How HR Strategy Consultants Increase HR Values In An Organization?

The Top management faces a number of business challenges, but one of the deadliest of the challenges is to manage the human resource of the organization. Thus, the role of the HR has gone beyond traditional one and turned into a strategic one. This is the reason most of the organisations are hiring the services of HR strategy consultants.

We tell you how the HR consultants increase HR values in an organization:

• Customer Definition

The customers of HR consultants include top management, current employees and the prospective employees, in short, the corporate umbrella. These consultants need to define these customers and then deliver good experience to them in accordance with the individual needs of the customer. They even devise processes which are in line with the expectations of the different categories of customers, the HR professionals need to deal with.

• Optimize

Corporate culture, performance evaluation, employee engagement, operational efficiency and talent mapping are some of the key areas where the HR consultants can create an impact. They play a critical role in defining the organizational goals and then cascading the same to the employees. They follow a proactive approach and consult the Top Management in order to understand the necessary gaps and finding the solutions for the same.

• Value Measurement

The various HR strategy consulting firms India measures the progress of their initiatives and make sure to benchmark them with the prevailing industry standards. To understand the value of the progress made and measure in numbers, the feedback of the targeted segment also plays a key role. Thus, it helps in understanding the value of HR initiatives and also justifies the efforts taken for doing the same.

• Resource And Budget

Once the HR consultants understand the impact created with the different initiatives taken by them, they move further and focus more upon expanding their actions for getting a better return. They understand the requirements and the related issues and then work out a solution by demonstrating the actions that are required to be taken for implementing the said solution. They ensure that an optimum utilization of resources is done for achieving the desired results.

• HR Strategy

The most crucial aspect of each and every HR strategy is its connect with the people who are going to be impacted by the said strategy implementation. It is the personal connect which creates employee engagement, loyalty and motivation in the employees in turn leading to a strong corporate culture. The values which are acknowledged and measured also helps in aligning the behavior. A strategic plan for HR initiatives here help in increasing the success quotient of the strategy. This is the reason each and every strategy is accompanied with a guidelines and the intended results.

It’s high time HR makes a giant leap and evolves itself to cater to the different customer base of the organization by understanding the value and capitalizing on the same. This will lead to better hiring, increase in efficiency and productivity and thus the overall success of the organization.

Advantages Of Having A Retained Executive Search Firm In India

The most common question every company asks itself after a point is, “Do we need executive search consultants?” There are many reasons why hiring one of the top recruitment firms in India is the answer to all your hiring challenges in the future. 

We have come up with the top 4 Advantages of having a retained executive search firm in India:

Streamlined And Focussed Process - A retained search firm incorporates a laser-focused process while filling executive level roles. This can help eliminate the risk of on boarding a bad hire in the long run. Backed by years of experience, the recruiters are focused on the executive search for your company offering extensive talent pipelines and networks. In addition to this, they offer meticulous background checks and reference checking. So to sum up, retained search firms follow a streamlined process and creates a safety net for your organization where hiring becomes speedy and risk-free. 

Pipeline And Networks - A retained search firm has an extensive network consisting of both active as well as passive candidates thus giving you a wide range of options to pick from. This leads to hiring the best possible candidate not only from the skillset point of view but also from the one who will be a perfect fit from a culture perspective.  Retained recruiters owing to their extensive network and years of experience know the best methods to find the highest-quality potential candidates for your company.

Experts In Recruiting - Retained search firms have an army of experts to help you with your recruiting needs. They provide expertise in finding the most potential individuals and know-how while handling delicate situations and negotiations. With excellent people skills, they can determine if the candidate will fit into your company’s culture. A retained search can give you the advantage of expertise at each and every phase of the recruiting process right from working on the job description to screening the potential candidates and eventually the onboarding of the right candidate. They can handle all of the communication and can help create and nurture a relationship of trust between all the stakeholders involved that is the organization, candidates and themselves.  

Time And Cost - Finding highly qualified C-level candidates can be tedious, time-consuming and costly. An in-house recruitment team needs to balance time for the search in addition to the business as usual. This often yields limited search results and also becomes an even more time-consuming process and the longer a position goes unfilled, the more costly it becomes. A retained firm can help you find candidates in less time thus allowing you to save money both in terms of time and also in terms of risk of having a bad hire. The cost of hiring the wrong person can be huge not to mention the potential negative impact on the overall morale of the employees and their productivity. Having the firm by your side will give you the peace of mind thus giving you time to concentrate on tasks that need your immediate attention. in knowing that the best possible candidates are being identified, vetted and presented.

The Unspoken Cost Of Outplacement

As we know that the main objective of outplacement is to reduce the number of employees working in the payroll of an organization. However, with so many companies offering, outplacement services, it is being sold as employee packages to the companies. The cost of outplacement is dependent upon a number of factors based on the specific needs of the organization and the professional level of the employee impacted by outplacement.

The cost of outplacement varies from employee to employee. But it is the responsibility of the organization to take care of the employees who have been loyal to them and helped them achieve the success in the business and above all, are losing the job for no fault of their own. However, there is no law that requires the employer to help the laid off professionals get into new jobs, but, it is a right thing to do. Still, a large number of organisations abstain from giving outplacement service to their laid-off employees.

There are evidences which prove that the cost of not offering career transition services or services for outplacement is quite high in comparison to paying for a well-designed outplacement package.

Here are some of the unspoken but proven cost outplacement brings with it:

·         Negative Laid Off Employee Sentiment

Since the Earth is round, the laid off employees are going to become your customers, stakeholders, business partner or even competitors one day. They may even end up joining your organization again in a different capacity, for instance, as consultants offering board advisory services. So, they can bring a huge damage to the company’s brand at a later stage because of the disrespect and ill treatment given to them at the time of layoff.

·         Financial Cost

Future employment also cost and the companies are required to consider this immediate cost which arises as a consequence of the showing the door to the existing employees. Also, when the lay-offs are not handled in a proper manner without any training to the managers in terms of delivering lay off notifications, the law suits by employees can cost the company of its two valuable assets i.e. time and money. Apart from the financial impact, it also brings with it negative publicity, leading to doubt on company’s integration further impacting the future income.

·         Cost Of Low Employee Engagement And Low Productivity

Not offering the outplacement opportunities not only impacts the employees who have departed, but also, the employers who are currently working on your payroll. It greatly impacts the productivity and engagement of the remaining staff members. It emotionally impacts them as watching your people, your friends being laid off without proper assurance for the future can be highly traumatic. Thus, the treatment of the organization to the laid off employees make the remaining employee feel insecure about their current and future position in the organization. In a sense, it leads to harbouring of negative feelings about the organization in the mind of employees who are staying in the organization.

Cornerstone, A Bag Full Of Talent

For a company to excel, it is not just the vision of its talented board members, but also the synergy and the work of its every department and their team is equally important. And well, gone are the days where employees sign up for one 9-5 job for a lifetime. Moreover, with the growing age of startups and multi national.companies, today, the mindset of an employee is way different and offbeat than it was earlier. Today, there are multiple opportunities lined up for the employee, hence in order to maintain company loyalty and to also make the employee and the recruiters happy is a task. And thus, hiring the right candidate for the specific role and giving him the responsibility of working on an essential project is a pressure every board and HR goes to.

And while sometimes the company hires or has their in house human resources team, they often fail to connect with the right employee purely because they look at the overall skill of the candidate and how he or she can fulfill an overall designated role. But what makes executive search firms more credential for this role is because they intend to study the crux of the requirement of individual project and performance expected from the head team and later analysis the skills of the employee and appoint and assign them accordingly. 

Executive search firms like Cornerstone are known to serve customized HR service to deliver long lasting performance growth for the company. And when this happens, the stress of doubting and the pressure on the employees' performance by the board vanishes and the focus is mainly on the growth. This saves up efforts, time, money and moreover offers confident results. 

Apart from just hiring the right candidate, it is also essential for a company to keep the employees satisfied because with multiple job opportunities the frequency of job hoping has raised and it has an adverse effect on the company. It becomes taxing for a company to hire new set of people and appoint them with projects where the boards are skeptical about their performance. But when top executive search firms take this task in hand, they ensure and pick individuals who align with the company goals for long term. And this is done by their expert eye for identifying and understanding the candidates. 

Executive search firms in India mainly aim to look out for people who share the same values, short term goals and long term goals as the company. It is their expertise that ensure to communicate the need of the company and pick the same sort of employees. And this is a rare sight where HR services with new talents who synced with the company are provided and that this what makes cornerstone different from others.

Common Challenges Faced By Recruitment Agencies Across India

The growing dependence of companies on recruitment agencies for finding and hiring top talent has resulted in the phenomenal growth of this sector. However, while much is said and written about the huge revenue earned by companies operating within this niche,not much is known about the challenges they face. In fact, it is quite common for executive search firms in Mumbai to be forced to deal with unprofessional and arrogant clients on a regular basis. In fact, the way companies approach recruiters in India in modern times is really worrisome. With most organizations having a knee jerk reaction to fulfilling a vacancy, learning about some common challenges faced by recruitment agencies in India.

Unclear Job Specifications

Many times hiring organizations choose to recruit candidates in rush to meet unrealistic deadlines. However, rather than supporting the executive search firms in Gurgaon by providing accurate job specifications, the companies expect such firms to simply understand their needs. In addition, they expect the firms to provide them with a list of the most suitable candidates without any delays. This often results in the recruitment agencies sending candidates based on their assumption of them being most suitable for the job.  This can impact the quality of the candidates besides putting the credibility of the recruitment firms under question.

Unnecessary Delays In Making Hiring Decisions

The final hiring decision is almost always taken by the top management executives of client organizations. It is not uncommon for these executives to put a really good candidate on hold simply because they have met only a couple of people. By the time they make the decision of hiring the candidates, they are almost always recruited by another organization. In fact, they often pass the blame of having lost a great candidate on the executive search firms in Bangalore that introduced the candidates to them in the first place.

Minimal Initiative At Candidate Interaction

Hiring organizations feel that it is the responsibility of their recruitment partners to build a rapport with prospective candidates. Such organizations also believe that the executive search firms in Delhi they work with should be able to convince the candidates about the company and the scope it offers. They tend to overlook the fact that most candidates will assess the organization based on their personal interaction with the company representatives. The recruitment firms can do only so much to convince the candidates to stay engaged until the last phase of the recruitment process. Once that stage is reached, the decision of the candidate to take up or decline a job offer depends on the company representatives.