Outsourcing the Staffing & Recruiting Functions

The HR outsourcing industry is expected to grow to $58.5 billion by the year 2005, according to market research firm Dataquest. The most commonly outsourced HR and benefits functions include health and welfare programs (48% of respondents), DC plans (37%), payroll (35%), pension plans (26%), retiree administration (23%), staffing and recruiting (16%), organizational development (15%) and HR information services (15%). Source: Gartner/Dataquest

IIRC has partnered with numerous Fortune 500 organizations over the past 5 years to deliver actionable and successful recruiting solutions. IIRC knows better than anyone that whether it is a highly competitive job market, reminiscent of the War for Talent during the mid-1990's, or a labor and economic market as challenging and difficult as it is today, recruiting always seems to present its own unique set of challenges to the HR / Recruiting Department.

In their latest white paper, Outsourcing the Staffing & Recruiting Functions, IIRC discusses trends in strategic outsourcing and also includes a look at the different types of outsourcing arrangements, how it can be applied to staffing and recruiting and the associated benefits, and what should be considered when making the decision to outsource.

A free copy of this white paper can be downloaded at http://www.iirc.com/whitepaper.php.

CEO of IIRC, LeRoy Robbins, said, Outsourcing recruitment or some portion of the function can enable you to dedicate the necessary time to the planning, implementation, and support of these and other high-level talent initiatives. In addition, outsourcing can resolve the challenge of time and cost-effectively pinpointing top performers - both immediate and long-term - while also freeing you up to participate in other strategic corporate priorities.

The inundation of resumes from unqualified applicants not only complicates and lengthens the hiring process, it also subjects corporate recruiters to the risk of losing high-quality candidates. However, despite the trials and tribulations that HR and Recruiting is currently encountering, there may be a silver lining. Tough times, such as these, breed innovation, creativity, and also present the opportunity to further enhance HR and Recruiting's credibility as a strategic business partner.