Small Business Times called upon our expertise to identify 2002 HR
trends and help employers appropriately select from the vast offerings of HR
implementation options. The following is a recap and clarification of the news
piece dated January 18, 2002.
(Click
here to view news piece.)
In
southeastern Wisconsin and nationwide, the enthusiastic need exists to rebuild
teams downsized or held without growth by recession. New HR outsource firms
and programs continue to enter the market. The need increases for corporate
leaders and internal HR experts to carefully select their outsource partners
(if any) and how to expertly use them.
1.
Many HR outsource firms are not limited to the recruitment function. HRS and
any similar firms comprehensively partner in teambuilding and optimization of
human capital. On-site consultants are to be differentiated from external HR
outsource partners...3rd party outsource is a partnership between internal and
external experts as opposed to hiring a part-time or project consultant who
becomes another "internal" team member for specified time. Candidate
Behavioral Assessment for Internal Change, On-site Teambuilding Workshops, 3rd
Party Objectivity, and Issues/Change Management are each programs quite
popularly outsourced by progressive "world class" organizations.
2.
Permanent placement outsource and temporary staffing are ideologically
different, not to be used interchangeably, and each appropriate to different
scenario. When choosing a recruitment and prequalification partner, employers
need to choose carefully between temporary staffing and permanent placement
specialists. It is extremely rare and difficult for a single firm to master
both. (We'd be happy to explain why.) Where employee retention and candidate
quality are essential to company success, permanent placement will be far more
cost effective than temporary staffing. Temp staffing may be more appropriate
in a highly automated, non-labor-intensive and/or skills transient
environment. Where contracting a partner for permanent placement, be certain
to seek a lengthy replacement guarantee should you have concerns. HRS proudly
offers a program with a 1 year replacement guarantee.
3.
An option does exist for employers who seek permanent employees but prefer to
audition these employees and/or confirm stable workload without guarantees to
candidates prior to commitment. HRS "Preview Permanent" © or other
contract-to-hire placement options may satisfy this demand and also assist
with employer cash flow. It is essential here to acquire these programs
through a firm specializing in permanent placement, such as HRS. Our
cost-effective version of this program also includes on-site supervisor
workshops, employee trainability assessments and human capital analysis to
safeguard employee retention, with an overall retention success rate exceeding
80% across-the-board over 19 years.
4.
If recruiting on own and when choosing a recruitment media or Internet job
bank, employers need to consider the demographics of respondents. By correctly
choosing "where" to recruit, an employer will maximize response of
"appropriate" candidates and minimize cumbersome
"inappropriate" response. Unique new programs for both "Posting
Only" and "Posting Plus Prequalification" exist at the very
popular www.AskHRS.com, a site which caters to the "quality"
candidate and posts "quality" career opportunities.
An
employer should calculate the
Labor
Intensity Quotient (LIQ) to determine which specialty is most
beneficial to the bottom line. "Human Capital Analysis" quickly
determines the value. We do offer complimentary job analysis, a look at the
LIQ and proposal to help employers get started.
