The healthcare industry is booming and getting more competitive every year. With the increased pressure to recruit and retain the best staff, many businesses are turning to outsourcing as a way of reducing their workloads and freeing up resources for other priorities. While this approach can be beneficial in many ways, there are also some potential pitfalls that need to be considered before making any decisions about whether or not to outsource your recruitment needs. In this article, we’ll discuss what an HR consultant does for clients, how they can help improve efficiency within your recruiting process and some of the benefits associated with using an outsourced partner as opposed to doing everything in-house.
Table of Contents
Training
Training is a key part of the recruitment process, and it can be done in-house or outsourced. However, training isn’t just about skills; it’s also about culture and values. When you outsource your healthcare recruitment to an HR consultant, they will be able to provide you with the best people for your organization based on their knowledge of what makes each candidate tick. The HR consultant will work closely with the hiring manager so that they understand exactly what kind of person would fit into their team and contribute positively from day one.
The result? You get great hires who have already familiarised themselves with their new company culture before their first day thanks to thorough training provided by an expert in this field.
Recruitment
Recruitment is a core function of an HR department, but it’s also one that can be time-consuming and expensive. An outsourced partner will be able to help you reduce costs while still delivering the best results possible.
As a recruiter knows, it’s important not just to find candidates but also to screen them properly so that they’re right for your company and this takes time and resources that many organizations don’t have access to. Australian-based JPS Medical recruitment agency can partner to take on these duties so you don’t have as much work on your plate as you might think; they’ll even do some things like sending out invitations or setting up interviews with candidates who are interested in working at your company.
Labour disputes
Labour disputes are a common occurrence, but they can be avoided if you’re careful. Here are some tips for avoiding labour disputes:
- Be aware of what your employees want and need. Make sure you understand their expectations, especially those that relate to compensation and benefits. If an employee feels that their requests have been ignored or overlooked by management, it may lead them to feel dissatisfied with their job (and therefore more likely to seek employment elsewhere).
- Communicate openly with your staff members about any changes within the company or planned changes related to working conditions/benefits, this will help ensure everyone knows what’s going on, so they don’t feel like they’ve been left out of important conversations happening behind closed doors.
If an employee does file a grievance against you and wins their case at arbitration or court level, then this could mean costly fines from unions which could potentially put companies out of business altogether.
Manpower planning and structuring
Manpower planning and structuring are two of the most important parts of a successful HR outsourcing contract, as they help you to ensure that you have the right people in place at all times.
- Manpower planning involves identifying and assessing current staff numbers, as well as future requirements for new hires or additional staff members. This may also include training needs analysis, which can be carried out by an external consultant or agency if required.
- When it comes to manpower structuring, this refers to making sure that everyone is given a role that matches their abilities and experience level – whether they’re entry-level workers or more seasoned professionals with years under their belt under their belts. It’s also important that everyone has access to training opportunities so they can develop further within their field too (and thus keep up with industry trends).
Skills audits
A skills audit is a way of identifying the skills you need in your business, as well as any gaps in your workforce and training needs. A thorough HR consultant will be able to use this information to help you find new employees or develop existing staff members so that they have all the necessary skills for their roles.
Skills audits can also be used to identify potential new hires for vacant positions within an organisation, giving businesses like yours a great advantage when it comes time for recruitment campaigns because they already know what kind of people they need on board (and how much money they’re willing/able) before going into the process itself.
Remuneration and benefits surveys, administration and implementation
Outsourcing is a great way to focus on your core business without having to worry about the day-to-day aspects of HR. By outsourcing these roles, you can save time and money while also ensuring that you’re hiring the right people for each position. When you outsource some or all of your recruitment needs, here are some things to look for:
- Remuneration and benefits surveys. This includes administering them as well as analyzing the results so that they can be used to inform future policy changes or improve staff satisfaction levels within the company (if appropriate).
- Administration/ implementation of new policies such as maternity leave allowances etcetera.
When you’re looking for an agency to help you with your recruitment needs, be sure to ask about their qualifications. You’ll want to know how long they’ve been in business and how many clients they currently serve. You should also be aware of what type of services they offer (for example, do they only handle administrative duties or do they also provide recruitment services?).
Outsourcing lets you do what you do best, while we focus on getting the right people for your business
HR consultants understand that recruitment is not a core part of your business and that you have other priorities to attend to. That’s why they take care of everything from sourcing candidates to screening them until they are ready for the interview. They also handle all aspects of their employment including contract negotiations and payroll management once they’ve been hired. This way, all that remains for you is making sure your new hires are successful in their role by providing them with training or any other support they might need as part of their induction process into the company culture.
