Just as recruiters know what an employer is looking for, and make a career out of tailoring resumes to job descriptions so that even sophisticated resume screening software will pick their client, an expert in human relations is knowledgeable in those same areas. They can identify which candidates are likely to truly possess the skills you require for your business. This initial step reduces the pool of candidates without taking any of your precious time.
The interview process, much feared by the employee, is no picnic for the employer either. The same human emotions that affect the potential employee afflict the employer in these awkward interview events. A trained consultant will have the detached professional approach that releases the employer from this uncomfortable task, and probably makes the event less stressful to the candidate who may become an employee. Both sides gain from this approach to the employment process.
Employers are also not all created equal in the ability to interview a potential employee. It requires considerable time and energy to sit down and define what exactly it is one is looking for in a job candidate. A good consultant is an expert at job descriptions and capturing performance expectations. The human resources consultant also has a much greater perspective on how and where to advertise for job candidates.
The internet has rapidly become the marketplace for employment. Individual job candidates create websites or pages to publicize their capabilities and post portfolios and samples of their work in addition to their resumes, which allows employers a greater understanding of the individuals capabilities and potential. There are significant down sides to this, however.
The internet will allow anyone to post almost anything anonymously, so there is no quality control, no check to ensure truthfulness in what is posted. It is also a herculean task to spend the time and energy to find candidates on the web, even after they have responded to a carefully crafted job description, leaving the employer with no solid basis for evaluation and therefore requiring the same interview and evaluation process as before, only with a much greater pool of possible employees.
Using a consulting relieves one from all of this, as a trained professional is social network savvy and can handle the challenges of separating the wheat from the chaff. By targeting your job description listing to search engine optimized sites and serious job bulletin boards, combined with contacts in the employee pool sources like universities and technical college certification programs; they are much better equipped to search in the areas where your skill sets are fomented.
With a little effort on the employers part not to select the employee, but to find a reliable, well qualified HR Consulting firm, the process of identifying and then selecting employees becomes a much simpler task. In addition, the amount of time, energy and money expended in the search for a quality job candidate becomes a definable resource expense that allows for greater stability in the bottom line.
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