Relevance of staffing solutions in todays’ market
Kenza Foning, Head, Human Resource Services (HRS), LabourNet shares his expert views on the current staffing solutions offered in India. He shares insights on how firms offering staffing solutions are changing the staffing landscape across India by bringing in much-needed structure to the otherwise unstructured recruitment practices.
How does Temp staffing solution benefit the candidates entering into the market?
A number of structured and unstructured sources of recruitment makes the job market in India vast and diverse. Temp staffing provides a structured source of job placement for many who would otherwise find it difficult to identify a secure channel to the job route. Presently, in India, temp staffing is still in its nascent stage. Only 15% of the job requirement in the market is being fulfilled by the temp staffing solutions. The advantage for the new recruit to take up temp staffing channel is that he/she gets a formatted platform to experience the job environment. This is extremely useful for those candidates who are looking for migratory shift. Temp staffing provides the security and safeguards them from exploitation. Many a times, the candidates are sourced with a promised salary on paper, while actually they would be only partly paid. Such exploitation can be easily eliminated with temp staffing. All the statutory and legal compliances required for the candidate is taken care by the staffing company. Through the temporary /contractual arrangement, the candidate can also explore to see the job fit for himself and work towards a more permanent solution.
How is industry getting benefitted from such services?
The rate of attrition in the market today is very high. For sales and marketing jobs, it is as high as 45%. For the industry to invest and train the recruits regularly as per their job profiles is not just arduous but costly too. Staffing companies such as LabourNet have the huge stock of recruits who are trained for the job roles and can be sourced on-time. Besides providing manpower, the staffing companies handle the entire statutory and HR compliance related issues which is a very critical operation. The entire HR process, right from recruitment and selection, on-boarding, pay rolling, compliance and training, is handled by these firms. This is a big advantage for the industry as their operational cost and risks are minimized and they can focus their strengths in their core competencies.
For many industries, the requirement of manpower is only seasonal. Hence to have them on rolls is not a viable solution. Sourcing them through staffing companies is a more viable option. Temp staffing also helps industries to examine the talent pool and absorb the best fit for their job requirements.
What are the challenges that need to be addressed to increase the job-to-best fit process?
Firstly, it is important to start building domain experts platforms such that there is knowledge and experience to identify the right skills required for the best job fit. Secondly, the industry should develop proper hygiene capability to align the skill with the job requirement. It should not get reduced to a number game. Thirdly, we need to build enough testimonials to substantiate the opportunities provided to both, the industry and the individuals. Since the staffing solutions are still in their nascent stage, not much branding has evolved. Lastly, the biggest challenge has been in the pricing. The market needs to shift from the pay and collect mode to collect and pay mode. This will help in building more stability and confidence in the recruitment process.
What is the edge LabourNet has over other market player in the staffing space?
LabourNet’s entire program on skilling follows the industry demands, is skill sector specified and based on NSDC prescribed norms. At any point of time we have a stock of more than 5000+ qualified recruits ready to be employed in the market. LabourNet’s USP is its capability of both forward and backward integration of people resources. We look at the life cycle of our recruits for a period of eight years, wherein we skill them, certify them, provide a temp job, help up-skill the candidate and if required, assist in his/her easy migration across worksites. This allows our relationship with the recruits to grow organically, thereby assuring quality of resources. The pan India presence of LabourNet, spread across 25 states, is another big differentiator for LabourNet along with partnerships with corporates that have their CSR goals aligned with skill development.