Outsource HR Recruitement Activities? - CiteHR
Manu
Web Administrator
Rekhadaniel
Hr Consultant
Chapki_dp
Student
Smarf_serv
Sr Hr Professional
Vuishung
Student

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One of the famous HR practices nowdays is outsourcing, specially for those multinational or international company. However, what factor should a HR manager think and consider before making any decision in regards of these?
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Hi vuishung
In my opinion,not all the HR activites can be outsourced.
Operational activities can be outsourced but not the functional activities.Even in the case of Recruitment activities,a pool of perfect match for the job is produced to the organization where the final selection happens.
Durga
Dear All

HR Outsourcing? What is this Buzz. How it is done?

Actually here not all activities are outsourced, but only few activites like Recruitment, Suppose you are a BIG company, you are having number of different employees and a sound HR Department, but if your daily requirement is heavy like your HR department is indulged in selecting around 100 employees in a month, then it will be very tiring and time consuming process to "search for the best talent" from various sources.

Now comes the concept of "HR outsourcing", now this company gives its recruitment (Talent Search Process) to some other company (Outsourcing Company)

How does the Outsourcing Company Works?

1)Outsourcing Company contact its client for any recruitment

2) If there is any recuitment then it takes description about the job and talent requirement.

3) Outsourcing Company then search for the talent from various sources like Consultants, Job Sites.

4) Than this Outsourcing Company contact the person(talent)

5) Then the person is reffered directly to client's HR department.

So this process saves valueable time

This is something that I know.

Thank you.
Thanks for the information. As what you mentioned, the HR personnel should think over whether to outsource the recruitment function or not depend on their current busyness on other HR activities, which is more departmental or internal factor. However, do you think there is some external factor should consider ahead before taking any of these decision? Do the economy, other department conscious, organizational cultural and others will affect such decision?
You may be surprised with the level of outsourcing happening. Many organizations just have one manager for the organizational perspective and most of the other things are outsourced Regards Arif
Depending on the organization and indusrty depends on how HR outsourcing is viewed - also there is only a certain part of Hr outsourcing you can actually do.
in terms of benefits and plan administration yes alot of this can be outsourced - but tell me now how can you outsource your Employee Relations issues????
:lol:
cheers!
Rekha
Yes, you are right in the current economy outlooks and also current HR practices. However, there is nothing is impossible. As what you mention, could employees relations are outsource? Yes, why not? Those activities like attitude survey, employee handbooks, company publications, labour law compliance, as well as labour relations could be outsource. Then just the HR department can focus on Core Competencies by eliminating the non-Core Competencies. Besides, not all HR managers are well known with Employment or Labour Laws, thus, they can always outsource to someone to do for them. This same when goes to the labour relations, HR may look for some vendors or professionals to help in order to re-close the gap between boss and the subordinates, rather than waste time and money to develop and build such system. And again, HR can focus on what is supposed to be focus.
HR Outsource other reasons employers choose to outsource recruiting include a need to improve recruiting processes, reduce a high turnover rate, control rapid growth or seasonality that makes it impossible to keep up with hiring needs, develop competitive advantage, and coordinate recruiting and on-boarding .There are seven Reasons to Outsource Recruiting
1. Reduce Costs
2. Focus on Core Business
3. Improve Recruiting Effectiveness
4. A High Turnover Rate
5. Rapid Growth
6. Competitive Advantage
7. Coordinate Recruiting and On-boarding
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