Hi All,
I went through various site to understand difference between staffing and recruitment. The more I read about it, the more I got confused to understand the difference.
The term recruitment is clear but about staffing some site refers looking at the entire employment cycle from onboarding to exit. Where some refer, it as a filling a temporary position in the organization or hiring
Can you please help me understand the term staffing. Also what is the difference between recruitment and staffing agencies. What does staffing agency do? Also help me understand the term talent acquisition as this too has different definitions, in the web some talk about it as Acquiring talent ( Recruitment & hiring) activity and some as hiring, training, development, retaining employees.
Regards,
HRbuff
From India, New Delhi
3I went through various site to understand difference between staffing and recruitment. The more I read about it, the more I got confused to understand the difference.
The term recruitment is clear but about staffing some site refers looking at the entire employment cycle from onboarding to exit. Where some refer, it as a filling a temporary position in the organization or hiring
Can you please help me understand the term staffing. Also what is the difference between recruitment and staffing agencies. What does staffing agency do? Also help me understand the term talent acquisition as this too has different definitions, in the web some talk about it as Acquiring talent ( Recruitment & hiring) activity and some as hiring, training, development, retaining employees.
Regards,
HRbuff
From India, New Delhi
Dear HRbuff,
RECRUITMENT is a CONSCIOUS process, defining the key SKILLS for the ROLE, the EDUCATIONAL QUALIFICATION, past EXPERIENCE, if any required. Then choose the METHOD of inviting applications. Check for the NECESSARY QUALIFICATION within the organization. This will prove to be very effective as a BACKGROUND check on the individual is made very easy. For external applications, the ASSISTANCE of a PLACEMENT CONSULTANT/AGENCIES, INTERNET, an ADVERTISEMENT in the newspaper or the company website, in case of a company enjoying a good BRAND image, can be adopted. On the receipt of the applications, the organization performed SCREENING and SHORTLISTING the applications which have the BASIC SKILLS required for the job. Then INFORM the candidates on the RECRUITMENT process which might INVOLVE a written test and an interview. The interviewer should be able to get the REQUIRED answers from the candidate without CORNERING him/her. There ENDS the RECRUITMENT process.
STAFFING, on the other hand, EXISTS through every STAGE of the EMPLOYEE in the organization. Once the candidate and his/her ROLE is FINALIZED, IDENTIFY the individual SKILL of the employee and COMPARE it with the SKILL REQUIRED for the TASK, MEASURE the DIFFERENCE and then BRIDGE the GAP through proper TRAINING. TRAINING makes an individual COMPETENT to face the TASK before him/her. STAFFING function also includes PROMOTIONS, DEMOTIONS, TERMINATIONS of STAFF. The PATH up the CAREER ladder must be BLUEPRINTED and WELL COMMUNICATED. A good PERFORMANCE APPRAISAL system helps in the IDENTIFICATION of the key players who are CRUCIAL to the ATTAINMENT of the organizational OBJECTIVES. PROMOTION, better MONETARY and NON-MONETARY REMUNERATION/REWARDS etc. with PROSPECTS for the ACCOMPLISHMENT of their PERSONAL GROWTH helps in RETAINING them in the long run. But at times, BADLY PERFORMING employees need to be IDENTIFIED to IMPROVE their TALENT, and if it fails, DEMOTING or even FORCING them to TERMINATE the JOB.
RECRUITING/SEARCH/HEADHUNTER Firm - PRIMARILY PROVIDES QUALIFIED candidates to their clients for "PERM" positions. The SEARCH firm is USUALLY paid by the CLIENT an HOURLY fee for their SERVICES. NOTE that, CLIENT may be either the EMPLOYER or the EMPLOYEE/CANDIDATE himself/herself.
STAFFING Agency - PRIMARILY SUPPLIES SUPPLEMENTAL STAFF to their CLIENT (COMMONLY REFERRED to as a CONTRACT ASSIGNMENT). How different CLIENTS UTILIZE SUPPLEMENTAL STAFF varies greatly. Some only UTILIZE them to cover FLUCTUATING work loads, some UTILIZE for a specific PROJECT, some for IDENTIFIED PERIODS (multiple years). STAFFING agencies also PROVIDE candidates for "PERM" positions as listed above. There is even the CONTRACT to "PERM" arrangement that is very popular with many CLIENTS in that they get to "TRY BEFORE THEY BUY" (in other words see if the candidate are a good FIT PRIOR to making the candidate a "PERM" employee). In today's HR world, this gets more POPULAR all the time. The CLIENT USUALLY pays the agency an HOURLY fee for their SERVICES.
TALENT ACQUISITION - is ongoing CYCLE of PROCESS that start by BUILDING employer BRAND, COMMUNICATION of employee VALUE PROPOSITION and ongoing RELATIONSHIP with TARGETED TALENT segments. This approach LEADS to develop TALENT POOLS and PIPELINES eventually creating SUSTAINABLE talent SUPPLY CHAIN. TALENT ACQUISITION is geared towards ANTICIPATED DEMAND and typical HIRING NEEDS. This LEADS to more strategic nature of the approach and significant improvements across all RECRUITMENT KPIs (KEY PERFORMANCE INDICATOR).
From Bangladesh
RECRUITMENT is a CONSCIOUS process, defining the key SKILLS for the ROLE, the EDUCATIONAL QUALIFICATION, past EXPERIENCE, if any required. Then choose the METHOD of inviting applications. Check for the NECESSARY QUALIFICATION within the organization. This will prove to be very effective as a BACKGROUND check on the individual is made very easy. For external applications, the ASSISTANCE of a PLACEMENT CONSULTANT/AGENCIES, INTERNET, an ADVERTISEMENT in the newspaper or the company website, in case of a company enjoying a good BRAND image, can be adopted. On the receipt of the applications, the organization performed SCREENING and SHORTLISTING the applications which have the BASIC SKILLS required for the job. Then INFORM the candidates on the RECRUITMENT process which might INVOLVE a written test and an interview. The interviewer should be able to get the REQUIRED answers from the candidate without CORNERING him/her. There ENDS the RECRUITMENT process.
STAFFING, on the other hand, EXISTS through every STAGE of the EMPLOYEE in the organization. Once the candidate and his/her ROLE is FINALIZED, IDENTIFY the individual SKILL of the employee and COMPARE it with the SKILL REQUIRED for the TASK, MEASURE the DIFFERENCE and then BRIDGE the GAP through proper TRAINING. TRAINING makes an individual COMPETENT to face the TASK before him/her. STAFFING function also includes PROMOTIONS, DEMOTIONS, TERMINATIONS of STAFF. The PATH up the CAREER ladder must be BLUEPRINTED and WELL COMMUNICATED. A good PERFORMANCE APPRAISAL system helps in the IDENTIFICATION of the key players who are CRUCIAL to the ATTAINMENT of the organizational OBJECTIVES. PROMOTION, better MONETARY and NON-MONETARY REMUNERATION/REWARDS etc. with PROSPECTS for the ACCOMPLISHMENT of their PERSONAL GROWTH helps in RETAINING them in the long run. But at times, BADLY PERFORMING employees need to be IDENTIFIED to IMPROVE their TALENT, and if it fails, DEMOTING or even FORCING them to TERMINATE the JOB.
RECRUITING/SEARCH/HEADHUNTER Firm - PRIMARILY PROVIDES QUALIFIED candidates to their clients for "PERM" positions. The SEARCH firm is USUALLY paid by the CLIENT an HOURLY fee for their SERVICES. NOTE that, CLIENT may be either the EMPLOYER or the EMPLOYEE/CANDIDATE himself/herself.
STAFFING Agency - PRIMARILY SUPPLIES SUPPLEMENTAL STAFF to their CLIENT (COMMONLY REFERRED to as a CONTRACT ASSIGNMENT). How different CLIENTS UTILIZE SUPPLEMENTAL STAFF varies greatly. Some only UTILIZE them to cover FLUCTUATING work loads, some UTILIZE for a specific PROJECT, some for IDENTIFIED PERIODS (multiple years). STAFFING agencies also PROVIDE candidates for "PERM" positions as listed above. There is even the CONTRACT to "PERM" arrangement that is very popular with many CLIENTS in that they get to "TRY BEFORE THEY BUY" (in other words see if the candidate are a good FIT PRIOR to making the candidate a "PERM" employee). In today's HR world, this gets more POPULAR all the time. The CLIENT USUALLY pays the agency an HOURLY fee for their SERVICES.
TALENT ACQUISITION - is ongoing CYCLE of PROCESS that start by BUILDING employer BRAND, COMMUNICATION of employee VALUE PROPOSITION and ongoing RELATIONSHIP with TARGETED TALENT segments. This approach LEADS to develop TALENT POOLS and PIPELINES eventually creating SUSTAINABLE talent SUPPLY CHAIN. TALENT ACQUISITION is geared towards ANTICIPATED DEMAND and typical HIRING NEEDS. This LEADS to more strategic nature of the approach and significant improvements across all RECRUITMENT KPIs (KEY PERFORMANCE INDICATOR).
From Bangladesh
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