Five Untruths You Need to Address Before Engaging an Offshore Recruitment Partner

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As the world increasingly shrinks and becomes a global village, most organizations find themselves grappling with the need for offshore talent. For most organizations, it is better to partner with an offshore recruitment partner than to rely on internal recruitment networks which take time to set up and manage. Making the most informed decision about offshore recruitment can be difficult because there are certain misconceptions that are associated with offshore recruitment partnerships.  Surveys that have been carried out across the globe indicate that most hiring managers are unsure as to whether they are working with the most suitable recruitment agency. This uncertainty particularly applies to offshore recruitment partnerships where the financial implications of recruitment errors are much higher. While the fears are based on valid reasons, there are certain untruths that also prevent organizations from engaging offshore recruitment partners:

Untruth #1: Offshore Recruitment Partners in Low-Cost Destinations Have Poor Infrastructure

What comes to mind when you think of an offshore recruitment partner? Offshore recruitment firms are often judged by their physical addresses. A fancy address does not always mean that an offshore recruitment firm is competent, techno-savvy and customer focused. A startup offshore recruitment firm might be the best offshore recruitment partner because of high levels of employee morale, dedication to its customers, investment in the best technological tools and data-driven decision making. For these reasons, an organization seeking an offshore recruitment partner should evaluate offshore recruitment partners based on their track record, competence and ability to make sound recruitment decisions that are backed by data.

Untruth # 2: Offshore Recruitment Firms are Not Dedicated to A Single Business Entity

Some organizations avoid engaging offshore recruitment firms because of the fear they have about the team structure. This is based on the belief that all of the firm’s employees are not dedicated to a single client hence they end up submitting the same candidates to a number of competing clients. Some organizations consider this threatening because it slows down the hiring process as a result of a low submittal-hiring ratio. While this may happen in some instances, not all offshore recruitment agencies are willing to compromise on their results and ability to deliver. Competent offshore recruitment agencies understand the organization’s culture and best practices hence they are dedicated to proper offshore candidate sourcing and screening practices.

Untruth #3: The Metrics of Offshore Recruitment Firms are Difficult to Determine

This misconception not only applies to offshore recruitment firms but it also applies to onshore recruitment firms. It is a byproduct of years of having incompetent recruitment firms that fail to develop metrics that are significant to their customers. This problem is further compounded by lack of transparency and accountability in the process of offshore recruitment. Prior to engaging an offshore recruitment firm, it is important to work with your preferred offshore recruitment partner to fine tune the metrics and align the recruitment services being offered with the objectives of your organization.

Untruth #4: Offshore Recruitment Makes an Organization Lose Control of Its Recruitment Process

Having an offshore recruitment partner can make one lose control of their recruitment process especially if the metrics are unclear. To avoid this, an organization should work closely with the offshore recruitment partner in order to give its input as the process of recruitment is going on. Unlike internal recruitment networks, offshore recruitment partners can provide an objective look into your organization’s talent needs and give a much needed fresh perspective.

Untruth #5: Offshore Recruitment Partners are Expensive

This misconception is often guided by a one-sided look at the recruitment process. Some organizations only look at the cost of engaging a recruitment partner but fail to consider the return on investment. A good offshore recruitment partner not only performs well but also provides a return on your investment as an organization. Some of the ways of evaluating an offshore recruitment partner’s ROI are:

  • Satisfaction ratings: Previously conducted surveys can give an indication of whether the firm’s offshore clients are satisfied with the services that they have been provided with.
  • Placement per recruiter: An effective offshore recruitment partnership should be measured by its effectiveness in placing candidates per recruiter.

In evaluating the cost of engaging an offshore recruitment firm, the organization should determine whether it wants to engage the firm on a permanent or on a temporary basis. It is advisable to have this in writing in the terms and conditions prior to any engagement. Your organization should also leverage the nature of the relationship it wants to engage in with the firm when negotiating the price.

To maximize on the ROI, an organization should ensure that its offshore recruitment partner provides some form of guarantee. For instance, it can offer a free replacement for a candidate who fails within the probationary period. The terms and conditions should also cover any eventualities such as waiting period for work permit approval.

At Crystal Recruitment, we make it our business to find the right talent for your company as we are a leading Recruitment Agency in Kenya. We have recently started engaging candidates who would like to work abroad in Dubai.

Talk to us today and let us help you find the right talent in Kenya, Uganda, Tanzania, Rwanda, Zanzibar and for your offshore Needs in Dubai!

5 THINGS TO CONSIDER BEFORE TERMINATING AN EMPLOYEE

 

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Firing an employee is one of the hardest decisions that an employer needs to make but it is necessary and unavoidable in some instances. Prior to firing an employee, there are a number of considerations that the employer needs to have in mind. We remind you of the top six things you need to consider before firing an employee:

  1. Consider the Reason for Firing the Employee

As an employer, it is important to be capable of clearly articulating why you have terminated an employee. Due to harsh economic conditions, it may be necessary to reduce one’s workforce in order to manage labour related costs. Some positions in an organization can be rendered obsolete or redundant as a result of organizational changes or technological advances. An employee’s less-than-acceptable performance could be a pivotal reason to let go of the employee. The reason for firing an employee should be backed up by adequate documentation. If an employee is being terminated due to poor performance, the results of previous performance reviews should be documented. If the employee is being terminated due to position redundancy, the employer needs to clearly justify his decision to fire a section of employees in the section e.g. seniority, qualifications etc.

  1. Consider Taking Corrective Actions Before Firing the Employee

In some instances, an employee needs to be given a second chance before being terminated. The employee and the employer can discuss a plan to correct the mistakes of the employee as a mitigation measure. This plan should be discussed after the employee has been made to understand his or her mistakes e.g. failure to meet performance targets. Clear outcomes of corrective actions to be undertaken by the employee should be spelt out in the plan. A meeting to review the employee’s conduct should be held after a set amount of time.

  1. Consider Individual Employment Contracts Entered into with the Employee

There may not be any clause in an employee’s contract that guarantees perpetual employment but there may clauses that indicate that the employee can only be terminated after the fulfillment of certain conditions. In organizations where the workers are part of a union, it may be necessary to show cause in order to demonstrate that an employee engaged in behaviour that is contrary to the organization’s code of conduct. Termination due to economic reasons could be limited to seniority by a collective bargaining agreement which is a legally binding agreement between the union and the employer. Such factors need to be carefully considered before terminating an employee.

  1. Consider the Needs of the Clients

Most organizations depend on the relationships established by their employees with their clients. The sudden termination of an employee can have a devastating effect on the relationships that have been established with clients hence the need for a transition period. If proper checks and systems are not put in place, an organization can make serious losses due to failure to manage client’s relationships that had been established by terminated employees.

  1. Consider When to Fire the Employee

Is it better to fire someone on Friday afternoon or on Monday morning? The answer may seem obvious but it is not always a black and white affair. An employer needs to fire someone as soon as the decision to do so has been unanimously arrived at by the top management. However, failing to determine an appropriate time might lead to involving the employee in key projects, much to the detriment of the team’s needs. For some positions, there might be a need for handing over crucial information or instructions. A clear timeline should be set and adhered to once the decision to fire someone at your organization has been arrived at.

 

Did you terminate an employee’s contract recently and need a replacement? We at Crystal Recruitment help you with your HR policies and Recruitment needs.

Talk to us today and we shall be happy to assist.