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Hot tip |
In a downturn, screening candidates just for their skills, experience and qualifications is not enough. It’s crucial to assess motivation.
International recruiting guru Greg Savage says as more candidates come onto the market, it becomes even more critical to distinguish between the serious jobseekers and the "tyre-kickers".
"You're going to find a lot of scared candidates out there - a lot of tyre kickers, a lot of people just testing the market because they're nervous - and that could lead you to do a lot of work on somebody who had no real intention to leave their current job," he says.
Greg says there are a couple of things recruiters must do to avoid wasting their time.
Firstly, "drill down on the person's commitment".
"Don't waste your time on uncommitted candidates. Measure and test the candidate's commitment to leaving their current position."
Finding someone a new job is only half the battle, Savage says. "Getting them to accept it is the other half."
To see this article in its entirety visit recruiterdaily.com.au - registration is free and there are lots of interesting articles. |
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The advantages
of RPO |
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Slash your current recruitment spend by 40 to
60 percent |
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Reduce both ‘time to hire’ and ‘cost per hire’ |
| • |
Pro-active recruitment creates a ‘delivery on demand’ environment |
| • |
Improve the effectiveness of your recruitment process |
| • |
Concentrate human and capital resources on
core competencies |
| • |
Reduce management time spent on
recruitment process and hiring issues |
| • |
Improve quality and statistical recruitment data for effective management reporting |
| • |
Use a single supplier to tap into multiple,
outside resources |
| • |
Replace current fee-based agency recruitment
costs with a transparent and fi xed pricing
model that employs recruitment dollars more
strategically |
| • |
Future-proof your business by developing your
own sustainable talent database that will fi ll 80
to 90 percent of your roles |
| • |
Gain massive leverage by accessing
Talentpoint’s vast candidate database and
Networks. |
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TalentPoint LTD – Head Office
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Phone: 04 494 8595
Fax: 04 496 5209
Email: info@talentpoint.co.nz or craig.mcgrory@talentpoint.co.nz
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Cut Hiring Costs To Save Jobs
 National’s promise to curb public spending and trim the number of bureaucrats may have some Government departments running scared, but there is a way to cut expenses without losing team members – recruitment process outsourcing (RPO).
Millions of dollars are being saved across public sector organisations, like New Zealand Police and the Ministry of Health, by using a specialist RPO organisation.
“In these challenging times, managers need to look at different ways of trimming budgets,” says TalentPoint’s Craig McGrory.
“Time and money spent hiring replacement staff members, using a traditional recruiting agency can be cut dramatically with RPO.”
The RPO model goes beyond traditional agency duties of shortlisting candidates, to take ownership of the whole hiring process – from identifying vacancies to onboarding new recruits.
“With an experienced RPO provider, employers gain access to a group of specialists who are solely focussed on recruitment, but who understand the business they are recruiting for,” Craig says.
“The result is a shorter shortlist, better quality and more suitable candidates, and less administration, as well as significant direct and indirect cost reductions.”
Much of this occurs because RPO consultants are placed onsite with the HR team. They become embedded in the organisation and quickly learn its culture and values, which makes finding the right person that much easier.
Click here to read more.
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| Fujitsu's general manager sales and service delivery, Jo Healey: "The bottom line is we have made significant savings with TalentPoint." |
“Recruitment process outsourcing (RPO) takes the pain out of recruiting.”
That is the message from Fujitsu’s general manager sales and service delivery, Jo Healey. She was part of the management team who decided the company’s recruitment model needed streamlining.
“Our old recruiting process involved multiple briefings for different agencies, huge amounts of managers’ time and a high turnover. We really needed to change.”
Jo says the company looked at a number of options, including hiring a permanent recruiter, but were most impressed with the results that could be gained with TalentPoint’s RPO model.
“When TalentPoint came in to pitch they ran through the model and gave examples of the savings they had made for other companies.”
The RPO model goes beyond traditional agency duties of shortlisting candidates to taking ownership of the whole hiring process. TalentPoint provides an experienced recruitment consultant (or consultants) to operate onsite with the client.
“To us it seemed like a no-brainer. Having someone inhouse who understands the culture of our organisation, can align with management and take away the leg work made great business sense.”
The onsite consultants are fully supported by a team of candidate managers who develop a talent pool of pre-qualified candidates, exclusively owned by the client and specifically tailored to their recruiting needs.
“By building a comprehensive talent pool, we were able to look at what recruiting we might need within the next three months. Our consultants managed the resources, ensured they fit our organisation, and kept an eye on their ongoing availability.”
Jo says this was particularly important when looking to fill highly skilled positions.
“They were able to shoulder tap people who had what we were looking for, either from a skills perspective or in terms of organisational fit.”
She says the savings are largely due to TalentPoint bringing the right people into the business.
“The candidates they placed have been a great fit in Fujitsu. As a result, turnover has significantly reduced. That has meant considerable savings year on year, based on what we were spending.”
Jo is convinced the returns for investing in RPO are really high in terms of delivering bottom line result.
“The bottom line is we have made significant savings with TalentPoint.”
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