What is Executive Search?

An Executive Search is recruitment service that is specialized in sourcing and recruiting candidates for senior level and executive positions. A ‘good hire’ at a senior level who can make a great impact on the performance of the company and its employs is what organizations generally look for. These talented ‘A’ listers are not as visible as others and hence you require a good headhunter (as they are called in recruiting business), who can get you the perfect blend of the best in business and the right fit.

It takes a lot of work from the recruiter’s side to get in touch and attract the prospective hire which is why the Executive Search is one tough job in the recruitment market. This work is performed by Professional Executive Search firms or sovereign departments in recruitment agencies with highly experienced head-hunters who are well versed in this line of work. These firms are hired by organizations that are looking to fill the senior positions to help them in sourcing and making right decisions in the recruitment process. An Executive Search Consultants (folks at these firms) work begins with identifying the best candidates for the job; personally meet them to evaluating their strengths and weaknesses and present and the detailed report to their client. As soon as the approval is given by the client they persuade the candidates and also tactically guide the negotiations.

As simple as it seems; it is easy said than done. The most important task for an executive search consultant is building a strong network and contacts, which happens to be also the toughest. Important because their job gradually becomes easy and tough because building a strong network is a continuous and a never ending process. An experienced firm is mostly preferred because of their strongly built network and contacts in the recruitment industry. But experience must not be the only queue in selecting an Executive Search firm; one must also consider the practices and operation of the firm to make the right decision.

Job posting is not as effective as you think it is. Here’s why:

An age old way of sourcing candidates for the job starts with giving the call: “Vacancy advertisements” in newspapers, it has soon evolved in to job posting on specialized editions and later into online relevant job location portals. The system follows a familiar way: Invite applications, schedule interviews and select the best fit in the lot. This method has served its purpose for decades now and is almost on the verge of becoming obsolete.  Of course there is no harm in employing this method but you certainly will not reach your recruitment goals of sourcing good candidates, if this is the only method you had to use for sourcing the right candidates.

It has been found that there are not more than 30% of applicants who are in an active pursuit of job; the remaining 70% of the club is the combination of folks who are not in an active pursuit i.e. employed people who are not in search of jobs and also the folks looking for better positions. So basically by resorting to this age old practice of job posting you are only targeting those 30% of active job seekers and are most probably missing out on the majority. It was also found that more than 45 % of the applicants who respond and apply to your job posting do tailor their resume to suit your needs i.e. they are under skilled.

Statistically speaking, 45% of 30% is not good by any means, isn’t it? The fact that everything we said above is under the assumption that your job posting is visible (which is usually not) to all of this 14% of active applicants must worry you too. You do not get hold of the best candidates here. Not only that your exposure is very low, there is not much in your hands except for waiting. Yes, there was a time when job posting was effective but that was when it was the only go to option for sourcing. Isn’t it wonderful if you can get access to all the best candidates where entire control lies in your hands regarding the qualifications you need?

Yes, you bet it is. The process is C.V Sourcing and you can find more about it here.

Why Outsource your Recruitment Process?

True that you have a well built a strong H.R team who are well versed with your company and also are well aware of your company needs. But a more fundamental level there is a small difference between knowing the problem and finding the solution to the problem. Especially in a market where the talented individuals are very hard to find, it’s rather a herculean task to find the right fit. Do you really think your H.R. team can manage this task all alone while simultaneously managing their other responsibilities? No, not really possible.

Scaling up your H.R team might seem like a worthwhile approach. But that doesn’t sound practical too. Most of your recruitment needs are short term and employing a permanent team to aid these short term needs doesn’t sound practical. Does it? It’s a twofold problem: You need an expert team to handle your specific recruitment needs and you want them dedicated to your company which is essential for better results. Here’s a simple solution to tackle this problem: Recruitment Process Outsourcing Services.

A Recruitment Process Outsourcing Service (RPO) is service where you outsource your recruitment process to an external service provider, a group of professional experts who dedicatedly work towards a common goal of finding the perfect fit for your company. Equipped with a huge network and all the advanced technical facilities, they have an unparallel access to everything that helps in doing their job in the best possible way in a short amount of time. They literally search entire world and make it possible for you to get access to the right talent. Being the Be it, the highly technical works like Sourcing data that calls for a dedicated personnel or high-profile works like “Executive Search‘’ that demands for a professional help, a RPO service provider saves both your time and money while delivering a seamless quality service.

The fact that RPO Services is estimated to grow by more than 50 percent is the next few years shows how welcoming the market proves to be. Going by this stat, its high time companies start to avail the RPO Services, because while you are just contemplating the benefits, your competitors might have gone ahead with flow to reap the rewards.

Outsourcing ?? An option to take or not ??

Outsourcing some part of the business is the future of any business. Every big company outsources its part of business to a 3rd party company, it may be recruiting process, it may be pay-roll process, or sometimes it may the whole project.

Now lets see why a company should outsource a part of its process:

Reason 1: Cost – Employees are expensive

The hidden costs for every full-time employees are payroll taxes, paid time-off, equipment needs, training, health benefits, office space… you see where I’m going with this? Alternatively, if they simple outsource they can reduce the whole cost.

Reason 2: Experienced People – Outsourcing companies have more Brain Power

An outsourcing company has mastered in its area and have experts to deal with that particular type of work. For example if you want to recruit someone in your company with a skill which you are not so familiar and try to interview him/her, you will end up hiring a wrong guy for sure. (Unless you are a superman who can do anything). So better get an RPO Services company which can handle any type of requirements for you.

Reason 3: Get time to focus in business development.

One of the biggest reasons why small and mid-sized companies outsource their process is to get some free time when someone else is doing the job for them, so that they can concentrate in getting new clients or improve their services to their current clients.

Companies make it their top priority to stay-up-to-date and serve their clients with best quality services. So they pick best companies, outsource some part of its process and get things going great for them.

So, dear friends

The decision is yours whether you are moving a step ahead and hiring an outsourcing company for your needs or work on your own till you expand a little and wait for the right time to engage an outsourcing company. Keep in mind that not all agencies are the same so it’s important to do thorough research before choosing to hire one.

Top 10 Most Useful Country Stats For International Recruiters (Part 2)

Interactive Business GraphIn the first part of this article we identified that globalization, domestic talent shortages, and the threat and potential of emerging economies are driving employers not only to hire more and more staff for international assignments, but to source talent from all over the world. Recruiters from both multinationals and ambitious small employers will need to be constantly developing their skills in international recruitment if they are to compete effectively in the international talent war.

As a result, international recruiters must have insight into the relevant international trends, which can both inform and enhance their hiring strategy. In part 1 of this article we outlined the top five most useful country stats for international recruiters, and below you can find the next five:

1.World’s fastest and slowest rising salaries by country. When advising your business or managers on where to source international talent for the best price, it makes sense to start with the countries reporting the lowest starting salaries. However, how can you be sure that a country with competitive salaries today won’t experience hyper salary inflation and actually have relatively high salaries in two, five or even 10 years time? To help keep a track of pay rises by country, I’d recommend that you monitor the annual Culpepper Salary Budget & Compensation Planning Survey, which reports on salary data for over 100 countries. It seems to be the best free survey of its kind.

2. Highest and lowest risk destinations. Another survey and set of statistics is the People Risk Index by Aon. It assesses 138 global destinations in terms of the risk; that is, the barriers that may be in place preventing you from effectively hiring talent.

3. The most expensive cities for expats. There are many surveys that talk about how expensive or economical a destination is, but many of them don’t distinguish between locals and expats. It’s important to be aware of this distinction, as countries that can be quite economical for locals can actually be especially expensive for expats. This is why it is important to review surveys that show the most and least expensive cities for expats when planning your international hiring initiative. The best survey I have found for this is the 2013 Cost of Living Rankings survey for mercer, which charts the costliest cities for expats.

4. Most in demand skills over the next five years by global location. International Recruiters also need to be able to put on their strategic hat and understand projected supply and demand for talent in various global destinations. One survey that provides some good data on future demand for talent is the Global Talent 2021 survey by Oxford Economics, which looks at the future supply and demand for talent in specified global regions across nine sectors. It shows forecast talent deficits and surpluses by location.

5. Most innovative locations. And last but not least, the most innovative locations. This is another great stat for international recruiters looking to hire innovative talent or looking to advise their business on where best to expand to ensure their innovative and creative business is welcomed. The Insead-Wipo-Cornell University has just completed its ranking of 142 countries on their innovation capabilitiesbased on the number of patents granted.

Top 10 Most Useful Country Stats for International Recruiters (Part 1)

Businessman Hand Working With New Modern ComputerGlobalization, national talent shortages, and the threat and potential of emerging economies are forcing businesses to become more global than ever. Several studies (including one from Towers Watson) predict that there will be increases in international assignments throughout 2014, and the main reason for this is business expansion overseas. This means we can expect to see increasing activity in the international sourcing arena as international recruiters look to place both expats and locals in offshore roles. Whether you are an aspiring or active international recruiter, it’s vital that you stay in touch with global HR trends if you are to be an effective international recruiter, and below I have outlined my “Top 10 Most Useful Country Stats for International Recruiters.”

1. Countries with the highest and lowest employee turnover. This is a very useful statistic that can show you how hard or easy it may be to both attract and retain talent within certain countries, helping you to plan your campaign more effectively. Kelly Global Services has just released its excellent2013 Employee Content Survey, which shows the 10 countries with the highest and lowest employee turnover.

2. Livability. Of course no one really knows what it’s like to live in a country until he or she actuallylives there. But, if international recruiters have a good grasp and understanding of the livability of particular destinations, they can: make more suitable choices for offshore location; make more informed and suitable hiring choices; and plan the talent attraction campaign more effectively. There are several studies out there that show livability by country, such as the Global Liveabilty Ranking and Report by the Economist Unit and the Mercer Quality of Living City World-wide Ranking.

3. Talent shortages by country. It’s important to know how hard or easy it may be to find talent in specific global destinations, and the Manpower Global Talent Shortage gives you an analysis of the top 10 skill/talent shortages for the key markets in the world where you might be looking to hire staff. This seems to be the best and most comprehensive free survey of its kind.

4. New untapped sources of IT talent. There is no doubt that one of the biggest drivers of offshore recruiting and expansion is the search for IT talent. There is a global shortage of IT talent; the most innovative recruiters should always strive to be ahead of the game and find the next goldmine for IT talent so your company can exploit it, before the rest of the world catches on. International recruiters might be interested in the Zinnov Next Frontier Cities for Technology Talentwhich identifies the next 40 cities outside of the usual suspects that are suitable for hiring technology talent. There are nine locations in North and South America, 12 in EMEA and 10 in APAC. This is required reading for international recruiters.

5. Countries with the most productive workforces. This is a tough one as it’s hard to measure productivity. Is it measured by the number of hours they work? Well, to a point, as studies show that generally productivity levels start to drop after 40 hour-work weeks; so, arguably, countries with workforces averaging 40 hours a week may be more productive than those averaging 37.5 working hours a week or 35 hours a week. A good study to look at is the OECD study of average working hoursfor European countries. This CNN Money article gives some insights into average working hours across the world as well.

If you found these statistics useful, stay tuned for the second part of this article, which will show the next five most useful stats for international recruiters.

Please Wait for Part 2….

RPO Services India – Recruiting Process Outsourcing Company – RPOSERVICES

Portrait of business woman smiling in office

RPO Services is a recruiting process outsourcing firm based in INDIA, providing services worldwide. RPO Services promises to reduce your recruitment cost and time more than 50% and increases your productivity by 50%. Together we will be 100% the perfect stop for your entire recruiting support. We have knowledge in providing an array of experts.

RPO Services is into informing the marketplace regarding Recruitment Process Outsourcing (RPO) services, which include common metrics and comparison in order as defined by staffing, development and enforcement of certifications and endorsement of RPO benefits.

RPO Services have the right people, in the right place, at the right time which is the key to competitive advantage.
We have groups with stimulation who will lend a hand for you to succeed at every part of your recruiting cycle.

RPO Services in India deal with Staffing Services and provide offshore recruiters for all Small business & Recruitment Agency serving clients globally in Information Technology, Engineering, manufacturing, and Hospitality & Healthcare staffing Sectors.

Responsibility: We have a clear and visible structure and strategy that allow and encourage individual and collective responsibility. We take possession of a situation and take the appropriate actions to ensure a positive and appropriate declaration.

Delivering Value: We consistently convey high quality and expenditure effective services that exceed expectations. We have the ability to recognize our clients’ best definition of success by delivering an unparalleled service.

Innovation: We deliver original and thought- maddening solutions. We are ready to try new ideas and differentiate ourselves from our competitors through our creative and modified services.

Knowledge: We understand the ever-changing demands and influences within our industry and continually review the resources, experience and expertise within our business to deliver a comprehensive and customer focused service.

Quality: We ensure adherence to RPO project execution processes by allocating at least one team member (team leader) who is well versed and trained in RPO business processes and has undergone a complete project lifecycle using these processes. Project documents and profiles sent are peer-reviewed and/or reviewed/approved by project manager before delivery to verify deliverable quality.

Speed: We strongly believe in leveraging our technology expertise to provide HR solutions to reduce overall operations costs and increase return on investment (ROI) for our customers.