An HR director is outsourcing recruiting efforts to a staffing organization and is charged with implementing the staffing organization project/initiative. The original plan had been to eliminate in-house staffing personnel, but, at the hiring managers' request, the HR director has decided to maintain a small in-house team of corporate recruiters who will work with the staffing organization. This will provide continuity for the hiring managers in the organization. The HR director must facilitate the integration of the staffing organization team with full-time personnel from the organization. The staffing organization team will consist of recruiters, sourcing professionals, and administrative assistants led by a staffing organization manager. The staffing organization recruiters manage the intake of open positions from the hiring managers. The in-house corporate recruiters assess open positions for fulfillment. The corporate recruiters often bypass the staffing organization manager to give direction to the staffing organization recruiters and sourcing professionals. This practice does not follow the work flow that was created in the standard operating procedures, resulting in delays in the process. The staffing organization team becomes confused because they regularly receive directions from both the corporate recruiters and the staffing organization manager. The staffing organization manager is increasingly frustrated by the lack of transparency as to the status of open positions. There is disagreement between the corporate recruiters and the staffing organization team about who should manage the relationship with organizational hiring managers when position openings are submitted. This results in harmful competition between the corporate recruiters and the staffing organization team, ultimately resulting in an overall decline in productivity. Question 19: Which strategy would be most effective in helping the staffing organization team understand the culture of the organization and thereby ensure that candidates are a good fit? a. Partner with the staffing organization recruiters to understand their process and experience working with the hiring managers in all departments. b. It isn't critical for the staffing organization team to understand the culture of the organization; they should rely on the hiring managers for that. c. Research the organization by reviewing the intranet and company website to learn about the values and strategic goals of the organization. d. Consult with the HR director to review the information that was gathered during the staffing organization sales and implementation process.
An HR director is outsourcing recruiting efforts to a staffing organization and is charged with implementing the staffing organization project/initiative. The original plan had been to eliminate in-house staffing personnel, but, at the hiring managers' request, the HR director has decided to maintain a small in-house team of corporate recruiters who will work with the staffing organization. This will provide continuity for the hiring managers in the organization. The HR director must facilitate the integration of the staffing organization team with full-time personnel from the organization. The staffing organization team will consist of recruiters, sourcing professionals, and administrative assistants led by a staffing organization manager.
The staffing organization recruiters manage the intake of open positions from the hiring managers. The in-house corporate recruiters assess open positions for fulfillment. The corporate recruiters often bypass the staffing organization manager to give direction to the staffing organization recruiters and sourcing professionals. This practice does not follow the work flow that was created in the standard operating procedures, resulting in delays in the process. The staffing organization team becomes confused because they regularly receive directions from
both the corporate recruiters and the staffing organization manager.
The staffing organization manager is increasingly frustrated by the lack of transparency as to the status of open positions. There is disagreement between the corporate recruiters and the staffing organization team about who should manage the relationship with organizational hiring managers when position openings are submitted. This results in harmful competition between the corporate recruiters and the staffing organization team, ultimately resulting in an overall decline in productivity.
Question 19: Which strategy would be most effective in helping the staffing organization team understand the culture of the organization and thereby ensure that candidates are a good fit?
a. Partner with the staffing organization recruiters to understand their process and experience working with the hiring managers in all departments.
b. It isn't critical for the staffing organization team to understand the culture of the organization; they should rely on the hiring managers for that.
c. Research the organization by reviewing the intranet and company website to learn about the values and strategic goals of the organization.
d. Consult with the HR director to review the information that was gathered during the staffing organization sales and implementation process.
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