With the gig economy on rise, companies increasingly have contractual and temporary positions to hire candidates. In simple terms, ‘Temporary to hire’ is a term used for provisional job positions, where a candidate is hired on a temporary basis mainly via temporary staffing agencies.

Such temporary positions are beneficial for both companies and candidates. Where companies can decide whether a person is fit for full time role, candidates get to work on new projects.

Let’s look at 3 chief benefits of temporary to hire positions:

1. Shoulder increased workload

Temporary to hire positions arises when companies have an urgent opening because of new projects or need more staff anytime during the year. Temporary staff bring in their own skills and talent, and usually cost less than full time employees. So, if a company has an increased need of staff, hiring temporary candidates is the best fit to save time and cost.

2. Potential candidates for full time role:

Companies need to invest a lot of time and energy to find full time employees who not only match the company culture but also contribute with their skills and expertise. For healthcare recruiting companies hiring a candidate in a temporary position is a great way to assess their skills. Employing them for a 3 to 6 months role helps the company decide whether a candidate is good for future or not.

3. Candidates with a varied set of skills

It is noted that best performers often take up temp-to-hire openings to expand their skills. When temporary staffing agencies recruit such candidates for their clients, they are getting the better end of the deal. You can be assured that such candidates with varied set of skills will stepin during the time of crisis and bail you out.

Temporary to hire positions are a win-win for both companies and employees and provide ample time for both to for foresee a future together.

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The buzz in New York is the much-hyped tax-reform proposed by Donald Trump will benefit the already wealthy more than any other group. A majority of Americans, however, believe the tax cut sold as ‘rocket-fuel’ will be any good for job creation.

So what does the tax has to do with the creation of more jobs? The ones living in ivory towers have their needs met and most of their wants. So it doesn’t really matter even if you decrease their taxes to Nil, they are most unlikely to hire for more. Therefore, effectively the money will be unspent. Now if we were to tax these corporations, you could use the money on various projects the country needs. More demand would result in more products being sold thus resulting in more profits leading to a lookout for more employees. According to 1,290 surveys done, people who own small businesses do think they will be the biggest winners.

AS Warren Buffet once famously said, “I have yet to see” anyone “shy away from a sensible investment because of the tax rate on the potential gain”, so what this implies is a one-time increase in stock prices but with no impact on employment or operations. In other words a serious growth projection, competitiveness and job creation, one should look beyond tax-cuts. Public sector investments coupled with business infrastructure up-gradation are the backbone of any strong economy.

So here is the list of proposed winners and losers from the Republican tax bill:

Winners:

• Donald Trump
• Individual Tax Payers-Short Term
• Most-Middle Class Tax-Payers

Losers:

• Individual Tax Payers-Long-Term
• Fiscal Conservatism
• The Blue States
• Tax Accountants
• Obamacare Marketplaces

 It’s still an open question as to the real impact of the bill is concerned. Either way, it’s likely that most people are set to loose with the proposed tax cut.

For questions/opinions and feedbacks do visit: http://www.glocalrpo.com

Sources: VOX, Survey Monkey, CNBC

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Considering millennials as the largest generation in the American workforce, its necessary to find ways to nail the corporate culture since today’s corporate teams are mostly made up of millennials. And yes, this isn’t the first time we are writing about millennials and certainly not the last time. This is one bone of contention that most of our clients engage us on how to retain and manage millennials.

So what can a company do to encourage millennials to cling on? The millenary wants a strong culture where a company’s values and visions are clearly demonstrated and the work environment is fun. We have cumulated a list of To-Do’s to make your company’s culture a good fit with the millennials, and a lot of the fixes are easy and practical:

Ways to Nail Corporate Culture

1.Give them purposeful work that ties to a larger goal:

Engaging in meaningful work is the foremost priority of millennials. JD is what entices the workforce so it’s important to take a hard look at the job description, process-oriented work is most likely to gain attention for a long time.  Money isn’t the only thing driving force rather the work has to be meaningful. It is imperative for organizations to make sure to tie their job into the big picture and help the company fulfill its goals.

2.Guidance and Opportunities for Career Development:

Millennials prefer bosses or managers who can coach them, guide them and at the same time give them trust and freedom to work on their own. This requires clear and disciplined communication, a mix of educational and motivational steps and apt mentorship. Robust skills set system allowing employees to get certified and attain a pay hike accordingly.

3.Socializing:

Another way to retain millennials is promoting socialization. There is a payoff here for the company too as this helps managers learn more about the employees’ and get acquaintance with new ideas and tech knowledge and gain a new perspective.

4.Work Flexibility & Supplying the right Benefits:

Advance a culture that promotes work-life balance (the norm these days) as the young generation respond positively to work flexibility. Thanks to the gig economy, the conventional 9-5 work is no longer the norm. It also encourages creativity and innovation.

To sum up, have an open door policy (sounds cliché but hardly practiced) which gives employees a sense of inclusiveness. Also, organizations need to look beyond the ‘millennial’ reputation as job hoppers and focus more on their potential.

Glocal is a leading Offshore Recruitment Process Outsourcing (ORPO) firm with offices in USA and India. We are the winning ORPO ammunition every RPO needs. Here’s more about us: http://www.glocalrpo.com

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A combination of a variety of employees on different contracts is referred to as blended workforce models thus encouraging diversity and inclusivity. A blended workforce environment also provides privileges in case the business environment sours.

For a secured future talent management system, it is imperative for organizations to work beyond the purview of the enterprise wall. With the gig economy on the rise, the advent of the blended workforce models is the workforce for the future. With the onslaught of last recession giving rise to freelancer economy, millennials today choose freedom and flexibility that goes well with conventional employment.

That said in the future, business success will pin on workers who aren’t employees. The extended or the blended workforce is becoming a norm fast and its efforts are becoming essential to organizations’ competitive success.

Rewards for a Blended Workforce Models 

• Diversity and Innovation

As each individual brings a unique mindset, the blended workforce brings in diversity and inclusivity. This type of a culture allows innovation and creativity, anchored by sobriety and a solid reputation. There are a growing number of people who temporarily lend their expertise to companies forming a new supply chain of talent.

• Scalable operations

A blended workforce offers businesses to scale up at the same time scale down as and when required. This allows organizations’ to acquire what they need for just as long as they need.

• Flexibility

By allowing organizations more breathing room in finding the right candidate, contract workers are more useful than traditional workers as they reduce overhead and operating costs.

Reports and economists suggest the blended workforce will continue to increase as part of a long-term trend.

To dig into the Rising Tide of the Just-In-Time Worker, add Glocal RPO to your portfolio. We remain ready to serve you round the clock. Got a query or clarification? Call: +1 646 705 0202

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What’s the difference and why it Matters?

Here are some facts!

With social media making continuous advancements in acquiring new talents, there is a lot of ambiguity in regards to ‘recruiters’ and ‘sourcers’. Although the role of a sourcer is much like a recruiter, however, sourcing is done as an integral early part of the entire recruitment process.

The Role of the Sourcer

In general terms, a sourcer is a hunter. In fact a sourcer most times overlays the recruiter. He not only creates interest and drives potential candidates to organizations but also acts as a research agent. The real difference is depth, depth of conversion and depth of knowledge about specific roles in companies. Thus sourcers are indispensable to the recruiting process.

The Role of the Recruiter

The main area of a recruiter does not include fiercely searching for candidates. It revolves around consulting internally with hiring managers, leading interviews, managing offers, job descriptions, and onboarding new hires. A recruiter thus manages relationships, mentor the candidates and the human resource managers with screening, selection and hiring process.

Collaboration is the key

In today’s tug of the talent war, it is imperative for recruiters and sourcers to work in tandem to hire and retain top talent for any organization. A strong association between the two ensures a company’s healthy talent pipeline.

Glocal RPO is an offshore recruiting firm with offices in USA and India facilitating professionally managed virtual recruiters adhering to quality and fast delivery. We boost your recruiting productivity at profound costs while letting you focus on core competencies.

Get Glocal RPO on board: Phone: +1 646 705 0202. Email: info@glocalrpo.com

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As per a recently published report, 59% of companies are looking to invest more in their employer brand than in the year 2016. Today it’s a thrust of global talent strategy. Adopting a holistic approach to the entire candidate lifecycle is critical to any company’s success.

If you are one of those company invariably filling vacant positions left by your employees, it’s time to figure out why so many people are constantly leaving. Need help in retaining top talents? Here are five perks your employees are looking for which is the key in retaining major team members:

1. Employee Advancement Potential – Every employee wants a company that is willing to open new doors of opportunity. Enabling employee’s advancement signifies commitment.
2. Flexible Working Arrangements – Nine to five jobs are a thing of the past. The millennials want to work for an organization that offers flexibility. This has today become a ‘must have’ for new age companies.
3. Invest in Growth and Development – Every individual desire to have their leader’s assurance of the advancement of their skill sets to stay ahead of the curve. It is vital their growth and development remain on track.
4. Valued and Respected – An open door policy allowing employees to share their feedbacks without running the risk of being judged and wrongly perceived. Unconscious bias is counterproductive for any organization.
5. Benefit Packages – A comprehensive employee benefits package, including healthcare, retirement savings and more works well in influencing best talents across sectors.

An honest investment that emulates a long-term commitment in an employee’s future is the best way to retain top talents.

Need advice on how to attract/retain best talent stay for a long-haul? Contact Glocal’s dedicated virtual teams helping companies recruit talent globally.

Reach Out – +1 425 818 0748, Email: info@glocalrpo.com

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Revenue generation or generating new leads is the quintessence of a dynamic business entity. This is where Glocal’s virtual offshore business development managers come into play. With a complete know-how of international business development, we help you explore and expand your business in the right direction. Glocal will not only help your business survive tough times, we also give your business an extensive edge – one that’s indispensable for smart and fast growth.

What you can expect from us:

• Grow smart: Neutralizing high costs involved in hiring new resources.
• Save big: No huge investment needed for expansion.
• Hassle free – Expand to new markets and geographies without sweating it.
• Instant activation – Venture into business development right away without any delay.

The decision to venture into new businesses can be an extremely difficult process and the services offered by Glocal are custom-crafted to work across a range of businesses and industries.

Following are the few key points to keep in mind before scaling up:

1. Target Market
2. Customer Profile
3. Demographics
4. Market analysis

A systematic approach is the best way to ensure boost of your business potential development power. A dedicated and expert business development team clued in your needs to help meet your demands better –

• Understanding who you are going to work with.
• Selecting right resources to fit into your company’s core values.
• A dedicated team of experts.
• Complete control in terms of selection and process.

Planning and achieving market growth needs fundamental marketing activities and techniques. We help you move ahead and trump your competitors by planning and implementing an expansion strategy before the market declines.

Want a boost in your business potential? Get virtual offshore dedicated business development managers NOW!

Email: info@glocalrpo.com , Call: +91 11 46140625

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The process breakdown structure (From RPO recruiter point)

An RPO can not only take over the whole hiring process for the company but they can also stand as a compliment to the in-house hiring team and manager for the company. It is clear that hiring is a big and hectic job, involving a number of operations to work upon. From deciding the job specifications, requirements etc. all the way to hiring the perfect candidate, the recruitment process involves numerous tasks. Be a personal interview or just a common aptitude selection round, every process needs enormous focus.

What makes RPO process Beneficial

Well, there are a number of steps in a recruitment process requiring equal concentration and focus. Most of the companies take this recruitment phase as a single procedure and this is where they fail or take heavy pressure on themselves. But as in the case of an RPO, they break down the whole process in the minutes of possible tasks. For e.g.; they take creating requirements, screening, tests, personal interviews etc. all as unique and different tasks. And they give equal and appropriate focus on each of these phases.

As compared to the company approach where some of the phases may remain under-focused and in turn compromising the quality, the breakdown approach gives equal and much-required focus on every sub-process. This results in much-required quality targets.

When it comes to the other benefits associated with an RPO recruiter, there is a number of them to count upon. From being a cost-effective approach to quality output generation, RPOs can provide you all. Once you have partnered with the RPO best matching your requirements, all your work is done. All your troubles related to recruitment will become theirs.

The question that arises now is how to get a perfect RPO, what to look for while hiring an RPO, which names to trust? Glocal is one such name in the field of Recruitment industry that you can rely upon. With the perfect blend of traditional and unique strategies, they can help you stand way above your competitors. The ultimate backbone of any company is their employees, and if chosen wisely they can take your company to new highs.

Glocal “Think global work local”

The reason which makes Glocal the best among the available is their unique approach. They focus on creating the perfect workforce rather than just filling up the job positions. So, if you want a true companion for your hiring policies then Glocal is surely the horse to bet upon.

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