Important works done by HR consulting firm

The companies offering HR services Indonesia provide expert knowledge regarding the human resource domain to the companies and thus reduces the burden that comes on an internal HR department of an organisation.

The HR consulting firms Indonesia fills the gap and offers professional compliance as well as regulatory guidance to the business organisations in the field of payroll, training and other employee support functions. Since, these companies work in close proximity with the business and its employees, it becomes of great importance to find the right HR consultant for the organisation who can work to fulfill the needs of the organisations.

It is said that take care of the employees and employees will in turn take care of the clients. But, taking care of employees requires a lot of efforts as well as time on the part of the business organisation, forcing them to divert resources from the key revenue generating activities. The HR consulting firms happily do this.
Here are some of the works the HR consulting firms do for the client organisation:

• Offering the consulting help to the already existing HR team of the organisation

• Extending help to the new companies for the purpose of setting up the HR manuals and HR related policies and procedures

• Taking all the HR activities for the client organisation

• Providing the HR consulting for any particular HR function. For instance, offering training for some particular domain of HR to the company's HR professionals or employees in general

• Filling the gaps for the purpose of recruitment and vacancies in the HR department or the company as a whole

The business organisations have the option to use the HR consulting firms for the purpose of outsourcing the complete the HR department or just a particular HR service on permanent or ad hoc basis. All depends upon the goals and objectives of the business organisation.

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Key things to consider when hiring international headhunting firms

 Working with an international headhunter becomes important when one needs to hire for a senior level position. For the hiring of top notch managers and CEOs, it is always better to also look abroad.

International headhunters make the process of hiring from abroad a little easier. But the question is how to choose the best company offering services of headhunting Indonesia and abroad?

Here are the key things to look at:

• Empathetic

Scouting talent from abroad requires consideration of employee's perspective. Thus, the head hunting Indonesia companies need to practice an empathising behaviour towards the high level employee who is witnessing a major life change. They need to treat the potential candidate professionally given the fact that they are being convinced by the headhunting firm to come to a new land and work for the client organisation.

• Risk tolerant

They need to be risk tolerant in order to create an impact by hiring the best talent. They may be curious, ambitious, creative and imaginative, but they need to showcase a bigger risk taking appetite because hiring from abroad or hiring to abroad may succeed or simply fall off.

• Excellent marketing skills

It is imperative for a headhunting firm to possess excellent marketing skills. This is needed to ensure that the client organisation's job proposition is sold to the prospective candidate and he/she is totally convinced for joining the organisation. Also passive candidates are content in their own jobs, thus making them quit their current job role and organisation and taking employment in a new organisation requires hard core marketing skills.

• Knowledge

The international headhunters are required to have a thorough knowledge of their own sector as well as the various sectors to which their client organisation belongs. In order to ensure this the headhunting firm should regularly grab on the latest news, research papers, white papers and best practices related to the niche. This way they grow continously and develop new skills which help in improving their job as headhunter.

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How executive search is different from recruitment?

 Often the terms, executive search and recruitment are considered as same, but are they really the same. Well, there is a significant difference between the two terms as well as their approach.

The first and striking difference is in the group of candidates the two approaches target. The recruitment firms usually work with the active candidates while the executive search firms in Indonesia work in close coordination with the passive set of candidates who are really not eyeing a job change.

To make things a little more clear, let's first deduce the definition of the two terms. Recruitment is basically the process of identifying an active pool of candidates who are looking for a change from their current job. Executive search on the other hand is the process of identification of passive candidates and create their interest in the current job opening in order to induce them to consider the opportunity.

Here are some of the key differences between executive search and recruitment:

• Start of the process

The process of recruitment starts with the formation of the job description and circulating the same to active candidates. The executive search process starts when the top executive search firms in Indonesia gain a clear understanding of the expectations of the clients and then devise future plans for the organisation.Enable GingerCannot connect to Ginger Check your internet connection
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• Candidate identification

In the recruitment process, the candidates are identified using database of an online CV, the different job portals and then matching the same with the specified job descriptions. In the process of executive search Indonesia, the target set of candidates is matched with the job description and the candidates usually belong to the diverse backgrounds and are usually contacted in person or through network.

• What is done in the process

During the process of recruitment, a keyword based on the job description is being identified and the search is done on it. But, during executive search, the firms usually build an active story about the organisation and use the same to create interest in the minds of potential talent.

• Candidate interaction

The way the firms interact with the candidates is quite different in both recruitment and executive search. In recruitment, there is a brief interaction with the candidate for the purpose of checking the suitability of the candidate with the job description. After seeing the keenness of the candidate, the profiles are shared with the client organisation by the recruitment firm. However, the executive search firms take time for initiating career dialogue with the prospective employees and first spend time in understanding their experience and fitment in the client organisation's work setup.

The executive search process is basically a specialised form of recruitment and is more extensive than the regular recruitment process.

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Experience smooth workflow in the pandemic with smart HR services || Indonesia

 While the world has paused in this pandemic, the workflow has been rolling without much of a difference. The only impact is that it has shifted from physical workspace to a work from home scenario. And with the world being in a global pandemic, the work culture surprisingly has found its new normal.

The new normal has broken several work barriers and generated opportunities for people. Firms are in the need of skilled individuals who can handle the work pressure, understand the company’s language and execute their plans in this global crisis. This has made firms more conscious of the employees they hire. To not compromise on this, businesses have started to invest in consulting firms. Consulting firms are dedicated firms who provide employment service to companies who are keen at looking out for employees. Even before the lockdown, there was a growing demand for human resources, also known as HR firms. And with the phenomenal growth of the industry, it started to spread around as a structured and destination specific. This has given rise to consulting firms having their branches spread across the key regions like Indonesia. There are several hr services Indonesia has due to its promising economy. But since there are multiple of them, it gets challenging for firms to pick the right one.

HR consulting firms Indonesia like Potentia HR, decode the cultural work style, understand their clients' requirement, and accordingly research and shortlist suitable options. They follow a throughout plan of action which involves research, planning, short-listing which makes sure that the clients’ invested time and finance is worth it. With complete promptness, they serve top-notch human resource consulting services to the firms in Indonesia.

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How recruitment companies evaluate candidates having employment history gaps?

 The recruitment company Indonesia approach candidates with employment history gap differently from those who have been continuously employed.

However, one should refrain from making pre-conceived notion about candidates whose resume carries gaps as this can prevent the recruitment agency Indonesia from identifying the talent who can bring wonders to the company.

Here are some of the tips for evaluation of the candidates who have an employment history gap:

• Be consistent and open minded

The approach should be totally different, but the entire evaluation should be done without any pre-set assumptions. Discuss the reason for the eruption of employment gap in the career. Also, having a gap doesn't signify that the candidate is not capable of doing any job. One should focus on the experience and skills the candidate carries with him/her.

• Evaluate experience and skills

The candidates should be assessed in the same manner as we assess the person who is currently employed. The overall skill and relevant experiences help the recruitment firm in deciding whether the candidate will work or not.

• References

The current employees usually refer their friends and family for job positions in the organisations who may or may not be having work experience. In such situations asking open ended questions can bring valuable insights. In order to ensure fairness in hiring process, the pre-employment testing should be the same for the candidates with work experience and those who lacks work experience.

• Discuss employment gap of the candidate

In order to be consistent regardless of the work history, the recruiters often focus on behavior based questions during the interview in order to judge whether or not the candidate has the right characteristics to handle the job position. Also to discuss the employment gap, the questions need to be phrased properly and carefully keeping the ethical and legal considerations intact. For instance, the candidate who took time off the work to study must be encouraged to tell the reasons by asking about the new skills learnt during the course.

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