17
Oct

When To Call An HR Consultancy For Help

Today, businesses all over the world are showing signs of immense economic expansion and are growing at unprecedented rates. Even small local concerns are speedily progressing towards development. Previously such companies offered only a small number of products and services and their day-to- day operations were quite limited. These companies only required a small number of resources to function, the least being Human Resources. These companies hardly had more than a few essential departments, and even then, these departments had only a limited number of personnel employed under them.

The case is a bit different for factories that are undertaking manufacturing activities, as naturally the strength of the workforce is always determined by the company based on the estimated output per period. There are also times, when certain personnel will be required only for a short period of time. In such cases, they cannot be given the status of permanent employees. Such people are usually hired with the help of manpower agencies. For instance if the company is in the Middle East, an agency advertising manpower supply in Qatar, would be used to serve this purpose. They are even used to hire skilled and unskilled workers.

At present such manpower agencies have undergone a slight image makeover. They now no longer cater only to labor-intensive organizations like factories, etc. These agencies now provide valuable recruitment services to all sorts of institutions, be it a business organization undertaking trading activities or service-oriented institutions like hospitals.

As said earlier, businesses today are undergoing an evolution of sorts. Previously, small companies or firms had to hire and supervise only a handful of employees. An HR department in such companies was virtually non-existent and was practically an unnecessary expense. The recruitment, payroll, supervision and inspection of personnel were usually carried out by the proprietor, in the case of small establishments, or a Personnel Manager of a bigger firm. For companies with under 25 employees, this situation was a bit hectic but still manageable.

However, the scenario today is far different than what it was before. The number of employees in companies has dramatically increased and the skills they bring in to the company have also become too varied. The presence of a Personnel Manager will not be enough to ensure that the right candidates are being hired, possessing the exact and specific skill set that is required for the job for which they are being hired. Not all Personnel Managers possess the degree of technical know-how required to differentiate a capable and expert candidate from one who is not.

At times like these, one of the best options available to business establishments is outsourcing their recruitment activities to a third-party, i.e. an agency specializing in employee recruitment. These agencies have professionals who are adept in managing Human Resources. There are some very obvious benefits to hiring Human Resource (HR) consultants, and some have been described briefly below

  1. HR Consultants are experts in the field of recruitment. They understand the job-market and the current trends in employment. They have in-depth knowledge of matters relating to standard remuneration, required experience, and the relevant skill-set needed for a particular job. As such they will have a better idea of the candidate that best fits the vacancy in the company.
  2. The activities involved from initiating recruitment till finalization is quite cumbersome. Apart from placing adverts, these consultants also have the tedious task of screening all the hundreds of applications that come from potential candidates and setting up interviews that are often long and technical in nature.
  3. Once the recruitment process is over, an HR consultant can be given the task of conducting periodic inspections and performance reviews. This will help sustain the productivity of the company, thereby saving much needed revenue. Also, underproductive employees can be identified and either be given training or terminated from services
  4. An HR consultant is an expert on employee laws pertaining to various aspects like minimum wage, gratuity, insurance, workers’ compensation, etc. Such information is vital, especially at times of employee-employer disputes.

Outsourcing HR activities is one of the smartest moves a company, regardless of its size, can make as it leaves the management free to pursue the other activities related to business development.