McCall Recruitment to Recruitment is expanding its service offering - we are launching McCall Outsource Recruitment Solutions as a direct reflection of client demand.
As the global market continues to grow recruitment businesses are investing time and money expanding their infrastructure to compete. At the same time leaders are wrestling with the rising cost and complexity of delivery coupled with continued pressure on margins.
As a result the outsourcing model is evolving at a great pace. Progressive leaders are switching to adopt this model into their core business process and infrastructure to generate high ROI, reduce cost, manage complexity and fill more orders faster.
Choosing the right partner to outsource to is critical and with so many options available, it can be a very daunting task.
McCall and IMS People, industry specialists in recruitment and recruitment outsourcing respectively have joined forces as McCall ORS. They are both part of the aim listed Empresaria Group. Their collaboration offers business leaders an established validated and robust team enabling them to take confidently advantage of this game changing solution.
McCall ORS offers you a solution that covers part or all of the components that are involved in the recruitment process, from market research, sourcing of candidates including passive search and headhunting, shortlisting, formatting CVs, references, compliance and offer management, 365 days of the year - the list is not exhaustive, because every solution is tailored, every solution is unique.
Julie Fouad is an industry expert with over 20 years experience at senior level heads up McCall ORS. "I am thrilled to be leading this initiative for McCall. I know that the solutions McCall ORS offers are absolute game changers for ambitious recruitment businesses and I am looking forward to working with our clients to build effective strategies to enable them to capitalise on the opportunities the growing markets are presenting."
Julie O'Neill comments, "Julie Fouad has an extensive recruitment career and knows how important workload planning can be - to gain the right balance of cost, efficient and quality is essential. Julie has herself worked with offshore firms before and understands the outsourcing process in entirety and we are pleased to have her on board and launching this important new division."
So 2015 is well and truly underway and from a recruitment perspective whether you are a manager or a consultant the quarter one target will be filling your thoughts going forward in to what hopes to be another strong year in the recruitment world. A new year of course means new challenges, new targets, new hope and new aims for the year ahead. So what does lie ahead for the world of recruitment in Asia?
Going forward into 2015 I believe it will be a strong year for recruitment companies but I also believe it will be a very competitive year, where many smaller companies may struggle to stay afloat due to the competition they will face from their more established competitors in attracting new talent to their company and retaining their top talent. There is no doubt in my mind that there are huge gains to be had across Asia - but the candidate pools across all industries are dwindling fast and there is no sign of any easing of the newer stricture labour policies.
In a recent poll 67 per cent of employees in Singapore said they are likely to leave their current role in 2015, the same poll stated that 73 per cent had attended job interviews in the past year and the main reason behind these potential moves was the desire for a salary rise. It is evident from this that recruiters are going to have a lot of recruitment companies are going to have to do their best to incentivise and reward their current staff - or risk losing them. Additionally some sectors maybe more appealing than others which although cyclically is often the case reality can be unexpected e.g. we haven't seen a slowing till now within the oil and gas vertical. However other international markets may say the salaries are already inflated in this geographic.
Despite the willingness it seems to move to a new employer in 2015, there is still a widening skills gap across all areas. In Singapore the employment landscape has undergone some big changes in the past year and this has created many challenges for employers and recruiters in all markets. With the introduction of the Fair Consideration Framework (FCF), the National Jobs Board (jobs bank) and the Personal Data Protection Act (PDPA) the changes have affected how recruitment companies are able to recruit local talent even higher on nearly all recruitment companies' agendas.
One of the biggest challenges facing not just the recruitment industry but every industry is where to find this local talent. At the end of last year the job vacancies in Singapore alone had climbed nearly nine per cent in two years and are now at the highest level in over six years. If you consider this alongside the ever tightening employment pass regulations for foreigners then the search for talent is not going to be an easy one at all.
More and more recruitment companies last year turned to recruiting graduates or salesy youngsters from the services industry to be fully trained into the recruitment mode of operandi - this is proving popular already in 2015 - especially if the requests for the McCall Academy is anything to go by! What is certain is that if the rising skills gap in the market continues then companies are going to need to attract younger talent early and as the competition grows between industries they are going to have to put an attractive and compelling proposition together to attract the new generation to recruitment.
There are certainly many challenges ahead in Singapore and across Asia for the recruitment market but what these growing staffing obstacles are doing is helping to grow the quality of the market plus the quality of the options for clients as a whole. Companies now realise that in order to be ahead of the competition and to sustain the growth they desire they need to be better in every department. Companies are focusing more on client service levels, staff retention, staff culture and corporate image. These improvements alone are making this recruitment market one of the highest quality and that can not only be good for our industry's reputation and growth - but for all the industries we in turn apply.
2015 in Asia according to the Chinese Zodiac will as of Chinese New Year on the 19th of February say goodbye to the year of the Horse and be replaced by the year of the Sheep (Goat). A year when I believe further strides forward will be made in our industry.
Have a great year of the Sheep ahead!
Nick and I had a very interesting trip to India last week. We travelled via Dubai (where we have clients, candidates and contacts as we have business in the Middle East) to Amdebhad. Nick’s first time in India, not mine – but very different to the Mumbai and Goa areas that I have had the pleasure of enjoying in recent years!
In our one and only half day of free time we visited a Blind school within a disabled village – it was awesome to see the amazing work that they do from a Vodaphone blind call centre to chair making and equipment building and even a Physio department with cutting edge technology including new Japanese training. To be able to give out toys and so forth was a real joy and they were all so welcoming.
Our business focus was to visit a sister company IMS, they too are part of our group – the aim listed global staffing company Empresaria, for the annual conference and gala award event, as well as touring their offices and getting a real flavour of their work. It was hugely impressive in terms of process, staffing and their successes – over 300 people researching, resourcing, data cleansing, mapping, back office accounting – all performed to a very high level of KPIs and standards. (The old myth of one man in his back bedroom or a sweat shop of a call centre was thankfully dispelled!) The conference and gala award evening was better than the BAFTAs (although the one noticeable difference was the lack of alcohol – Amdebhad being a dry state!) See our photos below – if you are interested in offshoring do let me know and I’ll put you in touch.
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