Tag Archives: Recruitment Process Outsourcing

One of our clients with multiple food packaging plants around Chicago called to say they were opening another new plant in the Chicago area.

They did not have the internal resources to handle staffing the entire plant and, as we have often heard from clients, they needed to fill positions quickly. They wanted to know if we were up to the challenge.  Our answer was a definitive “Yes!”

Our Challenge and Our Plan

Our client was going to need to fill approximately 100 positions ranging from line personnel to plant management. The client knew of our strong reputation as a result of having talked with another client who had sought our help and been pleased with the results.

Our first step was to develop a strategy. We needed to know the deadline for filling all positions. Once that was determined, we set about filling positions based upon their priority rankings on our pre-determined list.

We put together a team of recruiters that was headed by an assigned project manager. Each recruiter was given a number of positions to fill and each team had very specific requirements as to the types of individual skills that would be required of successful applicants. Within two weeks we had the first set of candidates ready for interview and our team was ready to assist with reference checks so that job offers could be made within only a few days after the first interviews.

It was a successful result for everyone.

When You Have Critical Recruiting Needs, Call Flex Execs

Flex Execs Management Solutions is ready to help you achieve the same outstanding results. Need to fill large quantities of positions in a short time frame? Contact us directly to get started today.

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flex execs servant leadership

When you hear the term “servant leadership,” you might ask what the term means and how it could apply to you in your job.  Perhaps you wonder if it would work in your role as the leader of a team.

The term itself comes from an essay written in 1970 by Robert Greenleaf. His thesis was that under servant leadership, the leader sets direction for the team and then gives them the support they need to accomplish the goals that have been set.

Is your team in need of a new full-time or interim manager in HR, marketing, finance or operations? Flex Execs Management Solutions can help you find the right person for your organization. How could a servant-leader benefit your team?

How Servant Leadership Works

Done as it was intended, servant leadership facilitates a strong corporate culture by building creativity and teamwork. Under this type of policy a CEO is saying, “I hired you for your skills; I’m trusting you to deliver.” This still means that a leader adopting this principle is always alert. Trust can be broken. The leader, however, will realize that a business generally thrives when people are trusted to do their jobs and given the resources and assistance to deliver the best work they can.

Steven Covey who wrote the Seven Habits of Highly Effective People, once said, “Trust is the glue of life. It’s the most essential ingredient in effective communication. It’s the foundational principle that holds all relationships.”

Servant Leaders Are Highly Active

To be effective, servant leaders must know what is going on. The leader stays in contact with the staff but now has more freedom to stay on top of the industry and gather the information that will keep the organization competitive. At Flex Execs, we meet this type of executive often.

A CEO who has chosen to be a servant leader is fully knowledgeable about the functions of the staff and can work to bring two functions together in order to create cohesion and cooperation.

A servant leader needs humility to accept that she doesn’t always have the answer, and that leader needs the expertise to know when he or she must step in.

Servant Leaders Lead Highly Successful Businesses

The popular grocery store Wegmans, which has its home offices in New York State, is known for this style of leadership, and the company consistently makes Fortune’s Top 100 Companies to Work For list.   Currently, they are #2 on that same list. They are known for empowering employees to make decisions and have grown because of it.

Whatever Your Leadership Style, We Can Help

Flex Execs Management Solutions has been helping businesses find interim managers with strong leadership skills for over 28 years. Contact us today to learn more about how we can help your business.

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flex execs personal hiring process

Ask almost anyone today and he or she will tell you how impersonal the world has become. It doesn’t have to be that way during the hiring process. In fact, making the hiring process more personal makes it more likely to get a positive response from a well-qualified job candidate.

Making Hiring Personal

According to an American Staffing Association Workforce Monitor Survey, 69 percent of Americans feels the job search today is too impersonal and 80 percent say that applying for a job feels like sending their resume into a black box.

The fact is that experienced candidates won’t leave a good job unless they have a true sense of what their new job and that job setting involves.  They want – and need – to connect with those they will soon be working with. Taking a new job can make anyone fearful of making a poor choice. Just as you would not buy a house after only seeing the neighborhood once, you wouldn’t be likely to take a new job if you had only minimal contact with your potential new environment.

Building Genuine Connections with Candidates

Before the interview, send them an email with interesting information on the company. Why would someone want to work for your business? Get them excited about the organization before they even meet with anyone. Was there a recent acquisition which shows the company continues to grow? Did they win some type of best employer award? What are employees saying about the organization?

When the candidate is there for an interview, bringing them into the conference room and introducing a few future co-workers should not be the only way you consider encouraging a “yes” from a qualified candidate. Think outside the box.

  • Use tech to your advantage and respond promptly to candidate concerns or questions using tech. If a candidate leaves your office and later has a question, can he or she get a response to that question from you or a staff member by sending an email? Unanswered questions leave doubt and doubt in a candidate’s mind can lead to a negative response to a job offer. Employers who can make applicants feel as though they’re getting personalized, one-on-one treatment will have an edge over competitors.
  • Choose 2 peers and/or direct reports to the position and provide the candidate with their email or phone number where they can be reached to discuss the company outside the interview process.
  • Send candidates a thank-you email or card after the interview advising them how much you appreciated their time and that a decision will be made by a certain date, keeping them advised on the timeline for the hiring process. It is critical that you advise all candidates that you phone screen or interview the final outcome.
  • Invite candidates to join a video conference with a portion of your team. Let them see and hear on a first-hand basis what your employees experience on a regular basis.
  • Depending on the position, consider offering a “one day in the role” opportunity where they can experience the role and how the team works together before they accept the offer. This is not for all jobs but could be beneficial in some instances.

Let Flex Execs Help You Personalize Your Hiring Process

Flex Execs Management Solutions has helped companies in the Chicago area and beyond find high-quality managers for over 28 years. What can we do to help you succeed in the hiring process? Contact us today to learn more.

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flex execs recruitment process outsourcing

To find the best candidates in today’s market demands specialized knowledge and a great deal of time. Recruitment today requires tapping local, regional and global sources and extensively promoting your available positions. No wonder it leaves you feeling drained when combined with the rest of your day-to-day responsibilities in human resources!

An Answer to Your Recruiting Headaches

Steve Jobs once said, “The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.”  He went on to add, “You need to have a collaborative hiring process.”

Recruitment process outsourcing, or RPO for short, is not outsourcing in the traditional sense. It is a collaborative partnership between two organizations with defined expectations.

It may be designed to include job advertising, screening, testing/assessments, interviewing and selection, background verification, and drug testing. It may be expanded to include onboarding and orientation.  In short, it can be what you and your HR staff need it to be.

Is It Cost-Effective?

RPO has gained acceptance because it has proven to be cost-effective when used as intended.

An RPO solution is not a way to add only one or two individuals to your existing HR team.  Rather, RPO is designed to transform multiple aspects of your recruitment process.  It makes the provider you select the single source for your organizational hiring. You can hire talent in a timely manner and free your in-house HR team to focus on personnel management and labor relations.

The Benefits of Recruitment Process Outsourcing

When business unit leaders need advice about building a new location based on talent availability, they know their RPO partner will provide accurate and detailed market data to position the business for success.

When you develop a relationship with a RPO, you reduce the amount of time it takes to find exceptional talent due to the knowledge that recruiters in you RPO will bring regarding industry expertise, technology and recruiting skills.

Ready to Launch RPO?

Learn about the ways Flex Execs can help you explore your options. We are happy to answer your questions. Contact us today to learn more about how we can help you meet your recruiting goals and maximize the effectiveness of your human resources team.

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