5 Benefits of Using Recruitment Agency Services For Businesses

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StrategyDriven Talent Management Article |Recruitment Agencies|5 Benefits of Using Recruitment Agency Services For BusinessesEmployees are a business’ biggest resource – they help you plan out processes, make sales, perform the function of marketing, handle finances, and whatnot. Essentially, anything that needs to get done is handled by your employees – they are your team, your support system and your biggest assets.

Handling human resources is a very crucial task that requires special attention and a lot of monetary resources – whether it be hiring, training, managing payroll or running internship programs, human resources are a crucial function of a business that can only be handled by experienced professionals.

Especially when it comes to recruitment, we actively see a disparity between graduates complaining about not getting jobs and employers complaining about the poor quality of professionals.
Companies that specialize in recruitment, also known as recruitment agencies, bridge this gap between job seekers and companies looking for employees.

If you are a small business and are looking to hire top quality talent to make your company rise to new levels of success, you should opt for the services of a recruitment agency. Listed below are five benefits of using a recruitment agency for any business:

1. Recruitment agencies help you identify talent

Recruitment agencies help you identify top talent and act as an intermediary between talented individuals and companies that are looking for talent. Depending upon your requirements as a company, recruitment agencies help you find the individual that fits right into your dictated fields by using their well established network.

2. Recruitment agencies help you negotiate salaries

Due to their extensive clout, recruitment agencies have access to all sorts of graduates and seasoned professionals, they have a high bargaining power in terms of deciding packages for your potential employees. If you require an experienced professional but are limited in terms of the package you can afford to pay them, a recruitment agency would be able to find you the ideal candidate based on your benchmarked pay scale. They act as two way negotiators and also address concerns from your potential employees, something that the employee themselves wouldn’t feel comfortable doing.

3. Recruitment agencies conduct interviews on your behalf

Recruitment agencies help minimize the time, money and effort you would have to spend in the recruitment process and do almost all the steps of the recruitment process for you. This also includes conducting interviews and performing background checks of potential employees. Interviews specifically consume a lot of company resources in which you have to invite, schedule, conduct and report the events of the interviews. Recruitment agencies specialize in such endeavors and hence are able to get everything done quicker.

4. Recruitment agencies help you understand industry trends

Since recruitment agencies have a lot of expertise and they literally spend all day hiring and recruiting, they are very well aware of all the intricacies and requirements of the recruitment process. They are fully aware of industry trends, new designations, employment technology and have significant industry expertise to help and guide you in the recruitment process. If you are a new company with no idea, recruitment agencies can actually help you plan out the number and intricacies of the team you would need to build.

Recruitment agencies are a great resource for big and small businesses both – they are specialized in all aspects of the hiring process, are aware of the required certifications, skill sets and academic backgrounds that exist and what not. If you are new to hiring, recruitment agencies can truly represent to be the encyclopedia of human resources for you, and can even give you consultancy if need be. Businesses, irrespective of the scale of their operations and the industry they operate in can make use of the services of a recruitment agency.

HR Management Can Help Develop Your Team

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StrategyDriven Talent Management Article |HR Management|HR Management Can Help Develop Your TeamHuman resource management requires a wide range of qualities such as: leadership, proper time management, ability to motivate employees and assertiveness. In this section you will find a variety of tools that will help you upgrade your recruitment system, human resource management, management team development, tips and skills.

The perception of the role of the manager today is completely different from what existed 30 years ago. The variety of capabilities and multi-tasking that the manager is required to perform, leaves them very little free time to actually manage their employees. In the form of management today, is the manager first and foremost a leader? New employee recruitment processes and new job training processes are due to the Achilles heel of many organizations and small businesses. How to train employees? The answers in the article in front of you. It all begins with good training. Work training is vital to ensure that everyone is working to their potential.

The issue of productivity and the work of interfaces often arises in work in medium and large organizations. We lose valuable work time and build ineffective processes. Through proper work and a method of building processes it is possible to significantly upgrade the efficiency in any organization and save time and money.

Assimilation of procedures and processes in a focused management

Processes, efficiency, proper time management and tasks are among the four most common things most organizations today talk about. Often, we talk a lot about these issues, but do not carry out a deep and rooted process for deepening method and language in the organization.

An excellent recruitment strategy requires the use of your entire team as well as some aspects that you may not always anticipate. To help build the process, we have some tips to help you attract the best talent. After all, who does not want a large amount of inquiries on their site, constant phone calls from customers, new project management, new tasks and other profit channels for the business.

Many articles have been written about the status of management as a profession. Academic discussions, workshops and professional philosophical discourse on the subject have existed for decades. Despite this, as of today (and probably for years to come), there is no compulsory course or professional training in order to become a manager or improve management skills. So are you a manager looking to employ new staff? Like an electrician, an accountant, an engineer and a lawyer, a manager is also a profession and like any other profession, in order to perform it optimally it is important to learn and also to experience the work they are in; which is how training can maximize their skill. However, employing the worker is the first step.

Getting a new team together

Sometimes the simplest strategies are the best: recruit the most amazing people you know, make sure to keep them regularly happy, encourage them to bring in their most talented friends, make sure to provide great experience to each candidate and repeat this process regularly until your employees become recruiters. When you get to a point where you can not repeat this process, you have probably started developing a dedicated in-house recruitment team. If their experience with your organization is particularly positive, even non-accepted candidates still serve as recommenders for your organization. Poor candidate experience will usually leave a sour taste, not only for the candidate who came for the interview, but also for the employee who made the referral. It does not matter how much the organization pays, or how big projects the organization has, if you fail to treat candidates with the same appreciation you would provide to a veteran employee, you are doing a poor service to the organization. I’ve added a quick list of topics to make sure your candidate’s experience is on track. It is advisable to make a neat list for the recruitment process. Let’s not forget that you want to attract the very best people to your company. You can’t do this if you appear incompetent, incapable and inefficient.

How to interview potential employees: Freestyle interviewers versus template interviewers

We have all encountered one or two freestyle interviewers in our lives. Those who do not work with a page or a set of ready-made questions. They are usually big refusers of the pattern and their ability to feel and feel the candidate will determine whether they will be accepted or not. The questions do not repeat themselves and sometimes it is also not clear what they are asking.

How is an interview from intuition and gut feeling a rational and process interview? Very simple, because what those people call a gut feeling or intuition is an analytical process. How is this possible? The same gut feeling or intuition works in such a way that when we see a certain behaviour. We go back in time and identify patterns of identical behaviour, connect the same patterns in people and situations we have encountered in the past and draw a completely statistical conclusion which predicts the future behaviour of the candidate. If those interviewers who rely on feeling actually perform a thought and analysis process then where is the problem? Why are they not interviewing well enough? For several reasons and the main one is that they conclude how someone will behave in complex situations at work based on their behaviour in an unnatural situation which is a job interview. I will expand on the problems with the ability to draw conclusions in this way later.

In stark contrast to freestyle interviewers, the template people leave nothing to chance. The questions are ready in advance. Each answer indicates a character trait or behaviour of the candidate and there is almost nothing left that is prone to interpretation. Everything is clear and it is possible to know everything about the candidate before getting him a job, the people in the template say (and are wrong). Those who come to the interview with all the questions prepared in advance often find the best outcomes, for the business and its future.

Talent Acquisition In Crisis – How BPM Can Ease The Recruitment Process

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StrategyDriven Talent Management Article |Recruitment Process|Talent Acquisition In Crisis_ How BPM Can Ease The Recruitment ProcessRecruitment has always been one of the more problematic aspects of a business. On the one hand, it’s not one of a company’s primary functions, and therefore often gets pushed to the back of the tasks priority queue. On the other hand, it is vitally important for a business’ continued existence, as both expanding and compensating for turnover necessitate the acquisition of new talent.

2020 has put recruiters in an awkward position. With so many companies going under, unemployment reaching record levels, one would expect that a recruiter’s job would be easier. After all, the larger potential applicant pool should increase the possibility to gain access to heretofore unavailable high-quality workers.

While that may be the case in theory, the situation on the ground is it’s never that simple.

Workers becoming unavailable for unknown amounts of time at a moment’s notice is an ever-present danger to companies in these times of crisis. This state of events pretty much means that companies can’t afford to halt or wind down their recruitment and networking efforts – but they now need to do that on a tighter budget because they are also likely suffering the repercussions of the current crisis.

In order to make this possible, companies need to streamline and optimize their business process as much as possible. BPM software is uniquely positioned to help companies do that in a variety of ways.

Be a Good Company

The first step toward making your recruitment easier is making sure your company is appealing to work at.

Being commercially successful is helpful in this regard, but not necessarily enough to attract employees. Suppose your success is achieved through exploitative practices or toxic company culture, turnover rates will be horrendous, and you will create a bad image of the company sooner rather than later.

Conversely, if you implement good business practices, such as openness, transparency, honesty, effective communications, responsibility, initiative, etc., you will boost both productivity and employee satisfaction.

Naturally, every individual business will have to figure out how to do this on their own and judge which good corporate practices are right for their unique situation. However, regardless of your scale or craft, employing a BPM solution can help you implement those practices, and thus improve your business and make your company a more welcoming and preferable place.

Update Your Hiring Practices

Updating your hiring practices to accommodate the new normal is a must if you want to improve your recruitment process.

The current set of crises may well require serious evaluation of your preferences regarding new employee qualifications. If you’re hiring remote workers, you might want to prioritize those with sound technical, time management, and communication skills. Furthermore, online interviews and recruitment, in general, are fast becoming the norm rather than the exception – so you may want to account for that as well.

Reimagining is already an arduous business process – but it is more manageable if you have the right communication tools to do the job. A good BPM solution does wonders when it comes to this sort of thing and can be invaluable in various other situations when business processes need to be updated or even reimagined in their entirety.

Whether you need to figure out how to reduce the number of decision makers, skip unnecessary steps or just organize communications better, a BPM solution can be a great help to you.

Look for In-house Solutions to Your Recruitment Issues

Companies need to keep in mind the fact that they don’t always need a new hire to fill out newly emergent or freshly vacated positions. If you examine your organization and business processes carefully, you may well find that a current employee is already qualified for the job and can just be re-hired at a new position.

This is especially useful if the vacant spot requires a particular set of skills that are hard to acquire, or if the new job requires the worker to hit the ground running. If you can manage to hire someone from your own company to fill that role, at least you’ll spare yourself the bother of having to train them from step one, and they’ll already be familiar with company culture and practices.

Failing that, another great way to make your recruiters’ jobs a lot easier is to get other employees involved as well. Incentivizing workers to recommend suitable candidates for vacant positions should not be underestimated because it has proved to be a viable method for finding new talent.

While a BPM software is not the only way to go about performing the previously discussed steps, it speeds up discussions and promotes transparency, which smooths out any bumps in communication. Communication, in turn, is key to putting the above mentioned efficient practices into action, which is why BPM is invaluable when it comes to recruitment.

Make Sure Everyone is on the Same Page

Devising and introducing new practices when it comes to recruitment on paper is one thing. Making sure that everyone who’s involved in the process in any capacity is committed to following those practices and up to snuff is another.

Clarifying essential details, both when it comes to policy and to logistics and organizational issues, is crucial for recruitment. Failure to do so may result in delays that discourage prospective employees and lose the company valuable human resources that could have proved invaluable for the business.

The fact is that in times of high unemployment, people looking for a job can grow desperate very quickly. Even if they aren’t strapped for cash at the moment, the overall mindset in a crisis is that you can’t afford to wait around for unreasonable amounts of time for an interview. Competition is fierce, after all.

This is why companies need to be as expeditious and decisive as possible when making assessments and scheduling interviews, which makes effective communication between HR and management crucial. Implementing a good BPM solution can go a long way towards helping you with that, as it speeds up the back and forth between departments or teams dramatically.

About the Author

Mariela Kashukeeva is a Marketing Executive at SaaS BPM, a productivity process management system solution designed to manage the recurring activities of teams and entire organizations. With over 2-year experience in SEO, she is responsible for establishing collaboration opportunities with high-authority websites and creating amazing content.

Florida criminal record check: Decoding the Legal Rights!

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StrategyDriven Talent Management Article |Criminal Record Check|Florida criminal record check: Decoding the Legal Rights!‘You lose nothing in proving your innocence. However, you may lose trust and confidence by not!’

According to the Florida Department of Law Enforcement (FDLE), in 2018, there were more than 80,000 violent crimes and approximately 485,000 property crime cases in the state. With such a high crime rate, it is not surprising that various people, especially employers, are demanding a criminal record check.

However, not many people are aware that they can quickly get access to the information of any person from the FDLE. All you have to do is request the information you need from the Division of Criminal Justice Information Services (CJIS) and pay the required fees. [ Section 943.053, F.S. ]

Needless to say, it is a commendable service provided by the FDLE to the public seeking crucial information.

But, we can’t ignore that laws can get complicated, particularly those related to crime. Generally, numerous questions surround the rules, and it is not easy to get the answer to each one of those questions. You require plenty of time and dedication to learn everything efficiently, which you might not have.

That’s why we have gathered some essential questions and provided their answers in simplified language. Are you ready to learn? Let’s get started!

Criminal record check and a background check: Are They Similar?

Let us begin with the basics. Do you think criminal record investigation and background checks are the same thing? If yes, then we would like to correct you. Both of these terms are different. However, just like you, several other people also use these terms interchangeably.

Confusing? Wait, let us clear your cloud of confusion!

To check someone’s background (which generally a company does before recruiting any person) means checking their credit history, driver record, or asking their previous employer and neighbor about them. In simple terms, collecting general information.

Perhaps, let’s talk about the criminal record check. It means investigating if the person has committed a crime, whether or not he/she has ever been arrested or if they have been involved in fraudulent activity of any kind. Basically, investigating every police record.

Also, keep in mind that it is a part of the background check and not the background check itself.

What does it include?

As per the Florida laws, there are two levels of investigation:

Level 1: It includes state records, i.e., local criminal history. It is based on the offender’s name and may also have a national sex offender registry or employment history.

Level 2: It includes the national records, i.e., based on the fingerprint and FBI (Federal Bureau of Investigation). Moreover, according to section 435.04 F.S., it is mandatory to perform a fingerprint background check on the employees for every company.

Requirements for state history record check and national history record check
Now that you know about availing information from FDLE let us brief you about the requirements.

For state check: To get the information, you need to submit the person’s name request and fingerprint card. Bear in mind that you need to add a return address, the name of the person you want to get information about, age, race, sex, and social security number (if possible). You can submit the request using online mode and by paying the fees.

For national check: As per the law:

  • Only a government organization can get the receipt of history.
  • You need to sign the user agreement (meaning you comply with the FBI’s said terms and conditions).
  • Need to process the fingerprints from the state repository before requesting national records.
  • Need to submit specific documents and licenses as requested.

Who is allowed to request a criminal history check?

No other entity except the government can request for national history record investigation. On the other hand, for state history records, companies (both public and private) and citizens have the right to request information. To be specific, it includes:

  • Convenience store/ grocery store
  • Employees
  • Taxi drivers
  • Any organization employing a person for the care of children, elders, or disabled (as per the provision of the National Child Protection Act).

Why does the employer ask for a background check?

For every business owner, it is crucial that every person working for him/her feel protected. But how will you ensure the protection of your employees? One of the ways is by getting a background check. It will ensure that there are no threats in the organization due to any person.

Besides, the state laws also make it mandatory for every organization to get a background check before hiring any new person.

How can you seal and expunge your criminal record?

But, what if you had a criminal record in the past? Even if it were a false accusation, it would be in your record for the rest of your life. That’s why the experts at https://www.fighterlaw.com/practice-areas/criminal-defense/record-sealing-and-expunging/ recommend sealing and expunging your record when you can. However, first, you have to make sure that you qualify for the sealing.

If you qualify, you need to provide the court’s certificate of eligibility while applying for the petition. You can get the certificate from the FDLE, and it will be valid for one year only. Once the judge approves your petition, your record will be sealed or expunged.

What charges cannot be sealed or expunged?

That’s right! Not every offense can be sealed or expunged. You must be wondering what these offenses are? Well, these are as follows:

  • Child abuse
  • Manslaughter (homicide)
  • Robbery/ Home invasion
  • Domestic violence
  • Arson (setting the property on fire)

These are punishable offenses, and it is crucial for any person with such allegations to stay far away from their loved ones.

What is the difference between a sealed record and an expunged record?

Generally, both of these terms are used to imply the deletion of the records. However, there is a significant difference between the two. To expunge a record means criminal charges are entirely deleted, both legally and physically. On the other side, to seal a record means that it will exist in the legal document and is accessible to the court.

Conclusion

Laws are complicated and need a lot of time. That’s why many people avoid getting into the details. But how can one forget that law is for our protection, and it is vital to understand them? Hence, to help you get familiar with Florida criminal law, we answer the most significant questions. So that you know what to do if you ever face any situation related to violating the laws.

Company Benefits That Every Skilled Employee Will Look For

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StrategyDriven Talent Management Article |Employee Benefits|Employee Benefits That Every Booming Business NeedsIn the workforce, it is not just the employee who has to compete for a job position. Companies should also have the mindset that they are competing for a limited number of skilled individuals. As such, they need to give themselves an edge over others by offering desirable corporate benefits.

A skilled employee that knows their worth will surely jump to the employer that will give them a better future. If you want to make sure that you don’t lose talent, make sure that you are open to offering these corporate benefits.

Health Insurance

In 2019, the number of Americans that do not have health insurance was roughly 25.5 million people, and that number apparently grew by 1.9 million by the end of last year. An alarming number of people don’t have coverage so despite being something so basic, it can be highly valuable to employees.

Health coverage is not just something to attract new talent, but it also helps existing staff to increase their overall productivity. This protects them from injury or sickness that can hinder their performance. Medical care can be quite expensive for a lot of people. One accident can put a person in incredible amounts of debt without insurance.

As an employer, you can also benefit from this, especially if you are a small business. They are able to offset some of the costs of healthcare by getting tax deductions.

Dental Coverage

Unfortunately, dental is often not included in health insurance. That is why most would get it separately. In some cases, dental care can be expensive, and it’s not something that can be easily ignored. Ideally, people need to get their teeth cleaned every six months. While most can afford that, the real problem is when procedures have to be done. Root canal and teeth removal can be almost like taking a minor surgery.

Additional dental coverage can be seen as a huge benefit for many employees. That, along with vision insurance, are one of the most in-demand benefits. Studies from Harvard even showed that 54 percent of people heavily consider the availability of these types of benefits when considering jobs.

Retirement Contributions

The best workers are those that are career-driven and look to the future, whether it is related to work or personal matters. Many people want to be financially secured in the future, which is why they diligently contribute to their 401k and other similar plans.

While companies are not required to offer retirement plans, this can be a huge benefit that can help retain employees. The existence of a plan such as this will make them feel more secure for their future. Employees who don’t have them will feel more anxious about their finances and would likely switch jobs as soon as something good comes up.

Paid Vacations

Long gone are the days where people believe that working long hours is the way to live. The younger generation highly values their work-life balance, and companies need to adapt to this. Having paid vacations is a big asset for employees, and those that don’t offer this will lose to those that do.

Unlike the previously mentioned examples, vacation leaves are actually the more cost-efficient benefits that a company can handle. A lot of traditional businessmen believe that time not working is time wasted, but that is far from the truth. In fact, an employee that had ample amount of time to rest and recoup becomes more motivated and productive in the long run.

Student Loan Assistance

The total amount of student debt in the United States reached 1.6 trillion last year. Most individuals, regardless of age, have some form of student debt that needs to be paid. Some even reach up to their 30s and 40s and still have student loan debt. If given the chance to pay it off in a more convenient way is available, that will surely be a good deal for them.

As a result, there are companies today that offer the option to directly pay off the loan as one of their benefits. They will not pay the full amount right away, naturally. What they will do is pay a certain amount every month, which is separate from the income they are receiving. The employees themselves can also continue to make their own separate payments.

This is an extremely valuable benefit as financial stress can have an income on employee performance and turnover. Individuals who have a lot of debt are often the ones with highly sought-after credentials, such as university degrees. It can be a way to attract these talents as well as encourage those already working to stay in the company.