Offshore Recruitment Services: Best Practices
As with any new venture, the success of an offshore recruitment partnership is best attained by the full and thoughtful participation of all stakeholders. Our years of experience suggest following these steps to best achieve your offshore recruitment goals.
When Offshore Recruitment Services are utilized to support VMS customers the first best practice is to recognize that the business model needs to be different. Your internal support structure, the roles and responsibilities of the staff, compensation, business processes/metrics and performance expectations are all different from your retail business.
Determine your desired ROI before you start
To be a viable business model, offshore recruitment must produce a measurable return on your investment. In recruitment, ROI targets are fairly easy to identify. Examples include making a specific placement, delaying or reducing internal hiring, or handing off important but not critical recruitment functions to your IMS People team. You will find that your existing recruiters become more productive, that expenditures on other forms of recruitment are reduced and that your ability to quickly launch a new service is increased.
Determine and Utilize Metrics
At the outset of the engagement, determine with your recruitment partner how to measure progress and success. Agree upon what activities will be tracked and by whom, and clarify in what manner and with what frequency reporting data will be generated and delivered.
View your Offshore Partner as a remote or satellite office, “seamless”
To ensure that the Offshore Partnership is a success, you must view it as your remote or satellite office. Ensure that their processes mirror your internal processes; they receive regular feedback as your internal recruiters would and the communication channel is established such that they are a part of your team. The only difference would be that the team would be working remotely.
Start with a suitable pilot project
The initial project should focus on an area that is visible and important, but not immediately critical, meaning not your most challenging account or most difficult job orders. Ideal pilots include retaining the offshore recruiter to support your VMS clients, handle existing database regeneration, populate your data base with new, qualified candidates, support your business expansion or recruit for hard-to-fill positions by supporting your existing recruiters. In a short period of time, the pilot can expand to play a larger and more critical role in your overall recruiting strategy. If you choose wisely, your cost savings can be up to 50%.
Select a senior internal champion
Not only do you want to select the right offshore recruitment partner, but you also want to assign responsibility for overseeing the project from your side to a senior-level employee within your organization who is vested in the project’s success.
Clear and consistent communication between the parties greatly enhances realization of your expectations. By utilizing the right people and maintaining clear, candid and timely communication, you should expect to see positive returns in 60 to 90 days from launch. Internal communication that explains why you are undertaking this pilot and how it will benefit the company and the existing staff is very important.
By choosing the right offshore recruitment partner, you can develop a long-term, trusted resource that serves as an extension of your existing workforce. The flexibility of the offshore team means they can quickly move between your projects or provide recruitment services on demand while your domestic team focuses on its highest-level skills and priorities.
In most cases it will take time (60- 90 days) to realize incremental revenue from your offshore recruiting support. An upfront investment in the creation of business processes, training and a communication routine is necessary. Your initial success may be in producing more viable candidates for future assignments. It may be your ability to cover more orders from your MSP clients. The payoff will come to those clients who have the patience to adhere to the “best practices”. Their lower cost offshore recruiting strategy will be rewarded with more qualified, interested and available candidates to fill orders more quickly.