Benefits
To understand the benefits of offshore outsourcing, it's important to take a close look at the way in which your business operates. Primarily, you should try to divide the company's workload into core and non-core business activities. (For example, new business and client/candidate liaison might be considered core business, while CV sourcing, database searching and corporate intelligence gathering might be seen as non-core.) A good way of beginning is to look at why you employ each member of staff and whether you are capitalising on their strengths.
The majority of people working in recruitment have outgoing personalities, good business acumen and strong communication skills. Unfortunately, due the nature of the business, these individuals often spend a large portion of their day sitting behind a PC screening CVs, searching databases, inputting CVs, searching the internet for vacancies, using the internet to uncover hidden candidates, updating candidate databases… and so on and so on.
Process improvements and cost reductions should be the motivating decision behind any company's decision to outsource support functions offshore - and that's exactly how recruitment companies can make improvements to their business models. With less recruitment administration, Internet research and resourcing to perform, staff are able to concentrate on what they're really good at: developing new business, liasing with customers and, most importantly, making placements.