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outsourcing Archives - SourceMatch

effective outsourcing

How Effective Outsourcing can Change the HR department

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Benefits of Effective Outsourcing

To effectively outsource, companies must see the value of outsourcing. Outsourcing saves companies money, time, and labor expenses. By cutting costs, companies can better prepare for organizational restructures and their allotment of resources. This creates an increased efficiency within your workforce. By opening up internal resources, your company can work more effectively. In regards to HR outsourcing, companies can stay competitive by outsourcing HR tasks as this allows for a cost-effective solution. Some companies outsource HR because of benefits such as software as a service, payroll, applicant tracking, and employee training. The outsourcing provider is responsible for the upgrades and marketplace demands that may arise. After you join a partnership with SourceMatch, your company can refocus on in-house resources that make you profitable, without sacrificing quality or service. You will also receive staffing flexibility and continuity within risk management.

Benefits of HR Outsourcing

Businesses with effective HR strategies typically have better working environments and higher morale, which can increase employee retention and lower turnover costs (The Balance). Doing this, gives businesses an edge over competitors while keeping employees happy. Other benefits of outsourcing HR services include: handling the recruitment of new employees or contract workers, advertising, interviewing, background checks, dealing with disciplinary issues, managing employee safety, providing counseling to employees, limiting your business liability, keeping you on top of compliance and regulations, and arranging benefits to employees.

Outsourcing Company Expectations

To find the best outsourcing company for your needs, you need to have access to a results-driven and reliable company, with proven skills in HR. SourceMatch offers over 25 years of experience helping clients discover new areas for growth, effective project management, and recruiting. As times change and the workforce does as well, you will need to adjust company expectations as well as your HR department; to keep up with current and future trends. SourceMatch can handle your HR outsourcing needs by keeping up with regulatory compliance, employee payroll, applicant tracking, interviews, in-depth assessments, and employee training.

Types of HR Outsourcing

You will want to find an outsourcing company that can offer benefit services, consulting, renewal management, and HR administration. You are signing on with an experienced company or partner, who will handle the HR responsibilities and your talent. You will need to connect with SourceMatch to balance what you can obtain and what your company needs currently are.

When to Outsource HR?

When you notice any red flags or a series of events that can disrupt your company’s daily functions, then it is a good idea to invest in outsourcing HR services. Has your company been through several changes in its payroll system? Is your company’s management team finding HR too complex? Are you up to date on all legal changes? With the savings your company receives from outsourcing HR, you can better manage current staff and growth. Outsourcing HR allows for SourceMatch to focus on HR related information that your company may not have the time for. Your company can focus on the larger picture, rather than areas of maintenance. This creates time and money to focus more on your staff and company growth.

Talent Mapping Company

Talent mapping has become a vital resource to use in talent acquisition and retention. This method assesses current employees’ performance and matches that with the organization’s needs. It helps with future recruitment and future job needs. The main goal of talent mapping is planning for the future. Some benefits include: reducing the time of hiring, strategic talent development, inclusive employee engagement, and boosting employee morale. By partnering with SourceMatch, your company gains access to our specialized team of talent mappers and project managers. We specialize in HR talent mapping, to support our clients and their employees’ best interests.

RPO (Recruitment Process Outsourcing)

Recruitment process outsourcing is a form of process outsourcing, where an employer transfers all or part of its recruitment processes to an external service provider. By utilizing the resources of an RPO partner, companies discover more effective ways to gain and retain employees. RPO’s specialize in recruiting and retention along with an up to date knowledge of this ever-changing, competitive field. SourceMatch stays up to date and is a valuable asset for a company’s RPO challenges.

Business Process Outsourcing

BPO (Business Process Outsourcing) is a subset of outsourcing that involves the contracting of the operations and responsibilities of a specific business process to a third-party service provider. This includes internal business functions such as human resources or finance, marketing, social media, accounting, front office, customer relations, and call center services. Due to SourceMatch’s locations (Europe and USA), we can provide our clients BPO successfully, and at a reduced cost. This allows our clients to save on expenses, concentrate on key functions, achieve results in noncore functions, expand their global presence, flexibility, and efficiency.

Positive Changes to the HR Department

How is your company culture? Have you noticed a benevolent attitude or does it seem to be going down a toxic route? A toxic work culture can lead to high turnover and poor employee motivation. The HR department can learn how to be a positive influence on your work culture by partnering with SourceMatch and letting us guide your team into positive work experience. SourceMatch can provide HR consulting services and find the right talent for a positive cultural match. We do this by training your HR team to develop the skills necessary that can identify employee norms and key behaviors for the management team to recognize. By creating a positive company culture, the results are higher productivity, increased employee engagement, and lower attrition rates.

Contact us to find out more about our HR outsourcing strategies, we would be happy to successfully identify areas that your company can excel in.

skills gap

Skills gap is here. How to Address it?

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What is the “Skills Gap”?

The ‘skills gap’ is the phrase used to describe the difference between the skills that employers want, as shown by their job advertisements, and those that are available from professionals looking for a job. According to Glassdoor, the high needs jobs include: project manager, physician assistant, software engineer, marketing manager, nurse practitioner, business analyst, operations manager, occupational therapist, electrical engineer, and product manager.

The top reasons for the skills gap include: competition from other employers, candidates who do not have the needed experience, candidates who do not have the correct technical skills, low number of applicants, non-competitive benefits or salaries, and candidates who do not have the right soft skills (shrm.org).

To address the skills gap, companies will need both short and long term goals. There are many ways to help support business growth, while also addressing the skills gap seen within some sectors. To do this, businesses need to be prepared. SourceMatch helps businesses prepare for both the long and short term employee skills gap.

Long Term

Provide Career and Professional Growth

Companies can better prepare for the skills gap by providing career and professional growth options; to employees. Managers can set up discussions about opportunities for more education in high need areas, and learn from consulting companies such as SourceMatch, about the current skills trends. By doing this, you invest in your workforce and create career ladders for employees. SourceMatch stays up to date on the current high need skills, as well as how to educate your workforce in those areas.

Invest in Future Employees

Investing in future employees can mean a few things. Employers can reach out to high school students as well as college students, and share knowledge about your organization, industry and how they can best prepare to be a valuable professional. This will create an interest for students to possibly invest in the skills needed for your company. To do this, SourceMatch can help, by offering our consulting and recruiting services. Sharing knowledge of your company’s needs and wants, better prepares the future employees, as well as your company. Your company can get a better grasp of the future workforce as well.

Provide the Cost of Education

Companies are also offering to cover some or all of the cost of education for their employees. According to Forbes, Many companies like Starbucks, Walmart, Chipotle, and Disney offer tuition assistance for employees. This boosts employee retention and morale, as employees can “grow” with their company.

Short Term

Refer to Outsourcing

For immediate hiring needs, SourceMatch offers assistance to companies looking to fill their skills gap. We specialize in finding and retaining the right talent. Outsourcing recruiting, allows for an immediate request to be filled, as we do the legwork in regards to finding the right candidates for the open roles. Because we specialize in consulting and recruiting, your company is enabled to be efficient at using valuable resources and funds, as we use our validated Engaged Recruiting model to find and fill in those skill gaps.

Utilize Recruiting and Consulting Services

To utilize recruiting and consulting services, companies reach out for qualified support. SourceMatch specializes in filling the skills gap for companies. Using our services, companies save time and money training or retaining “high needs” positions. In the short term, companies who use our services, are able to fill in their skills gap. Recruiting and consulting companies can reach out to untapped sources of talent, that many companies are not even aware of.

The Evolution of Technology

How to Keep Up

The digital skills gap is costing the US economy roughly $1 trillion in lost productivity – Entrepreneur. To keep up in the new age of IT, companies can utilize recruiting organizations; to fill their skills gap. Because technology changes so quickly, the workforce can lag a bit behind. This makes it so valuable for companies to stay ahead of the gap. By planning and using SourceMatch’s consulting services, companies are better prepared for future IT skills gaps.

Training the Workforce to Evolve

Many companies also offer paid training and certificate courses, for employees to learn and grow. This is a faster-paced solution to that individual skill gap. By doing this, employers and employees can keep up with the current high needs skills.

Faster Learning Opportunities (Rather Than Traditional 4 Year Degrees)

Some of the top-paying certificates take less time to earn than a traditional 4-year degree. These certificates may need a certain level of experience or hours, though. Some top paying certificates include: Google Cloud Architect, PMP, ScrumMaster, AWS Architect and Developer, MCSE, ITIL, CISM, CRISC, CISSP, CEH, Citrix Associate, CompTIA, and Cisco (CCNP). By gaining a base level of knowledge and then gaining a certificate, employees and employers can bridge both blue-collar and white-collar skills gaps.

The Case for Creativity in the Workplace

To keep up with the skills gap, many companies are turning to creative time in the workplace. This allows employees to “think and plan” and develop solutions to current skills needs. By allowing creativity in the early years of employment, professionals gain a way to be “forward thinkers” allowing them to innovate and create solutions for the future. Some companies also rotate managers, to allow for new, fresh ideas in the workplace. By switching things up, companies can evolve and entertain the skills gap, rather than be forced into it.

By being prepared for both the long and short term, future and present skills gap, companies can save time and money. Using creativity, planning, outsourcing, and education, companies can overcome the skills gap and create a veritable, efficient workforce.

Reach out to us to see how we can bridge the skill gap together.

outsourcing recruitment

Outsourcing Recruitment and its Benefits

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The Benefits of Outsourcing Recruitment

There are many benefits for companies that decide to outsource recruitment services. As companies have various talents and services, they may need support in areas that could be lacking. For example, an IT company may outsource their hiring needs to a Recruiting Company, such as SourceMatch. This allows the IT company to focus on its service, while Soucematch, focuses on supporting the company’s needs to hire the right talent. Or a retail company new to online ordering may need to outsource delivery options, web support, and web design services. When it comes to outsourcing recruitment, there are many other benefits to it. These include: experience level in regards to services, saving time, reducing costs, employment branding, sourcing and retaining talent, and the various functions required as time and demands change. However, more than anything else, engaging in a recruitment partnership enables you to have access to processes, resources and validated best practices that have taken significant efforts to reach a level of expertise that is recognized in the market.

Experience Level

Outsourcing is one way for a company to access a veritable wealth of expertise in an unfamiliar subject area. Many established companies, startups, and even reorganized companies utilize the resources of outsourcing recruitment. They realize that allowing fellow professionals to assist in an unfamiliar area is vital to the growth of the company. The experience level of the company in regards to the level of need is a factor in deciding which recruiting company to use. SourceMatch has over 25 years of professional recruiting experience, and has coined the term “Engaged Recruiting”. We assist established companies, start-ups, or those in need of reorganization. SourceMatch utilizes state-of-the-art technologies, metrics, recruiting, consulting, holistic assessments, and especially a “stay human” approach to improve our clients’ organizations, coming in stark contrast to the traditional recruitment agencies or veritable “resume shops.”

Emphasis on Return-on-Investment (ROI)

Saving money is very important to our clients, and what is even more important is that we increase the effectiveness by treating each hiring decision as an investment decision. Businesses that save money can focus on expansion, employee raises, and boosting morale. SourceMatch saves its clients money, time, and energy that would otherwise be expended finding and reviewing hundreds of resumes, filling back position because a candidate didn’t make it through the first months of employment, or simply employees that should not have been hired in the first place.
It’s our observation that it costs a company between 2 to 6 times a particular job’s annual salary to replace employees due to turnover with factors such as: time invested in searching, interviewing, and onboarding a new hire (across all involved stakeholders), lack of productivity, or cost of lost opportunity. SourceMatch stays ahead of the market trends to avoid the risks that such a hiring decision can bring, allowing our clients to focus on their particular business, rather than spending more time and money learning a new skill.

Access Wisely Combined Recruiting Resources

At SourceMatch, we thrive at searching for and retaining the top talent for our clients. We have access to a plethora of recruiting tools and assessments that we carefully choose and combine into individual solutions for each organization’s needs. These assessments include behavior profiles, skills, and language knowledge. We adjust assessments based on historical data of successful hires and ineffective hiring decisions. 

Tap Into a Well of Validated Expertise

As companies decide to outsource recruitment services, they discover that using a specialist delivers what is needed to excel at hiring. Consulting or recruiting services offer organizations the benefit of having an outside approach to problem-solving. SourceMatch has years of experience in consulting and providing recruitment services with which to serve our clients. Their growth and confidence in the employees demonstrate how beneficial outsourcing recruitment can be. With a constant concern for improvement, a partner such as SourceMatch will persist in updating, upgrading and innovating on the client organization’s behalf. It’s part of our core DNA knowing that change is also constant across the global talent demand and availability.

Top Talent Will only Respond to Top Recruitment Practices

Many companies provide a specific service: web design, software programming, and IT services are just a few examples. Finding and retaining top talent, not just any talent is a necessity for those businesses that want to thrive. Outsourcing recruitment allows companies to focus on their organization, while SourceMatch focuses on finding the best fit for their open positions. While most recruiting agencies rely on a “hit-and-run” approach, SourceMatch invests time with each of its clients to truly understand their vision, values, and objectives. By doing so, it allows the hiring managers to dive deep into what truly motivated them to create a job opening in the first place, which most often ties into the organizational culture and growth strategy. This approach is essential to attract top talent, who are especially interested in how they can personally contribute to a company’s innovation and long-term plans.

Retention Starts with Intelligent Recruiting

To retain talent, companies need to know the workforce. Many companies are skilled in certain areas but do not fully understand what is going on in the current workforce. At SourceMatch, we specifically study and utilize how data and trends affect the talent pool, so that our clients have actionable market intelligence. Although retention is the subject of many post-hire efforts, it is a key component to consider when searching for and interviewing candidates. Painting a clear picture of an organization’s culture, vision, mission, values and especially the unwritten expectations before prospective candidates is one of the best ways to avoid a misalignment of expectations once hired. That misalignment is what causes the first slips of motivation for new hires when the true faces of the manager, their new team and sometimes job responsibilities creep in after a few months on the job.

Flexibility is Key in an Ultra-Competitive Global Market

By consulting with SourceMatch, companies that have discovered new growth opportunities to learn can save costs during a restructure or reorganization. Having an outside view can also allow for new insights, new plans for areas of growth and effectiveness of investments. For example, department store retailers that used outside consultants were given plans and ideas for ways to change with the times. They successfully maneuvered through the online market, and have now expanded their profit margins. Other stores did not reach out for support, and we now see them closing their doors.

Candidates Can have an Amazing Recruiting Experience

That’s applicable whether you hire them or not. Allowing a recruiting partner to come up with a fresh perspective opens up more benefits for not only your organization but your prospective candidates as well. From an outsider’s perspective, companies can learn candidate experience analysis and improvement practices. Is your organization candidate-oriented and willing to change in a global market where the Skills Gap affects more and more companies?
Have you had a consultation with SourceMatch to check your candidate focus and areas for growth? We would be happy to assist in helping your company to reach higher profits and be ultra-competitive in a global economy driven by one key resource: the best talent.

The benefit of Outsourcing Recruiting Services

As you can see, there are many benefits for an organization that chooses to outsource recruiting. Experience, reduction in costs, access to resources, branding, sourcing and retaining top talent, reorganizing, and improving functions are just some of the benefits you can gain when SourceMatch provides your recruiting outsourcing services.

recruiting

Design Recruiting with People in mind, not just Numbers.

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Dear Hiring Managers,

We recruit with people in mind, but we do it by means of numbers. Recruiting project managers at SourceMatch have one main objective, and it is to provide valuable results to hiring managers they collaborate with. Their business is to understand statistics in such a manner that make the interaction profitable, thus creating a win-win-win situation. Why a triple win you may ask? Because recruiting needs to be a partnership between the hiring manager, the recruitment project manager and the candidate who is to be hired.

Think about how you would develop a general recruitment plan. You would have to review job descriptions. But before that, you would have to consider people finding strategies and use alternative labor pools. You would also have to have an image of how your company is perceived as a workplace from the outside. And as you would go about the process you would hit some roadblocks and you would have to adjust your goals. But these roadblocks you did not plan for could be a setback. This is where a recruitment company could come in handy as it would act as a buffer against the unexpected. Recruitment project managers would be helpful in determining your overall recruitment needs by having well-established business goals.

Or imagine you are on the lookout for a specific talent or that you are looking to hire a large number of skilled workers. How long will it take you, the hiring manager, to hire? How long does the recruitment process take for professional recruiters? Most companies out there would certainly know right off the bat that it takes on average less time to recruit when working with a partner specializing in recruitment. Time is only one of the factors you have to consider, the others include the variety of sources, recruiting research, and thorough process of vetting candidate’s before they even get to you. All of them matter when it comes to making a decision that affects an organization’s operations and growth plans. If you would have to estimate the true cost of hiring, we recommend looking at some statistics to put a value on the process.

You may come across reports saying that hundreds of talented people are going after the same job. And at the same time, you may come across conflicting recruitment statistics that highlight the difficulties of the skills gap and missing talent. Now let’s talk in concrete terms. If you take into consideration stats like “90% of job seekers say that it’s important to work for a company that embraces transparency” or stats like “79% of job seekers say they are likely to use social media in their job search” you may look at those big numbers and jump to the conclusion that finding someone is easy. In reality, it’s not.

Yes, you have to recruit with numbers in mind, but truth to be told you have to have the right numbers and get your facts straight. According to Glassdoor, “on average, each corporate job offer attracts 250 resumes. Of those candidates, 4 to 6 will get called for an interview, and only one will get the job”. In other words, you will pay the cost in time and resources to go through 250 candidates/resumes plus the cost of expertise and tools, not to mention the opportunity costs. If you would outsource the recruiting process to a recruiting partner, they would use their resources in an optimal way. Recruiting agencies live and thrive by means of performance metrics. Recruiting project managers oversee the recruiting process by keeping track of recruiting funnel metrics such as time to source, time to interview, time to hire, etc. They are well aware that coming with better, faster, and more reliable results than their clients could internally is the only measurement of success, and eventually the reason why clients do business with them!

Are you missing anything? You might think that your organization’s internal resources and information are enough. Along with your recruiters, you provide candidates with details on compensation packages and benefits, details on what makes the company an attractive place to work, its mission, vision, and values. It’s easy to miss the fact that attracting talent isn’t the hardest part. Attracting, or rather finding the best talent within the desired timeframe is the most difficult part of the recruiting process. For instance, recruiting project managers at SourceMatch leverage research, intelligent algorithms, multiple compensation market data, and especially proactive measures to identify candidates that wouldn’t otherwise be visible.

Our main priority is to work with clients to enable them to reach candidates that are performing above peer professionals in the market.
> Assisting the hiring manager and the client’s human resources team to build on their experience about what makes an employee successful over the long term;
> Extend the reach of the client’s recruiters whether to identify hard to find talent or large numbers of candidates needed in a short timeframe;
> By managing the whole recruiting process, and allowing the client’s human resources team to focus on talent onboarding, development, and overall experience.
> We create 360-degree candidate presentation packages that include all the data needed for our client’s hiring managers, recruiters and human resources, to make informed hiring decisions.

At SourceMatch, we’ve developed and are constantly improving our own approach to recruitment: we design recruiting with people in mind, not just numbers. We pay attention to our clients’ needs by enabling them to pursue expansion into new countries, to grow in current markets, or to identify hard to find professionals. What qualifies us according to our clients is the speed of execution while tackling complex recruiting engagements, identifying strong professionals while dealing with their limited availability, or putting in place recruiting systems that serve as immediate help in expanding teams. Discover and explore our range of case studies to see how our teams of experts deliver recruiting solutions for a variety of needs.

 

 

outsourcing can be a good thing

Outsourcing and its Alter ego (hint: Frugal Innovation)

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Perhaps one of the leading misconceptions about outsourcing is that a company that outsources needs to cut the jobs of current employees. For sure, there are instances where we see that happening. But that is a result of a flawed mindset deriving from an early stage of outsourcing history where increasing the margins (for the sake of profit) was the only purpose. It works, but it’s short-sighted.

Outsourcing done right has a lot to do with frugal innovation. Navi Radjou coined the term and defined it as a mindset exhibited by individuals and organizations that strive to do more and better, with less. Most managers will translate this: “Ah, I need to cut costs while keeping the same revenues level.” Contrary to this understanding, frugal innovation rather translates to “How can I maintain my current level of expenditure while increasing the efficiency of output and revenues?” In other words, how can I increase value to my customers, while at the same time not spending more towards that purpose?

Outsourcing is undergoing a shift in mindset

This switches the angle from which managers look at outsourcing: it becomes a strategic decision (i.e. from cost-cutting to cost saving). The outsourcing partner comes in to complement an existing organization, and act as an extension of its teams in order to tackle larger projects or peaks in demand. Besides bringing in raw capacity, the outsourcing partner will contribute (if selected well) with a strong focus on end results, since their business with that organization depends on it.

stark-lightbulb

But let’s take a step back and think through the model of frugal innovation. Without any doubt, it’s quite easy to find a solution by spending a lot of capital (especially if it’s available and this seems like a good cause, right?!). However easy that may be, it actually drives down innovation and creativity (since most likely an existing solution will be chosen, one that can be bought off the shelf). While taking the decision to outsource is a step forward, it’s hardly the only one you need to take. The other critical step in reaching higher levels of value is the innovation process through which old practices and processes are entirely re-thought or upgraded. That puts the outsourcing partner (and whether they like it or not, the organization as well) in a tight spot that doesn’t allow for any status quo such as using piles of cash as a safety net. As Renault-Nissan Group CEO Carlos Ghosn once said “In the West, when we face huge problems and we lack resources, we tend to give up (too) easily. Frugal Innovation is about never giving up!”

The lesson from emerging markets

Although frugal innovation has been associated more than often with emerging markets (and for good reasons), more and more organizations in developed economies are considering this mindset because of the rising consciousness that resources are limited (i.e. see the Skills Gap for human resources or fossil fuels). The last economic crisis that swept many western markets off their feet has contributed towards that same consciousness.

stark-grinder

Outsourcing based on that mindset is probably one of the soundest decisions that an organization can make (where applicable, see the organization’s core or niche specialty capabilities that represent its trade secret), especially because of its sometimes harsh but healthy side effect: it enables that same organization to innovate faster, better, and cheaper (without giving up on any of the three). All of which are quintessential to success in the New Economy where capital takes the back seat, while talent drives.

Here’s a challenge that takes you out of the comfort zone, out of a profit-only or damage control mindset. What will you do?

Why Should any Service Provider care About your Business?

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1. You don’t like outsourcing providers, here’s why

In today’s marketplace outsourcing has lost its attractiveness and benefits as a strategic decision. That is mainly due to a lack of business fit between the client and the provider of services. Not only those expectations are rarely met, but apathy becomes the status quo throughout the delivery of each process. Providers are merely fulfilling a job description which significantly shakes the client’s interest in a long terms relationship.

2. They’re missing the point

The key to this uncomfortable and unfortunately costly situation is neither a tighter legal framework, tighter control, more experts on the provider’s side, or revamped performance metrics. It all comes down to the provider’s understanding of the client’s vision, mission, objectives, values, and organizational culture. This can only occur when both the client and provider invest effort into more than a buy-sell relationship: a partnership.

3. Walking the extra mile is not old-fashioned

In such a context, the provider steps into a role of responsibility focused on acting as an extension of the client’s team. This role requires to care for more than what’s agreed within the service level agreement: walking the extra mile. That means taking initiative in building the success of the client’s activities, collaborating with genuine interest, and consistently delivering quality and performance despite business complexities.

4. Seeing the big picture without leaving the premises

At the same time, the provider ought to carefully and objectively analyze the client’s processes, as a result of their constant focus on added value. Within the lifetime of such a partnership, changes will occur in the client’s processes and tools with results such as increased standardization, automation of certain service stages, higher autonomy on non-recurrent projects, and deeper knowledge of products/services.

5. Start with the right tactical steps

Either you are already scaling up or just beginning to think about growth, outsourcing is a strategic decision that can give you the required boost, and doesn’t need to be a nightmare. Clear cut expectations, strategies, and degree of communication will help you lay out the essential platform to a successful outsourcing partnership.

What are your thoughts about outsourcing? What has been your experience? What was it that made your outsourcing relationship work?