Helpful Job Resource Blog

The human resource function of businesses has undergone major changes over the last few years. What was once called recruitment is now referred to as ‘talent acquisition.’ Over the years, businesses realized that the right ‘talent’ is as equally an asset to the company as other tangible assets. Because talent is critical, companies have also started outsourcing the function for higher efficiency.

Before you outsource yours, let’s walk you through the recruitment process:

Planning

If you’ve left the recruitment process to a third-party service, they’ll initiate the process with research. The company will sit with you to discuss your requirements and understand the nature of your work. They would want to know what your company is like and what its values are.

Tell them about the exact skill set, qualities, and personality fit that you’re looking for. Mention any special requirements and conditions that are attached to the job. Be very clear on the comprehensive job description, starting date, and level of pay. Make sure you’re actively involved with the company during the strategy development process. After listening to you, they’ll devise an extensive recruitment plan.

Search

The next step is to recruit.

Here’s a bit of info. Recruiting is not the same as hiring.

Hiring refers to getting the candidate on board. Recruitment means enlisting a pool of suitable candidates. The two terms are often used interchangeably.

For this, your outsourcing partner will place the advertisement on a suitable media channel. The medium depends on your company’s target audience and the local demographics. If you need a younger worker for your construction company, social media advertising could work well. If you need someone older for an administrative job, the newspaper suits you well. The next few days/weeks are spent receiving CVs and screening them. Unqualified applicants are weeded out. The rest are shortlisted and contacted for tests and interviews.

The dragnet approach of posting ads does work for many positions, but in extremely niche fields or high-level positions, you have to be more active in your approach. At OPS Staffing we firmly believe in sourcing a qualified talent pool and reaching out to them directly to present the opportunity. Your best candidates are not always actively looking on job boards, many of them are gainfully employed by your competitors.

Always choose an outsourcing partner that looks beyond skills and academic qualifications. You need someone with the right motivation, career goals, and leadership abilities. In the case of construction jobs or restoration jobs, the candidate should also possess adequate physical and technical abilities.

Offer

Reference checking is an important part of the recruitment process. It gives you insights into the candidate’s previous on-the-job experience. It also helps you verify that all the information presented by the candidate is authentic. The candidate’s resume doesn’t tell you as much as the references do.

Once the references have been checked, contacted, and verified—the final offer is made. Make sure the outsourcing company doesn’t deviate from the pay scale you clarified during the initial strategy development phase. The process comes to a close after the candidate accepts the offer and takes up the job.

OPS Staffing helps construction and disaster restoration companies find the right construction, insurance, water restoration, disaster restoration, and fire restoration employees. Get in touch., and we will take up your recruitment process immediately.