Article on rightshoring recruitment published by recruitment process outsourcing agency based in UK India. Article explains the role of rightshoring directors for recruitment process outsourcing.
Despite the growing economic recession, data released in December 2008 by the Association of Executive Search Consultants (AESC) revealed that demand for recruitment in 2009 is expected to remain stable in the areas of education, professional services and not-for-profit, and increase for both finance/accounting and engineering positions. Globally, the greatest demand is expected to be in China, India and Eastern Europe.
So, in this economic climate, what can companies do to save costs in their recruitment processes whilst at the same time source the best talent in the market?
Before taking recruitment in-house or outsourcing parts of the process to a partner, companies should consider the skill sets and profiles of the candidates needed and ‘which shore’ is right for the recruitment process. Many of the larger organisations are now employing ‘Rightshoring Directors’ whose responsibility it is to decide which shore business processes should be delivered from.
Whilst offshoring the entire recruitment process may be considered complex, forming a relationship with an operation in India for part of the process could be the solution. In most instances, activities requiring a high level of candidate contact e.g. positioning the role, ‘selling the vacancy’ and deciding if the candidate is a good fit, needs to be handled by someone from the same cultural background. However, sourcing candidates, scheduling interviews and supporting the on-boarding process can all be well managed by staff in India who are trained on the necessary procedures. Other examples of processes which can be offshored are database management, candidate pipeline reporting, job posting and statistics.
Depending on the annual volume of recruitment, a larger or smaller number of researchers and administrators can be hired on a temporary basis to develop a pool of candidates. Either a company’s in-house recruiter can manage the recruitment process, or their outsourced partner can utilize a suitable recruiter on a part or full time basis depending on demand.
As the recruitment industry embraces the global delivery model there will be a move towards building both onshore and offshore teams which will drive cost efficiencies whilst at the same time maintain the flexibility offered from the traditional agency model.
