What makes businesses tick? Is it the monetary help from the investors that run in the thousands and millions? Some breakthrough technology being developed that offers numerous out-of-the-box solutions? Or perhaps expanding operations to garner more customers?
It is the personnel you hire. They’re the primary lifesource for future investments, technological developments, customer outreach, business expansion and everything else that drives a company’s growth.
But hiring and managing employees is not simple. With cut-throat competition for talent a staple in the businessworld and employees being prized away by competitors, business owners and HR managers, after careful consideration, have increasingly turned to staffing agenciesto do their bidding.
Although the roles and responsibilities of a staffing agency that you have hired might be defined, there might be a chink in the staffing process’ armour as a result of not having a foolproof staffing process.
The flaws in an agency’s staffing process — which may include something as simple as not keeping tabs on any staffing trends in 2020, or on a more technological aspect, not integrating a Recruitment Management System (RMS) or repudiating digitalization of temp staffing — can prove to be detrimental in the long run if not addressed at the earliest.
Let’s revisit the staffing process, clearly identifying and listing all the stages.
In simple terms, estimating manpower requirements is the first step of the staffing process and involves identifying vacant positions in an organisation and establishing a plan to pick the right personnel.
For example, if you want to hire a plant manager for an electronics manufacturing company. The ideal candidate should possess both engineering and management skills. So, an individual with an engineering degree and an MBA, with proven work experience in managing assembly lines and factory workers would be the ideal fit for the vacant position.
Many can’t tell the difference between staffing and recruitment. The latter is a part of staffing and deals with searching and finding prospective candidates for a vacant role. Once the number of openings, minimum number of candidates required to go through with the selection process, and candidate persona are established, the hiring managers decide the source of candidates.
Bear in mind that candidates can be hired from an external pool or from within the organisation. In the second scenario, current employees are either transferred or promoted. This is an effective way to save cost and time. The other way to source candidates is by dipping into external talent pools. To source talent, staffing agencies are usually associated with contractors, placement agencies, consultants, job boards, and a vast network of recruiters. The other way is to advertise the role on social and professional networking platforms and newspapers.
This stage is basically sifting through the talent pool and shortlisting candidates for the role. In many ways, this stage involves recruitment as well. But the primary goal is always to find the right person for the job — who, from the candidate shortlist, is ideal for the role?
Selection is carried out in a variety of ways: some companies have pre-assessment tests followed by multiple rounds of interviews whereas others utiliseremote screening, personality tests, psych evaluation assessments before progressing to face-to-face interviews. What goes on in the selection phase is up to the company and its policy, budget, time constraints.
For example, if an app development company were to hire an app developer, the selection phase could pit a veteran developer against an engineering graduate in a time-bound app development test.
This stage comes to pass either over a period of time or in a day or two. A new employee who joins up may not be familiar with the work culture, the organizational structure, rules and regulations, goals, objectives, vision and so on.
This phase speeds up the employee-company familiarization process so that the new hiree can settle in with complete knowledge of the company, its values, and expectations.
Performance appraisals and promotions aren’t the only objectives of an employee. Today, we’re in a world that is evolving at a rapid pace. Staying relevant in a fast-paced environment is extremely important for the candidate and the employer.
A company can lose out to competitors if the employees aren’t up-to-date about the latest trends and developments in their line of work. And employees who do not update themselves can be quickly replaced by those who do. Our global workforce today has an increasing number of millennials and Gen-Zs; they know the value of reskilling, upskilling and all about staying relevant.
As such, they’re also extremely picky when it comes to choosing employers. They want to work for organizations that can designdevelopment programs that can help employees, both old and new, learn, improve and advance.
This stage of the staffing process focuses on employee training and development, either done in-house or via tie-ups with external learning and development platforms.
As a company, you always want to ensure that the compensation that you’re handing out to the new employee follows industry standards. You don’t want to overspill the offer or give too less and come off as tight-fisted.
Employee satisfaction plays a huge role in employee retention. At this stage, you want to ensure that you offer fair compensation to the employee and also provide fringe benefits such as promotions, bonuses, incentives, health insurance, and so on. When deciding on the offer and the promotion, the qualification of the employee, work experience, salary as per industry standards, and performance have to be kept in mind.
These stages, more or less, make up a staffing process. If you’re on the lookout for a workforce management and hiring partner that offers IT staffing or contractual staffing services, always go for one that has years of experience under their belt.