Posts Tagged: contract recruiter


Why Identifying Hiring Roadblocks is the Answer to Hiring Challenges

November 30th, 2016

Most professional struggles with time management, even the most successful organizations. There are an infinite amount of things to do in any given day, and some challenges are prioritized over another. However, when it comes to hiring, it’s hard to imagine a successful business without a successful workforce plan. If you’re having trouble finding or retaining good talent, start asking some tough questions to avoid wasting time, money, and great employees.

Do you really know what you’re looking for?

In this market where loyalty is low and demands are high, it’s easy to think a lot talent management is outside of your control. But hiring is all about aligning your expectations with the candidate’s outlook. Once completely honest with the current workforce dynamics, you can start to see certain red flags that are not helping the situation. For example, if you’re willing to ignore an IT candidate’s cultural challenged in favor of their talent, then you have to expect it might not work out for the team long-term.

3d worker with hand on roadblock, barricade

Are you thinking long-term?

Hiring managers must take into account both the stress they place on staff when they’re in need of talent, and the potential problems that come from hiring someone who may not be the best candidate simply because the need is so great. Both factors are important, but contradict each other. If its beginning to take entirely too long to identify someone is that is a fit, it could be time to reassess how the hiring process is being executed.

Can you find the talent on your own?

Sometimes managers just don’t have the resources to identify talent, vet their resumes, sit down for multiple interviews and then deliberating over the final decisions. Generally speaking, fatigue will set in somewhere along the way, causing people to skip or half complete one of the steps. Partnering with recruitment firm can make all the difference, but it’s pivotal to find a partner who not only has connections, but can also really understand the role both skill set wise, and culturally. It’s possible to outsource every part of the process, or just bits and pieces, but a recruiting partner can provide great value, and a specialized expertise.

Understanding the Value of Workforce Productivity Metrics

November 23rd, 2016

While there are numerous ways to measure employee performance from a human resources standpoint, there is one metric that is most valued by company executives, particularly CFOs. This metric provides data that generally translates into dollars. It is simple to calculate and can allows comparison to other publicly listed firms in the same industry. It is one of the most effective way to measure both innovation and productivity in employees.

What is it?

This highly valued metric is revenue per employee (RPE). To calculate your company’s RPE, simply divide the total revenue of the company by the total number of employees. This calculation focuses on the value of the output of the workforce. Its relevancy is due to one of the largest expenses for most companies; salary and benefits of their employees.

Rear view of the business lady who is looking for the new business ideas. Blue growing arrow as a concept of successful business. Business icons are drawn on the concrete wall.

Why is it so effective?

It is an effective tool for measuring a workforce because companies are looking for the highest revenue per employee that they can get. Higher RPE translates to higher productivity levels and more effective use of the company’s available resources. By comparing RPE numbers over the years, businesses can also effectively evaluate their human resources team. Additionally, it can be a tool to assess how your company is doing compared to other similar companies. The top companies in any industry generally produce a higher revenue per employee number.

How can you increase your RPE?

Industry leaders tend to have the best RPEs. How do they do it? A lot depends on the industry, considering there is no one-size-fits-all solution to increasing RPE in the workforce. However, one rising trend throughout different industries is employee engagement. Employees that are engaged in their work are 38% more likely to have above average workplace productivity, per Workplace Research Foundation. This typically translates into higher service and customer satisfaction, increased sales and profit, and higher shareholder returns.

Another way to increase RPE is continued effort to hire highly skilled and qualified candidates. It has always been a challenge for HR departments to sort through piles of resumes and applications in search of the right candidate. However, many have found hiring solutions by utilizing a professional recruitment partner. Recruitment partners provide resources and training to help companies identify and hire highly skilled executives and employees that will help, not hinder, the company’s RPE.

Although there are numerous metrics that provide human resources departments with valuable information about workforce productivity, the one that could be considered most valued outside the HR department is revenue per employee. When it comes to workforce productivity, how well does your company measure up?

CBI Way: 5 Strategic Reasons to Use a Contract Recruiter

December 4th, 2013

A Contract Recruiter is not a new concept. Companies work with contract recruiters for many tactical reasons. Extended leave, summer vacation and maternity leave are all tactical reasons to hire a contract recruiter for a short period of time. But there are also many strategic reasons to use a Recruiter On-Demand service model. At CBI Group, we help customers view their talent acquisition departments and hiring plans strategically. Here are five ways customers use contract recruiters strategically.

  1. Product Launch: If your company is launching a new product or service, you may need the assistance of a contract recruiter to augment your existing recruiting team. Likely you’ll need to bring on the right technical skill sets to build your product or service, and once the new product is ready, you will need a sales force expansion program.
  2. Opening New Location: Is your company growing and expanding to new locations? If you are opening up a new location, businessmen-152572_640whether it’s in the same city or town, or somewhere else in North America – you’ll have an increase in requisitions until you fill the jobs for that location. This is a great opportunity to bring on a contract recruiter for your specific hiring goals.
  3. Hiring Peaks, Rapid Growth: Some companies don’t need a new product or location to experience rapid growth. All businesses experience ups and downs in hiring and a contract recruiter is a flexible option that is the best way to smooth out the peaks and valleys of workforce demand.
  4. Hiring for a Specific Business Unit: Many times, corporate HR teams feel confident in their recruiting ability for the most part, but sometimes struggle with hiring for a specific business unit. Companies can bring on a contract recruiter with specialty or niche experience to recruit just for that unit, and still keep the rest of the TA internal. Whether IT recruiting, Sales hiring, or Finance is your sore spot, contract recruiters provide you with expertise and results while keeping headcount and budget in line.
  5. An Acquisition or Divestiture: Organizing, merging, and restructuring HR departments can be confusing and difficult during an acquisition or divestiture. CBI Group contract recruiters can handle the HR side of things for a short-term or long-term period of change.

Connect with CBI Group to learn more about our Recruiter On-Demand service.

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