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

The post Adoption Of Blended Workforce Models appeared first on Blog.

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

The post The Difference between Sourcing and Recruiting appeared first on Blog.

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

The post Why your talent is leaving? appeared first on Blog.

We are focused –

Where it is recruiting or restricting your current profile, in-depth understanding of market, strategy and business planning is the quintessence of Glocal’s business development managers.

Specialized Experts –

Our managers are involved in continuous research to stay abreast of the latest developments and trends in the industry. Power of our expertise is unmatched.

A Strong Foundation –

With wide expertise in International Business Development, we help offset high cost and hiring new resources. Our managers go through stringent selection procedures giving the best results.

Accountability –

Working as a unit to provide your business growth the best results as high returns and accountability are closely tied. We follow a step by step procedure to make you understand who you are going to work with.

Freeing up your Time –

A business development team clued into your needs can have substantial benefit for your company. We are dedicated helping you achieve your business goals and objectives and grow fast.

If you are trying to get your Business Growth to the next level, get virtual offshore dedicated business development managers from Glocal ORPO. A quick phone call or email is enough. We will respond instantly: +1 646 705 0202, info@glocalrpo.com

#GlocalOROP, #GlocalIndia, #GlocalUSA, #Glocal_BDM, #BusinessDevelopers, #OROP_Glocal, #OffshoreRecruiters

The post To Inspire Your Business Growth appeared first on Blog.

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

The post Unlock your business potential appeared first on Blog.

Easy opportunities are hard to come in this highly competitive business scenario, but no one can let those slip through. Today, where competition is the core of any business you can’t let take any opportunity on ease. But as these opportunities are highly dynamic in nature so it’s hard to predict them and create a plan that can suit all the situations. IF you are an organization running a highly dynamic Future Business this problem gets more complicated in your case. With daily changing requirements of clients, the need for new skills is also arising. That means you need to hire more talent for your pool.  But constraints are always there.

Now, what are these constraints? With daily increasing requirements, the first problem or better-called requirement that arises is the increased need for manpower. This surely looks like a normal requirement but is indeed a complex job. Any organization has to face several problems while hiring the much-needed strength for their pool.

When you develop a need for new talent or in other words when it’s time to hire the first aspect you look for is skills. But who will screen those skills out of the number of candidates? Most of you will answer that your in-house recruitment team is there for the job. Off-course you have a highly skilled team that can filter out raw talent but there are several constraints when you rely completely on your in-house team:

• Is this their only job?

Well, this is highly un-probable to occur. Most of the organizations don’t spend a heavy amount on creating a specific team for recruitment. As per the trend, the job is given to the top most reliable names in the company. How it affects your organization? Isn’t this the question that is on your mind at present?

Here are the core effects:

Workload decrease efficiency: There are heavy chances that the members of your recruitment team are already overburdened and giving this responsibility will only decrease their efficiency in other tasks too.

Chances of shoving other responsibilities: There are chances that in order to execute this recruitment process they have to shove another important task.

Fatal deadlines: Your Company may miss out on some strict deadlines due to the delay in work caused by them. And in turn, can risk your whole project to failure.

Alternative:

The next question that arises: What is the alternative? How can this problem be solved? Well. The answer to this resides with “RPO or Recruitment Process Outsourcing”. Off-course it’s a well-heard term for you, and you are well aware of what it means.

But how it will come in handy? Let us have a look:

When you have an unexpected number for hiring, your in-house recruitment team is already overburdened and you are on planning for an important project or a business expansion. Whatever the case may be, having an RPO partner can surely get your job done. Other than the basic benefits like cost reduction, time reduction, burden sharing there is a lot of other factors to consider too. For instance what if you need to fill up a position that is highly important and complex too? Well, either you need a free in-house recruitment team, which is not associated with another task (surely this is highly un-probable), or simply you can rely on your partner RPO, which will not only fulfill that position with high precision but will assure you that you got the perfect talent for your pool.

Glocal-“How we serve your needs?”

Here at Glocal RPO, we have a team of skillful and highly experienced recruiters who can cater to your needs with precision. Whether you are looking for a project based hiring partner or a long-term Future Business deal, Glocal can provide services which will not only cater to your requirements but will, take your talent pool to the next level. So, book for a trial with Glocal today and see the difference.

The post RPO the future of business. appeared first on Blog.

 Cost Reduction by sharing Risk

• RPO firms take on the responsibility of fluctuations that occur during hiring, thereby reducing extra cost by sharing risk.

At the point when a business downturn hits and selection and hiring needs all of a sudden drop, so does an organization’s requirement for Staff selection. In like manner, when the business is venturing into another item classification or locale of the world, selecting necessities may all of a sudden spike. Outsourcing the enrollment capacity permits an organization to go along the cost danger of those assets to the business accomplice. Enlistment Outsourcing firms like Glocal RPO tackle the obligation of proficiently changing asset levels while procuring vacillations happen so the customer does not shoulder the weight of conveying pointless staff, or on the other hand, being short when more prominent assets are required.

 Efficient Recruitment cycle

• RPO vendor helps you determine existing inefficient practices, efficiently working towards improvement of which can lead to a reduction of cost.

A standout amongst the most widely recognized issues we see with the enrollment lifecycle is that it’s an incoherent and awkward large number of practices—great and terrible—crosswise over authoritative capacities, offices, divisions, and districts. Regularly, this causes cover in promoting purchases, preparing and onboarding strategies, and additionally poorer procuring choices and at last higher operational expenses.

Acquiring an RPO venture gives you the chance to reexamine these procedures. The RPO seller will analyze your enrollment procedure workflow(s) to figure out where cover, exorbitant expense, and wasteful practices may exist. At that point, an outsourced model can be made for you, giving you benefit levels and achievement measurements that surpass business as usual.

These practices have been demonstrated more than once to yield expanded effectiveness and fulfillment with the enrollment lifecycle, bringing about general cost lessening for your organization.

 Reduced time to hire

• Outsourcing Major Parts of your recruitment system automatically saves time and leads to cost reduction.

Time is precious and procuring new expert-level workers takes a considerable measure of both. From sourcing resumes to directing meetings and arranging offers, obtaining another worker imposes your interior assets. Besides, everyday work demand stays unfilled, your business loses the advantage of that worker’s commitment and squanders enrolling and budgetary assets that could be devoted to different activities. Outsourcing all or some portion of your inner enrollment capacity can lessen your opportunity to employ significantly by utilizing:

All these facts clearly depict that hiring RPO is surely an intelligent step and saves a lot of time and cost along with quality assurance.

The post Ways to reduce cost through RPO appeared first on Blog.

Below are some innovative ways to structure your HR department:

   1. Hire for “People Operations”

“People Operations” is basically a data-based approach to human resources which involves which involves understanding People, the most valuable asset of a company. It is something more than just human resources. “People operations” is based on retaining employees by figuring out what interests them or motivates them. This can be found out by having a team which is totally dedicated to employee-related data, it would help in identifying issues that continuously leads to attrition and disengagement and thereby preventing them.

    2. Provide big software to boost small teams.

In small human resources teams, HR professionals often have to perform multiple roles, from being a recruiter to talent manager to an accountant. Companies nowadays are choosing to automate certain HR tasks to make tedious processes easier for both employers as well as employees.

By automating certain HR functions like legal, payroll, or benefits administration, there’s more time left for interacting with and managing employees which can help in putting the “Human” back in human resources. Companies with a growing HR team, usage of software makes a small team feel superhuman.

   3. By adopting a business partner model.

Companies that adopt this HR model rely on much more than just HR generalist and their role. In the HR business partner model, designated employees from the HR department work closely with the company’s senior leaders to develop an HR agenda that closely supports the overall company mission.

Companies place more focus on aligning individual agendas towards company’s goals and objectives and hence HR business partnering is gaining popularity. From financial status to production statistics to sale projections, business partner model requires Human resources department to be involved in almost every aspect of a business. Business partners play an active role within the company, rather than just acting as the silent partner. Smart business is the one which integrates HR and other business functions to make it easy to identify, develop and align employees.

The post Ways To Structure HR Department appeared first on Blog.

Given are few steps necessary to select a right candidate:

1) Application
This is the first and very basic step in the recruitment and selection process. You ask application from candidates using a variety of methods to find the suitable ones. Applications can be gathered by online advertising on job and career portals like Naukri.com or through professional networking. Once the process of application is completed, screening interview is the next big task.

2) Screening Interview

Screening Interview saves time for both candidates as well as the organization. Screening Interviews are done prior to any selection process, where applicants who appear to meet the qualification or other eligibility criteria of a firm are kept into consideration. These interviews are usually telephonic in nature. Straightforward questions that would help determine candidate’s appropriateness for a particular job are asked. It is then determined whether a candidate matches the required skill criteria or not. If a candidate fails to prove himself, the process ends there whereas if a recruiter finds the candidate to be suitable for the job, the process further moves to the third round.

3) Selection Tests

Selection Tests are used to identify skills that cannot be identified during an interview. These tests help in rating an applicant on the basis of aptitude, abilities, personality, motivation, and honesty. Selection tests are designed to be reliable and valid in predicting an applicant’s capabilities.

4) Personal/ Group Interview

Personal or Group interviews are conducted to determine an applicant’s ability to perform. A successful interviewer must know how to ask the right kind of questions in order to get the relevant information; he/she must also be a good listener. An interviewer can learn a lot about a candidate on the basis of his/her past performances. It helps one to know about the graph of that individual’s performance during several jobs. Once the interview is done, Reference check becomes the next important step.

5) Reference Check

Reference checks is a critical part of the whole process. Information that an individual provides during the interview is biased and includes only the facts that the applicant wishes you to know. Reference check helps a recruiter to ensure that the right candidate is hired. It is a process of clarifying, verifying and adding data to what has been learned about the candidate in the interview and other selection processes. This information should be kept confidential and must not be revealed to the candidate.

6) Job Offer

Once the hiring manager decides on the candidate who seems to be most suitable for the job vacancy, it is important to inform the candidate about pre-employment matters like background inquiries, pre-employment health-checkup etc. An employment offer/ offer letter should always be in writing in order to document the terms of your agreement with your employee.

7) Evaluate the whole process

Once the recruitment process comes to an end, organizations must focus on evaluating the whole process to ensure that it is cost-effective, timely and also that you have hired the right person.

There are certain things one must think about:
a) How long did it take to fill the position?
b) What was the footfall?
c) Whether methods used were cost-effective?
d) What is the usual time that a new employee takes to get up to speed?

Once these questions have been answered, it is also important to check whether the hired candidates decide to stay with your organization for long or not. If not, then what are the changes you must do to ensure the same?

The post Steps To Select The Right Candidate appeared first on Blog.

Following are certain steps which can help you retain your potential candidate:

1) Align Development to Strategy

To attract and retain high potential, an organization needs to have set goals and targets and also the program that it follows must be aligned with company’s strategy.

Organizations need to reexamine their strategies from time to time; this flexibility will further help them make most of the programs. Setting rigid goals about the kind of potential you need for your organization might not turn out to be very beneficial.

Not just HR but senior management team must also be involved in the whole process of talent management and development or else the process may doom.

2) Select with Care

Choosing candidates is an extremely important part of the process. One wrong decision might turn out to be costly. It not just leads to waste of time and energy but also deteriorates employee morale and credibility of the whole program. Due to poor assessment strong and potential candidates are excluded which might turn out to be extremely expensive and therefore it is important to select candidates with care.

3) Identifying promising candidates

Nomination by the employee’s supervisor or via the annual appraisal process marks the beginning of the selection process. Managers can put forward or nominate candidates from their as well as other departments too.

Supplementing appraisals with a subjective view of candidates—like a recommendation by the supervisor’s is therefore recommended.

After having segregated the first cut of candidates, developing reliable assessments of their potential should be the next step. Varied forms of tests such as behavioral and references interviews can be used to carry out the same. Along with internal appraisals, external help too can be taken as it reduces the element of bias and offers a set of benchmarks. Thus, allowing the organizations to compare their talent with the candidates present outside.

Thus the processes as well as the people conducting the assessment both are equally important.

4) Communicating wisely

If your message could not communicate what it was meant to, then it’s a waste. It is necessary to communicate about potential talent employees’ current status wisely and clearly. Appropriate and timely communication leads to improved productivity and enhanced retention. Transparency must be practiced, let people know when they are high potential and when they are not. This helps you remain fair to all your employees and helps employees work towards developing their skills.

5) Rewards and incentives

Classifying high potential talent is a reward in itself. Financial incentives must not be excessive as compensation is just one part of the whole strategy but needs to be properly aligned with firm’s objectives. Internal and external incentives go hand in hand. With need for money comes need for recognition and achievement. Companies must pay candidates well to attract and retain them, without over doing the same. High Potentials are your most vital assets for future and therefore rewards and incentives are a must.

The post How To Keep Your Potential Talent appeared first on Blog.