Recruise New look from April 2011

Few Recruitment Stratergy.

Recruitment Strategies:-

 

Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organisation depends on the effectiveness of its recruitment function. Organisations have developed and follow recruitment strategies to hire the best talent for their organisation and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organisation.

For formulating an effective and successful recruitment strategy, the strategy should cover the following elements:

1. Identifying and prioritizing jobs 
Requirements keep arising at various levels in every organisation; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first.

2. Candidates to target
The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

o Performance level required: Different strategies are required for focusing on hiring high performers and average performers.

o Experience level required: the strategy should be clear as to what is the experience level required by the organisation. The candidate’s experience can range from being a fresher to experienced senior professionals.

o Category of the candidate: the strategy should clearly define the target candidate. He/she can be from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment
The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment.

4. Trained recruiters
The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

5. How to evaluate the candidates
The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.

For more information, please contact us at Poornima@recruiseindia.com

Outsourcing Gyan

What is Outsourcing??

Outsourcing is often defined as the delegation of non-core operations or jobs from internal production within a business to an external entity that specializes in that operation. Outsourcing can be considered a strategic management tool that helps companies concentrate on their core competance and delegate other peripheral activities to an external agency that specializes in that task.As a concept outsourcing is not new and in a way it has been around since the time of hunters and gatherers.Division of labour which entails delegating responsibilities to people who are specialists in what they do, can be seen as a very primitive form of outsourcing.

Outsourcing the way we it understand today started two decades back but was not popular due to a lot of external and internal parameters.These parameters include closed economies, internal resistance to the idea and the apprehension that the vendor might not be able to meet the set expectations.

But since the 1990’s there has been a radical shift in this thought process.Outsourcing as a business strategy has produced tremendous gains to organizations that have been able to streamline the process over years of experience.

Why do companies outsource??

One of the most often cited reasons for outsourcing has been the cost reduction factor.Simply put, what this means is that an organization delegates a job to a vendor who can perform the same job at a much lower cost.The comparitive cost advantage that a vendor offers forms the basis for outsourcing.

Apart from the cost reduction factor there are other reasons as to why a company would want to outsource.These include:

• Avoid capital expenditure

• Improve efficiency

• Offload non-core functions

• Get access to specialized skills

• Save on manpower and training costs

• Reduce operating costs

• Improve speed and service

• Spread risks

• Be reliable and innovative

• Provide value-added services

• Increase customer satisfaction

Outsourcing in India

The evolution of the BPO industry can be traced back to the following significant events in the macroeconomic policy:

• .The liberalization of the Telecom sector in 1994 which encouraged private participation.
• The New Telecom Policy of 1999 introduced IP telephony and ended state monopoly on international calling facilities
• This brought about a drastic reduction in international calling rates and served as vanguard for the emergence of the industry.
• The services which were outsourced initially include medical transcription, data processing, billing and customer support.
• Some of the earliest players include American Express, GE Capital and British Airways.

India is considered one of the hottest destinations for outsourcing given the numerous advantages it has to offer.Some of them include:

• Head start in the global IT revolution
• India’s history and the expertise it has been able to develop over the years
• Availability of manpower
• Moving up the value chain in terms of greater breadth of services being offered
• Stable Macroeconomic conditions
• Number of companies offering ITES services.
• A friendly tax structure
• Fast Turn around times
• Offering 24*7 services services based on geographical location
• Proactive policy environment.

KPOs way ahead .. Direction

Knowledge Process Outsourcing (KPO) is a fast emerging wave in global outsourcing, which has evolved as an intellectual cousin of BPO, or Business Process Outsourcing in India. KPO deals with high-end jobs in order to save costs and increase operational efficiencies. India has a huge amount of intellectual resources and specialized expertise, which makes it a one of the most favorite destinations. According to a report by GlobalSourcingNow, the Global Process Outsourcing industry is expected to employ more than 250,000 people by 2010 in India and it is expected that a business of around $12 billion would be outsourced to India till 2010.

In its recent study-’India in the new knowledge economy’-the CII had said that the services sector would grow at a more than eight percent and its contribution to GDP would be above 51 percent. The study affirmed thatIndia’s transition from being a Business Process Outsourcing (BPO) destination to a KPO destination was imminent.

Areas with significant potential for KPO include Finance & Accounting, Pharmaceuticals, Biotechnology, Technology, Legal services, Intellectual property, Research and design, and development of Automotive and Aerospace industries. Everyone ranging from CAs, MBAs, Lawyers and now even Doctors are heading towards KPO. So what would drive the best brains to KPO?

Basically, KPO requires qualified professionals who can undertake intellectual jobs. Salaries at KPO are counted amongst the pay-packages across the entire industry. The perks are also an added advantage.

Before jumping for a career at KPO, one must take into consideration the following skill pre-requisites

• Good communication ability
• Strong command over English language
• Enunciation ability
• Interpersonal skill like listening, questioning and intonating
• Knowledge of computers and online research skills
• Some job specific skill like writing ability, analyzing raw data, report creation etc
• In-depth domain expertise
• Apart from this one should have a positive attitude and a basic interest in the work along with high level of commitment so that one can grow well along with the growing KPO sector.

Here’s a brief insight to jobs at KPO vs. BPO

BPO jobs are great for beginners with limited experience, while KPO jobs require in-depth domain expertise. Although, BPO jobs might pay more initially, but considering the direction of career growth and salaries of senior employees in KPO, it is definitely a better choice for those looking for a more fulfilling and long-term career. Qualified individuals who perform well can get handsome salary packages in this sector – much higher than BPOs. KPO jobs require a higher commitment level and a positive attitude towards work.

For more information, please contact us at sachith@recruiseindia.com