|
|
|
If you paid a fee for your new hire you probably paid too much unless you used Staffing Research by John Renouf
|
|
|
If you paid a fee for your new hire you probably paid too much unless you used Staffing Research by JOHN RENOUF
|
|
Article Posted: 07/29/2012 |
Article Views: 557 |
Articles Written: 39 - MORE ARTICLES FROM THIS AUTHOR |
Word Count: 591 |
Article Votes: 0 |
|
If you paid a fee for your new hire you probably paid too much unless you used Staffing Research |
|
|
|
Business News,Business,Ezine Publishing
|
|
Organizations of any size or purpose succeed when they have the right mix of talented individuals to make them distinctive. Talented individuals, however, are nurtured and protected by their organizations and have little reason to pursue other opportunities. Even in a stressed economy, companies do not release their best employees. Hence, the search for key placements can be a long, expensive, and frustrating process. To fairly and economically overcome the access barrier to new talent, there is an alternative strategy. Highly qualified people are not twittering for new jobs, they are not on the job boards, and they do not respond to passive networking and media ads. People in this category will not know of your opportunity without personal contact, the kind of connecting (not networking) that an approach called ‘staffing research’ provides. Gaining access to the staffing research process begins with engaging a staffing research firm. A firm specializing in staffing research directly and aggressively defines, targets, and connects with the qualified applicant pool, with the singular goal of identifying the best qualified applicants for an opening. It is usually the case that, once found, a prime candidate will respond with interest and a willingness to listen to career improvement opportunities. Such a one-on-one approach succeeds exponentially over the old standbys of career fairs and recruitment advertising, and against the tide of new technologies and new perceived recruitment options – such as monster.com, ladders.com, careerbuilder.com, website postings, social networking, and passive candidate networking. The process toward gaining access to approximately 90% of the potential candidates from a target industry or geographical area is both expedient and low cost: • For the research model to be productive, a position will need 75 to 100 hours of staffing research. • Each assignment begins with a thorough understanding of the prospective employer and its present needs, including position descriptions and compensation parameters. • The organizations that will have the qualified professional for the position are identified. • The first 35 to 45 hours of the position assignment will be spent generating names for the recruitment pool. • The next phase, which could encompass 40-55 hours, is direct contact with the targeted professionals, presenting the opportunity via telephone, generating an interest level and obtaining confidential information on their background, compensation, reasons for the candidate’s interest, contact information, and other pertinent information. • The background information and resume of a targeted candidate is furnished to the prospective employer for its evaluation. Cost Benefits A staffing research firm charges an hourly rate for its services, not a fee based on the candidate’s salary. That translates into major savings very quickly. Taking the scenario described above, in which the search for a candidate is completed in about 100 hours, and assuming an hourly rate of $100, the cost differences are striking. When the external staffing firm charges a 20% fee for an $80,000 employee salary their fee would be $16,000. For the same person staffing research would usually expend 100 hours of research time at $100 per hour or $10,000. The savings would be $6,000 by using the staffing research firm or 37.5% savings. When the employee salary is $120,000 the savings is $14,000 or 58% and if the employee salary is $175,000 the savings is $25,000 or 71%. When the external staffing firm charges more than 20% the saving is even greater. As you can see this is really striking With the benefits of an expanded population of candidates, low costs, and truly qualified and desirable recruits, now is the time to rethink staffing strategy. Staffing Research is a win-win approach.
Related Articles -
staffing research, staffing strategies, passive talent, cost effective, low cost, candidate generati,
|
Rate This Article |
|
|
|
Do you Agree or Disagree? Have a Comment? POST IT!
Reader Opinions |
|
|
|
|
|
|
|
|
Author Login |
|
|
Advertiser Login
ADVERTISE HERE NOW!
Limited Time $60 Offer!
90 Days-1.5 Million Views
|
|
TIM FAY
After 60-plus years of living, I am just trying to pass down some of the information that I have lea...more
|
|
|
|
|
LAURA JEEVES
At LeadGenerators, we specialise in content-led Online Marketing Strategies for our clients in the t...more
|
|
|
|
|
ALEX BELSEY
I am the editor of QUAY Magazine, a B2B publication based in the South West of the UK. I am also the...more
|
|
|
|
|
GENE MYERS
Author of four books and two screenplays; frequent magazine contributor. I have four other books "in...more
|
|
|
|
|
SUSAN FRIESEN
Located in the lower mainland of B.C., Susan Friesen is a visionary brand strategist, entrepreneur, ...more
|
|
|
|
|
STEPHEN BYE
Steve Bye is currently a fiction writer, who published his first novel, ‘Looking Forward Through the...more
|
|
|
|
|
SHALINI MITTAL
A postgraduate in Fashion Technology. Shalini is a writer at heart! Writing for her is an expression...more
|
|
|
|
|
ADRIAN JOELE
I have been involved in nutrition and weight management for over 12 years and I like to share my kn...more
|
|
|
|
|
JAMES KENNY
James is a Research Enthusiast that focuses on the understanding of how things work and can be impro...more
|
|
|
|