10 benefits of recruitment process outsourcing beyond cost and speed

The growth and the complexity of the talent market have changed the expectations of employees and employers alike. According to research, 70% of employers say that their expectations of the value employees bring are constantly growing, while a similar percentage report that employee expectations of employers are also rising.

These changes in addition to the increasing acceptance of freelance work and rapid changes in technology make it harder for companies to hire the best talent. The value of proactive hiring services using social, mobile, robotics, and analytics tools to drive long-term recruiting strategy is becoming increasingly apparent. As a result, enterprises today see the role RPOs as a strategic relationship.

Here are 10 benefits that a true RPO services provider can provide:

1. Analyse current hiring processes

To improve current hiring processes, it is essential to analyze them for effectiveness and efficiency. A technology-driven RPO can leverage analytics software to assess how long it takes your company to complete a hire or detect the obstacles in your hiring process to drive continuous process improvements.

2. Provide real-time reporting of recruitment initiatives

Smart companies always keep track of how well their RPO partners are performing and try to understand whether the RPO’s efforts are actually paying off. RPO services providers that provide real-time metrics – such as applications processed, time to fill, and candidates hired – help you estimate the ROI of your RPO partnership.

3. Leverage Big Data to streamline hiring

RPOs can help you leverage predictive analytics to streamline your recruitment processes. For example, by analyzing Big Data, they can tell you the number of potential candidates available or the time it takes a new hire to reach full productivity, to calibrate your recruitment processes.

4. Personalise the hiring processes for specific talent

The usual standardized recruitment strategy might prove ineffective in attracting highly sought after talent. Nimble RPO services providers can customize recruiting processes and create new processes quickly to target specific talent or meet specific objectives.

5. Maximise the potential of employee referral systems

Most organizations seek to exploit employee referrals to the hilt, but the results are often sub-optimal. An experienced RPO services provider can introduce the assessments, tools, and strategies required to help you maximize the potential of employee referrals and reduce costs.

6. Improve the quality of candidates

Hiring managers need to visualize what a candidate brings to the table beyond work experience and education. A technology-enabled RPO services provider can leverage social and analytics to create a 360-degree view of a candidate. In addition, by using their experience of hiring for similar roles for other clients, they can more effectively determine the right hire. This helps to hire managers to save time and costs and supports the long-term strategy of your organization.

7. Enhance the employer brand

Companies often underestimate the power of the employer brand in attracting top talent. Today, employees are ready to forsake higher salaries and perks to work for a brand that matches their aspirations and values. An RPO provider can not only offer a consistent recruit-to-hire process but also support in other ways such as providing feedback to a candidate who failed to pass through the recruitment process. Such steps go a long way in bolstering the employer brand among potential employees. In addition, an established RPO provider can provide strategic advice to improve your employer brand.

8. Ensure a consistent and predictable recruit-to-hire process

Potential employees dislike uncertainty in the hiring process. They expect to understand where they stand in the hiring process along with the future steps involved. An RPO services provider can organize and standardize the recruit-to-hire process, making it consistent and predictable across the organization. This predictability, in turn, helps streamline the recruitment process while ensuring a positive experience for prospective candidates. An RPO also helps standardize recruit-to-hire processes across departments and different entities that come under your organization.

9. Enable scalable recruitment processes

Hiring seasons can be hectic and things can quickly go out of control. RPO helps you build a flexible recruitment process that can scale up and down effectively as hiring demand fluctuates. Standardised processes based on best practices help you avoid nightmare scenarios of high demand and inflexible processes. For organizations that are growing rapidly, the scalability provided by RPO is critical to meet growth targets without pressure.

10. Provide proactive talent management services

In today’s tight labor market, businesses cannot afford to freeze hiring activities when they do not need talent immediately. Prospective candidates are always observing your company online – even when you are not hiring. A modern RPO can help you develop your employer brand and build talent communities to create a talent pipeline for future openings, using social, analytics, and mobile tools.

The value that RPO service providers offer goes way beyond costs and faster time to hire. They bring critical capabilities and resources that many organizations lack, ensuring sustained hiring success. By enhancing the capabilities of your in-house recruitment teams, RPO services providers act as your extended arm, enhancing your organization’s ability to attract and retain top talent to drive growth.

How to Hire Employees: A Checklist of Indian Standard

Ready for some additional help but not sure how to hire employees? When thinking about how to hire your first employee, your Fifth, or some seasonal help, there are a few important things to consider. You need to find the right candidates and make sure you’ve set everything up correctly (and legally).

we’re here to help with the basic steps of hiring an employee. (This post contains general guidance. For advice specific to your business, be sure to consult with us to hire ) Here’s a checklist for how to hire employees, including what you need to do before and after hiring.

Before you hire employees

1. Make sure you have an EIN (Employer Identification Number).

Before hiring employees, you need to register your business with Shop Act or as per norms of Indian Business Standards and state authorities. The IRS requires every business with employees to have something called an Employer Identification Number (EIN), a unique nine-digit number. An EIN is basically like a Social Security number for a business. If you operate your business as a corporation or partnership, you may already have one. If not, you can get an EIN by our Help.

Additionally, each state has a different registration process for getting a state employer identification number. Visit your state’s labor department website for more information.

2. Set up records for withholding taxes.

When you think about how to hire your first employee, you need to take taxes into account. Before you start searching for the right employee, you need to fill out paperwork to pay different types of withholding taxes. I.e GST or any other taxes. Businesses should hang on to their employment tax records for six years (or longer in some cases) to support their employment tax filings. Having a good system set up helps you stay organized so you can track your business’s health over time, prepare your tax returns and other financial statements, keep track of deductibles, etc.

3. Define the role you’re hiring for.

If you don’t know what you’re looking for, how do you know when you find it? Before you start the process of how to hire employees, figure out what kind of support you need. Make a list of the most important tasks you need help with. Is it someone to help with inventory management, email marketing, or bread baking? Next, think about what responsibilities you’d like the person in this position to take on in the future. Deciding how much to pay your new employee depends on the kind of work you need to be done, the role’s seniority, and your budget. Finally, think about what kind of background and skill set would best serve this role and how much experience is needed.

Once you’ve done this legwork, you’re ready to write a job description. A clear, thoughtful job description helps you hire the right person. a machine-learning platform that flags gender-biased words and jargon, to help you write a more effective job posting and find the best hires.

Hiring employees

4. Find your candidates.

Referrals save you time because they’re already vouched for and can keep you from having to sort through a mountain of resumes. collecting staff through any legal consultant or Hiring consultant help a lot as you get refined employee through the process. However, because people tend to associate with others like them, relying on staff referrals can make for a less diverse workplace. This isn’t just about being politically correct. Having a more diverse workforce is better for your business. In fact, studies show racially diverse teams outperform non-diverse ones by 35 percent. Additionally, 57 percent of employees feel their companies should be more diverse.

Include a statement at the bottom of the post that identifies your business as an Equal Opportunity Employer, saying that qualified candidates of all genders, ethnicities, races, sexual orientations, etc. and those with disabilities are strongly encouraged to apply.

Consider blind recruitment, hiding applicants’ names — and potentially even education — and years of experience to overcome unconscious bias and promote greater workplace diversity.

5. Conduct interviews.

You should try to have at least a couple of employees interview the candidates, if possible. If you run a larger business, you might think about running interview panels where each interviewer is asked to focus on a specific area during the interview. In that situation, one person might focus on teamwork, while another looks for technical skills. The benefit of this approach is twofold — you get an assessment of a candidate’s very specific skills and your employees feel like they are a part of the process.

Once you know who is interviewing your candidates, you need to think about what everyone is going to ask. You’ll want to go through their work history to make sure they’re qualified, but you’ll also want to ask questions that give you an idea of how they’d interact with the rest of your staff and your customers.

How do they approach problem-solving? What’s a specific example of how they’ve solved a work problem in the past? How good are they under pressure? If a client is dissatisfied or angry, how would they handle that situation?

6. Run a background check.

Once you’ve chosen a candidate for the role and made an offer, you might want to run a background check. Also known as a pre-employment screening, it’s a background check is an important step to help keep your business, employees, and customers safe. (This is how to hire employees who are who they say they are.) Applicants must always authorize your business to run a background check.

Be aware that there are complex legal requirements and restrictions on background checks, many of which vary by state. Some states restrict the types of criminal history inquiries you can pull and when in the application process you can inquire about a criminal history, while others require that a role meet specific requirements if you are going to pull a credit history. (Some states and cities ban employers from asking about criminal history on job applications altogether). To comply with all of these requirements, businesses usually use a third-party agency or consultants to conduct background checks.

There are also regulations on how you can use the information from a background check. For specific guidance or advice on background checks, consult with a legal professional.

7. Make sure they’re eligible to work in India

It’s your responsibility to make sure all your employees are legally allowed to work in the Punjab or Haryana. If you hire someone who doesn’t have the right employment eligibility, you could face fines and even criminal penalties.

To help guard against this, here’s how to hire employees who are eligible to work in the U.S.:

• Before or on their first day on the job, your new employee needs to fill out section one which includes their contact information, Social Security number, and employment eligibility.
• By their third day on the job, they need to show you valid documentation with their ID and employment authorization. This can be one document from List A (such as an Indian passport or Permanent Resident Card), or one ID from List B (like an Indian driver’s license) combined with another from List C (such as a Social Security card).

After you hire employees

8. Report your new hires to your state employment agency.

You need to report newly hired and rehired employees to your state’s labor agency. For more information on your state’s requirements, check out the New Hire Reporting Requirements.

9. Obtain workers’ compensation insurance.

Workers’ compensation insurance requirements for employers vary from state to state. Most states require employers to obtain an insurance policy for workers who are injured or become ill due to a workplace exposure. Be sure to review your state’s requirements and find a policy that suits your business.

10. Choose a payroll method.

After you hire your first employee, you need to set up a system to pay for them and take care of payroll taxes. You can do payroll yourself, through an accountant, or through a payroll service.

Many people choose a payroll service to save time and avoid dealing with all the complications surrounding payroll (like taxes). Some payroll services also offer integration with your insurance provider and take care of new-hire reporting, which helps remove those headaches.

But even if you choose to use a payroll service (or outsource payroll to an accountant), it’s good to be familiar with the basics of how it works. There are three parts to payroll: paying employees, paying payroll taxes, and filing tax forms.

Paying employees includes everything from tracking hours worked to calculating tax withholdings and sending checks. Payroll taxes and filings are tasks that usually must be completed every month and quarter, depending on the size of your business.

11. Display the workplace posters.

The Department of Labor requires that employers post certain notices in their workplace to inform employees of their rights and your responsibilities as an employer. These posters are provided free of charge. Some states have workplace poster requirements that you must follow in addition to the requirements. Visit the Workplace Posters for specific federal and state posters you need for your business.

Bringing on new workers should be a cinch now that read this checklist on how to hire employees. For more information on maintaining a fair and safe workplace, minimum wage requirements, providing employee benefits, and keeping employees informed about workplace policies.

12 Minimum Salary

wages in Punjab has been revised with effect from 1.03.2018. The amended rates for all the categories are as mentioned below:- Latest Minimum wages for Shops & Establishment in Punjab

As with all our articles, this content contains general information and guidance only and is not a substitute for legal or tax advice. For advice specific to your area or business, be sure to consult with our Tax consultants professional