reference requirement, many convicted felonies and homeless strugglers get the job.

Second-chance hiring can benefit the society and recruitment industry at large because it could be the solution to finding talented individuals in an extremely competitive job market.

According to a study conducted by Second Chance Business Coalition, 85% of HR and 81% of business leaders stated that individuals with criminal records perform the same as or better than employees without criminal records. Some research also stated that the turnover rate is lower in second-chance employees which saves a lot of additional hiring costs.

Second-chance hire also advances diversity and inclusion initiatives, and if we look into its financial point of view, there are tax incentives for second-chance hiring.

The federal Work Opportunity Tax Credit gives employers who hire a qualified ex-felon a tax credit of up to 25% of their first year’s wages if the employee works at least 120 hours, and 40% if they work over 400.

And last but most importantly, the overall community benefits when individuals are given employment.

Ways to do second-chance hiring

It shouldn’t be done to be charitable or altruistic. It should be because your organization is committed to hiring the best person for a job – Genevieve Martin, executive director of Dave’s Killer Bread Foundation.

Second-chance hiring is less likely to work if an organization is doing it for the wrong reasons, like for PR or marketing or even for altruistic purposes, some of the best practices an organization can follow are

Proper mentoring to those who need them, and having fully established mentoring programmes are more beneficial for second-chance candidates.
Providing support and training through existing employees can be very beneficial for second-chance hires
Educate your existing workforce on why you are hiring people with criminal records and make them feel comfortable around them.

Putting aside the stigma around criminal record holders and with a strong screening and interview process, we can achieve great success in accessing a strong talent pool.

24Dec

Strategies and tactics for talent acquisition that remain resilient in the face of economic downturns.

In the changing global economy, the staffing industry has been vastly impacted and changing each month. To cope with the changing environment, we all need to be ready and the most important step is to have a great talent acquisition plan and strategies in place.

We at Hirecruiters came up with a few plans and strategies to help us with recession-free staffing and recruiting solutions

Geographical diversity: You can hire people around the globe with specific and niche skillsets matching the requirement, it eliminates the risk of desperate hiring.
Technology is the key: Technology reduces the time to hire and makes the process error-free to a much extent, for example, using an ATS (Applicant tracking system) helps the hiring process by screening resumes, interview scheduling and also in the onboarding process. There are various types of software and AIs become handy these days to help streamline the process and make the interview process friendly for candidates.
Employer branding or recruitment marketing: Making a standout employer branding on social media platforms and creating unique job ads attract great candidates.
Make your existing employees the saviour: Your current employees already have a strong network of similar talents you are looking for. Incentivising their referral, make the process attractive for the existing employees and candidates as Current employees can boost employer branding also.
Outsource to a partner: Certain segments of your business, particularly those outside your primary area of specialization, may be beneficial to outsource. For instance, delegating your company’s customer support or marketing responsibilities to a third party can result in substantial cost savings and access to high-level expertise.

Crafting a recession-resistant hiring strategy is pivotal to your organization’s triumph. By pouring resources into innovative recruitment and international staffing solutions, you can establish a robust and adaptable talent acquisition approach capable of weathering economic storms

24Dec

Five Key Factors for Converting Data to Insights via Efficient Business Reporting

Navigating the data deluge in businesses today is a complex task, but with effective business reporting, you can transform raw information into actionable insights. Here’s a condensed guide, with the aid of offshore recruitment services, to streamline your reporting:

Focus on the Essentials: Determine the report’s goal, the target audience, their style preference, and the ideal format. Tailor the report to your audience’s needs and ensure your data aligns with the report’s objective.
Reliable Data Sources: Identify the sources that provide accurate, updated data. Harnessing the power of offshore recruitment companies can help streamline this process, providing expertise to assist in organizing data from multiple sources.
Data Analysis and Interpretation: Combine domain expertise, organizational understanding, and analytical skills to analyze and interpret the data. Utilize business intelligence tools to speed up the process but rely on human cognition to make sense of it all.
Balance Quantity and Frequency: Avoid information overload. Keep the report concise and focused on the necessary details. Establish a reporting frequency that maintains the relevance of insights and does not overwhelm the readers.
Measure Impact and Improve Continuously: Track the outcomes of your reports to ensure that the insights lead to action. Adapt your reporting to evolving business environments and continually refine it to keep them effective and valuable.

To sum up, effective business reporting is crucial for making informed decisions, and impacting organizational success. Harnessing the power of offshore recruitment services can further streamline this process. Let’s turn the data tide into an ocean of insights together!

Source https://www.sincera.in/

24Dec

Casting a Green Net: The Evolution of Sustainable Recruiting Practices

This concept was first introduced by John Sullivan, a renowned HR Consultant and Professor of Management at San Francisco State University’s College of Business in June 2007. Sullivan declared, “For those looking to gain a competitive advantage in recruitment, embracing green recruiting is the path forward. It’s a ripe opportunity, especially as many companies have yet to adopt this innovative approach.”

Green recruiting is a reflection of a company’s unwavering commitment to environmental sustainability, showcased to potential hires. It’s not just a fleeting trend. Globally, an increasing number of corporations are hopping onto this eco-friendly recruitment wagon. Essentially, green recruiting promotes a recruitment process that prioritizes digital, paperless methods, reducing environmental impact to the bare minimum.

Recruitment outreach extends through online channels like email, online application forms, or global talent pools. Whenever possible, interviews are conducted via phone or video calls, curbing any potential travel-induced environmental footprint. It’s the small, daily practices at work — turning off lights and equipment when not in use, powering down desktops, choosing teleconferences over business trips, and aspiring for a paperless office — that can create a significant positive environmental shift.

Green recruiting is more than an environmentally conscious approach to hiring; it’s an opportunity for companies to distinguish themselves in a crowded recruitment landscape. Embracing green recruiting can make a company not only an appealing place to work but also a pioneering force in driving sustainable business practices.

24Dec

The Age of Data: Using Analytics in Recruitment and Staffing

Data analytics is much more than number-crunching – it’s the art and science of turning raw data into actionable insights. For recruitment outsourcing companies, this means harnessing the power of relevant data to make informed and strategic hiring decisions, from sourcing to screening and finally selecting candidates. Companies that integrate data analytics into their recruitment strategy can enhance efficiency, reduce costs, and boost the quality of their hires.

Many industry experts see data analytics as the secret weapon to optimize recruitment outcomes. By welcoming data-driven hiring, you can turbocharge your recruitment process’s effectiveness and efficiency.

But how does data analytics elevate the hiring process?

In the modern business landscape, organizations are embracing recruitment analytics as a vital tool for making more informed hiring decisions. By diving deep into various recruitment metrics, data analytics can provide valuable insights that can revolutionize hiring strategies

Some of these key areas include:

Speed of screening and hiring
Quality of hires
Candidate retention rates
Offer acceptance rates
Hiring costs
Effective candidate sourcing channels

Incorporating data analytics into your recruitment strategy is like fitting your hiring process with a GPS – guiding you straight towards the best talent!

Source: Alp consulting

18Jun

Consulting Project Prepare for a new job

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12Apr

Best Background Check Services Assessments

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