India is set to employ and retain more than 4 lakh people in the computer engineering and automobile industry in 2016. The age old notion of expecting in-house HR executives to recruit good candidates is no more feasible in the current job scenario. Irrespective of the size of business, companies are looking for 10 necessary qualities in outsourcing team that work for the long haul.
1. Companies hire HR Consultants due to their expertise:
As simple and logical it may sound, HR executives are the fueling force behind every spark in an organization. As a consultant, you know you are hiring for the kind of value you put into the whole hiring process. If you are an expert fundraiser and a growing startup wants to hire you, chances are that you bag the job for your quick fundraising skills.
2. Identifying where the issue lies:
There are many reasons why HR professionals are outsourced for talent management and out of those reasons, one is to identify why employees are not able to perform well and what kind of communication barriers play a role in their shortcomings.
3. For Manpower shortage & Leave administration, Best HR Consulting is required:
Full-time employees are under constant pressure of providing effective HR solutions which is not practically possible to live up to all the time! Hence, HR consulting services come to the rescue of bulk hiring and getting top-notch candidates who are responsible to drive millions of revenues for a firm. Take FMLA and regional leave laws in consideration, do you think it is easy to manage more than 50 applications for a team of 5 human resource professionals? Definitely not. To re-establish existing rules or to transform HR practices in an organization by managing employee leaves, attrition and reward management, HR consultants might really stand out.
4. It’s not ‘my way or highway’ approach for them.
Change is the only constant. But change is not appreciated all the time in a corporate setting. If annually a company wants to revamp their long-term goals by introducing new regulations on code of conduct or working practices, then it’s time to contact the Executive trainers. They have a diplomatic approach on HR transformations. An in-house HR is also an employee within the organization and sometimes cannot manage changes in employee morale & culture related issues which an external trainer might be able to handle with ease.
5. Pay Scale If’s and But’s:
Outsourcing team can communicate and help the new employee in getting accustomed to the nitty-gritty of a designation. Whether it is about temporary staffing or permanent shall be decided by the HR team. Also, legally compliant negotiations take place both verbally and in writing, when a new employee joins in.
6. A Consultant teaches essential skills:
Nowadays, the HR department is not confined to only recruitment and payroll management, instead they are given vital roles to play – educating the educated. Most of the times, employees feel stuck in the same role and want to upgrade themselves in order to reach the next level. With proper managerial and leadership training, skill development programs, one can slowly and steadily ride up the ladder and stay competitive.
7. When work is not about emotions, but progress:
Only an HR personnel can eliminate a whole division or an important employee of an organization depending upon various factors, but this job is not easy.
8. Creative Ideas that work:
Let’s face it. There can be many ideas flowing in but only one that works is necessary. A consultant, mostly has a track record of making new ideas work. This might include making new engagements or party plans for employees, implementing new competition rules so that they can win vouchers or rewards etc.
9. They work keeping the end result in mind:
They offer a wonderful service through an “HR Advisor” as he or she plans everything according to business goals and market research and then get it approved by hiring leaders. This way, they are able to stop any shocking events from happening.
10. They are passionate about networking:
Consultants are extrovert people. They like to talk and analyze profiles, reach on a semiprofessional level (personal-professional both) over a cup of coffee. We see a deficiency in quality professionals in CIO positions, hence, one might not wonder but take action on how to really get-to-know them before deciding on whether they fit the role.