Which HRM function(s) in your organization should be outsourced? Should recruitment be one of the outsourced functions?
Some important factors to consider are if it will be beneficial to the company financially or by saving the company time, is it a job that can be done without close supervision by the company, is it a specialized skill that needs to be performed by someone other than their current employees. There are a lot of things to think about when deciding whether to outsource a part of your business. Most come down to saving time, money, and increasing efficiency.
If I were to outsource a function in my organization it would be payroll. Payroll is something that can be monitored at a distance and can really be given a “hands off” approach. Employees are aware of their earnings and can make sure themselves that they are being compensated accordingly. Major mistakes can easily be made when it comes to payroll and this can be avoided by having people work on it that can focus all of their attention on it to ensure that errors are not made.
Certain parts of recruitment can be considered as a function that can be outsourced. I believe that marketing for open positions and initial screenings of applications can be outsourced but it should not go much farther than that. The initial screening process through applicants can be outsourced in a way that certain guidelines for job requirements can be set such as educational background and experience. The applicants that