Recruiting the right employees'can be costly and time consuming.
Are you finding your recruitment processes more of a drain than an asset to your organisation?'Many companies are - and many are counting the cost.
So how can you adapt your'recruitment processes'to win high calibre candidates and keep your organisation healthy?
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Time is a significant factor in the health of an organisation. Yet managing and maximising that resource is often overlooked - causing'significant cost to HR functions'within many companies.
Research has shown that wasted time in general costs UK business '80bn per year, the equivalent to 7% of GDP (Source: Proudfoot Consulting). The same pattern of cost could be applied to HR. But it's the hidden costs of lost time that really impacts on the health of an organisation.
This year many HR professionals have reported that their roles and responsibilities are broadening, with 92% stating that there had been no cessation of in-house HR activities and 27% stating that HR had commenced a new practice or procedure, or had in-sourced it during the year (Source: The State of HR Report, 2011, Speechly Bircham). Organisational shifts, a changing economic climate and growing legislation have all added to this demand on resource and time for HR professionals.
So what can HR professionals do to stay ahead of the demands on their time to maintain a healthy and successful organisation? The key to this is understanding what the challenges of time and resource actually are.
Strategy: Obviously a very important aspect of HR, but due to time constraints this is often focused purely on getting things done and meeting targets rather than on planning and reviews.
HR policy: Developing and agreeing policy is a essential activity, but also time heavy because of the involvement of high level HR professionals and the paperwork involved.
Training: Training and development activities take up a high level of time/cost for an organisation.
Recruitment:'core recruitment activities'demand a high level of time and cost.
HR issues -'Proactive: proactive strategic activities can be very time-heavy.
HR issues -'Reactive: this is potentially the achilles' heel of an HR team's activities ' responding and reacting to the day to day issues that come up, fire fighting in response to specific issues.