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A talent acquisition partner (or scaling partner) plays a critical role in the strategic hiring success of a company, providing not only recruitment services but also comprehensive support for operational processes. This partnership offers a unique opportunity to enhance teams with skilled professionals from across the globe. In this article, we will explore the main benefits of engaging with a talent acquisition partner and what they can do for your business.
What Does a Talent Acquisition Partner Do?
A talent acquisition partner is more than just a recruiter. They are involved in an organization's long-term growth plan.
Their primary role includes:
Aligning the recruitment process with the business’s overall goals.
Choosing the best sourcing platform: job boards
Identifying, attracting, and hiring top-qualified candidates to meet the organization's hiring goals.
Building talent pipelines in application tracking systems to fill open positions quickly and efficiently.
Enhancing employer branding and candidate experience through smooth onboarding procedures.
Key Benefits of Working with a Talent Acquisition Partner
Choosing talent acquisition services has lots of benefits, including the ability to outsource not only operational processes but also to enhance the team with skilled professionals from all over the world.
For remote work to be successful, employers need to provide the right equipment and other support, which is the main contribution of outstaffing companies.
Our experienced hiring managers go beyond efforts to spot local talents across multiple disciplines. As we onboard the needed candidate, we surround them with care and all kinds of required support to make the working process as comfortable as possible.
So, what are the main benefits of partnering with a talent acquisition service?
Reduction of operational costs
Hiring can be an expensive process, especially when open positions remain unfilled for long periods or when the wrong candidates are hired. Talent acquisition partners specialize in optimizing recruitment strategies, which can significantly reduce operational costs.
They streamline the talent acquisition process by:
Reducing the time to fill can significantly lower associated costs.
Reduce turnover and the need for subsequent rehiring, lowering long-term costs by improving the quality of hires.
Automating parts of the hiring process reduces the workload on human resources and decreases the likelihood of costly hiring mistakes.
The embedded end-to-end scaling plan includes recruitment services and full support of employees, with all needed hardware and software, a 24/7 office, and legal and account consultants.
Global talent acquisition
The truth is that the best candidate for a position might not be located nearby. Talent acquisition business partners often have a global reach, meaning a broader talent pool. This global perspective allows companies to find candidates with specific skill sets or unique experiences that might not be available in the local market.
And most importantly, you don't have to worry about working with your employee remotely. We believe that flexible working practices have a positive impact on staff engagement. That is the reason why we insist our employees have a flexible working schedule, which can be agreed upon specifically between the client and employee at the stage of interviewing or onboarding. It will help to always be in touch, no matter the place where the employee and the client are.
More and more companies are switching to full-time remote work, 98% of employees are choosing to work distantly till the end of their career, and 63% of the global workforce surveyed feel they are more productive working from home than when they were in the office. Respondents around the world are embracing working away from the office as they feel more connected to their devices than ever because the ‘office’ becomes wherever their technology is.
High retention rates
Effective talent acquisition partners don’t just fill positions; they help organizations find candidates who are a good fit for the company culture and job requirements. This alignment between the candidate's expectations and the company’s objectives leads to higher job satisfaction, resulting in lower turnover rates. High retention rates are beneficial as they reduce the indirect costs associated with turnover, such as lost productivity and the expenses of training new employees.
The tracking system we use enables you to manage engineers’ activity and working processes. After one month of work, we check in to make sure that the new employee is comfortable, happy, and engaged. As a talent acquisition partner, we also organise one-on-one meetings with the employee every three months. This helps us create a loyal, engaged, and outcome-focused workforce.
Caring for employees, organizing team building, and hosting off-work events significantly boost retention rates. Our dedicated people partners are always glad to assist if your employee has any specific needs.
How to Choose the Best Talent Acquisition Partner
Choosing the right talent acquisition partner is crucial for maximizing the benefits outlined above.
Here are several factors to consider:
Stick to the most reliable players in this game and choose a partner you can fully trust.
All the processes in that company have to be crystal clear and transparent. It may sound too obvious, but no matter how great the company might seem, there should always be legal representatives from both sides and, of course, signed deals and agreements.
Seek a plump portfolio folder with names, reviews, and, preferably, direct speech of those who have already been in a long-term relationship with this service. It should contain at least several brands you don’t have to Google.
Look for a vast database of candidates. The bigger, the better. A large database means that the recruitment team has been on the market for a long time, making the whole process easier and faster.
Do they have an office? It’s always better to have a place where the developers can come to work, hold meetings, and you can come to visit, right? We can all work digitally now, but some things should remain offline as, in the end, it’s a person-to-person domain.
Finally, pay attention to details when choosing an outstaffing company as they speak loudly. These guys will be the intermediaries between you and your employees, taking a lot of routine work away from you: running an office, communicating with your teams, and making everything run as smoothly as possible. Be sure to check everything and then work happily with that outstaffing company ever after.
