subject: Recruiting Outsourcing Evolution: Are You Keeping Up? [print this page] Where it all started Where it all started
While recruiting / outsourcing in general dates back to the 1800s, when wagon and ship sail production was outsourced, the outsourcing / recruiting of business services, such as staffing, really started in the 70's and 80's as IT companies began to grow rapidly. This initial outsourcing of services such as payroll processing quickly led to the outsourcing of accounting services, billing, payroll, collections, word processing, and finally staffing.
While IT companies blazed the trail, other companies quickly jumped on the bandwagon as the growth of the economy quickly outpaced the capacity and scalability of corporate recruiting teams. In addition, as the professional labor market tightened, it became increasingly difficult to find highly qualified candidates in the time frame that was demanded by business managers.
Before the development of the internet and the subsequent boom in E-connectivity, the recruiting staffing industry was mostly a universe of order and uniform standards. There were contingency firms, retained search firms, temporary staffing firms, and contractor management agencies. The fees were fairly well fixed, the markups were fairly standard, and in the end, it usually came down to which vendor would be selected rather than which type of service was the best fit for the client.
Dawn of the Internet
In the mid to late 90's, as the Internet access exploded into people's homes on a wide scale, services like Online Job Boards emerged along with systems for sorting, tracking and searching for candidate profiles. When this happened, staffing companies began to thrive.
Like so many other area of business, the widespread use of the Internet turned what was once order and standardization into a very complex area.
Companies had not yet embraced the Internet as a recruiting tool. As a result, staffing firms were able to maintain their business models, while seeing huge increases in efficiencies gained by having easier, less costly access to candidates.
However, like so many other area of business, the widespread use of the Internet turned what was once order and standardization into a very complex arena.
What used to be essentially four types of outsourcing / recruiting has now spun off a slew of variations from traditional staffing models. The end result is that companies now have a great number of options available to them. While the traditional models are still the primary models offered by most of the large, well-known staffing firms, the increased competition has been a windfall for companies looking for more specific solutions for meeting their staffing objectives.
Though the traditional methods of retained search and contingency staffing still make sense in some instances, more often than not, there are alternatives which are more tailored to the specific needs of an individual company or even an individual position. In addition, increased competition and increased options have helped to significantly drive down costs.
Staying Ahead of the Game
So, whether you are currently utilizing staffing firms or are trying to get away from them, are currently considering supplemental recruiting use, or are simply enduring that you will be prepared as needs increase and capacity is stretched, make sure that you have a thorough understanding of your needs and the options that are available to you.
If your turn-a-round time is much higher that you would prefer, or your recruiters (HR Department) are juggling more than they can keep up with, there are cost-effective solutions in the marketplace that can help.
Be sure to do your research. Find a recruiting company whose approach and capabilities are designed to meet your needs instead of a prepackaged, one size fits all solution, you will most likely be pleasantly surprised.
Outsourcing your Staffing Solutions for Diesel Mechanics
With a dedicated team of recruiters focused exclusively on staffing for the heavy equipment and heavy truck industries for the last 20 years there is no wonder we are a leader in our trade. We recognize the important of effectively utilizing technology for efficiency, accuracy, and speed in our search for qualified candidates. We maintain a high job search traffic by building a strong Google search presence with news associations, press releases, affiliate partners, and the creation of an industry leading resource and social community dedicated to mechanics www.MechanicsHub.com.
We are proactively mining the best and brightest candidates throughout the year. Our constant effort and exclusive networks allow us to find candidates that hardly ever touch the market. We find qualified candidates for employers in just a few weeks after employers have exhausted many months without results. We welcome you to trial our services without any commitment to find out why employers consider us the best in the business for Heavy Equipment and Heavy Truck.
