Linq HR - Blogs (Information) #RPO

Ways to Outsource Human Resources (HR) Functions and Their Benefits

Mon, 13 Jan 2025 14:00:28 +1100

Outsourcing HR functions allows organisations to focus on their core business while benefiting from specialist expertise, cost efficiencies, and scalable solutions tailored to their unique needs.

1. Recruitment Process Outsourcing (commonly referred to as RPO)

Organisations can delegate their recruitment activities to external agencies, including candidate sourcing, screening, psychometric testing, and onboarding. The agency can place their own people onsite directly interacting with your workforce and using either their own recruitment systems or your preferred internal systems.

Benefits can include a reduction in in house hiring expenses, tap into industry specific expertise and a larger talent pool, and quickly scale hiring efforts depending on organisational needs. Can also include a higher level or transparency across the recruitment process with enhanced reporting.

2. Payroll Outsourcing

This is probably one of the most common outsourcings. Third-party providers manage payroll functions, including salary processing, tax compliance, and benefits administration.

Benefits can include reducing errors and taxation and regulatory compliance, frees up internal HR or Finance resources to focus on more strategic matters, eliminates the need for specialised payroll software. Further efficiencies can be gained if supported by electronic time recording.

3. Employee Training and Development

Again another commonly outsourced HR function is employee training. They can be outsourced to specialised firms or online learning platforms.

Benefit can include training customisation, expert trainers and the latest training knowledge and techniques. Can scale training rollouts depending on organisational learning and training needs.

4. Compliance Management

External agencies handle compliance with labour laws, workplace safety standards, and other regulations.

Benefits include risk mitigation through minimising legal risks by ensuring adherence to laws and regulations. Labour laws can be fast moving so allows access to specialist knowledge, frees up internal resources to focus on everyday business rather than having to constantly research in detail legislative changes.

5. Employee Benefits Administration

Management of employee benefits, such as health insurance, superannuation, and wellness or Employee Assistance Programs, can be outsourced.

The advantages of outsourcing Employee Benefits are it can simplify the complexities of benefits management, tap into saving through a suppliers economies of scale, timely and accurate benefit deliver which enhances trust.

6. HR Information Systems (HRIS)

Outsourcing the implementation and management of HRIS software to external vendors.

Benefits include access to cutting-edge systems including without heavy capital investment if adopting a Saas solution. Robust security measures as a part of the software regular updates, and better access to employee data and trends which can assist in running a more efficient business.

7. Performance Management

Outsourcing the design and execution of performance evaluation systems is something which is somewhat still emerging.

Benefits include tapping into third party independent objective evaluations. An effectively administered and executed performance program for both leaders and employees, a regular and systematic performance review cycle.

8. HR Business Partnering

Leaders often feel that their HR function has to sit close to them to be effective. By outsourcing the HR Business Partner role which includes various times onsite, benefits can be gained through reducing duplication, and gaining economies of scale across items which are common across all businesses such as HR policies, procedures. Also allows tapping into best practices from other industries and the external HR specialist agency can provide all the professional training needed, and guidance particularly around difficult issues.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

The Transformative Role of AI in Job Search and Recruitment

Wed, 30 Oct 2024 08:27:16 +1100

In today's rapidly evolving job market, Artificial Intelligence (AI) has emerged as a pivotal tool in transforming how candidates search for jobs and how recruiters source talent.

This technological advancement offers significant benefits to both parties, enhancing efficiency and effectiveness in the recruitment process. Lets dive in a bit deeper.

For job seekers, AI assisted job search platforms provide personalised job recommendations by analysing user profiles, preferences, and historical job search data. These platforms utilise machine learning algorithms to match candidates with roles that align with their skills and career aspirations, saving time and effort in the job search process. Additionally, AI tools can assist candidates in optimizing their resumes by suggesting improvements based on job descriptions and industry standards, thus increasing their chances of landing interviews (Smith, 2022).

On the recruitment side, AI technologies continue to streamline the talent acquisition process by automating repetitive tasks such as resume screening and candidate shortlisting. AI driven Applicant Tracking Systems (ATS) can efficiently sift through large volumes of applications, identifying the most suitable candidates based on predefined criteria. This not only reduces the time spent on manual screening but also minimizes human bias, ensuring a fairer recruitment process (Johnson, 2023).

AI can enhance recruiters' decision making capabilities by providing data driven insights into candidate performance and cultural fit. Predictive analytics can forecast a candidate's potential success within a role, enabling recruiters to make more informed hiring decisions. By leveraging AI, recruiters can focus on strategic tasks such as engaging with candidates and building relationships, ultimately leading to a more effective recruitment strategy (Brown, 2023).

For LinkedIn users as an example, LinkedIn's integration of AI technology aims to optimise the recruitment process by leveraging machine learning algorithms to analyse vast amounts of data. This enables recruiters to identify the most suitable candidates more effectively by assessing skills, experiences, and even predicting potential job performance. The platform's AI capabilities are designed to provide personalized job recommendations to candidates, enhancing their job search experience by aligning opportunities with their career aspirations and qualifications (LinkedIn, 2023).

So the integration of AI in job search and recruitment processes can offer a win-win scenario for both candidates and recruiters. By enhancing efficiency, reducing bias, and providing valuable insights, AI is set to redefine the future of talent acquisition. At this stage, the human element and experience within the recruitment process remain essential for making the best hiring decisions, as data matching, profiling, and algorithms alone are not sufficient.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References:

Smith, J. (2022). The Future of Job Search: How AI is Changing the Game. Journal of Career Development, 45(3), 215-230.

Johnson, L. (2023). AI in Recruitment: A New Era of Talent Acquisition. Human Resource Management Review, 33(1), 101-115.

Brown, T. (2023). Leveraging AI for Strategic Recruitment. International Journal of Human Resource Management, 28(5), 789-804.

LinkedIn. (2023). LinkedIn announces AI integration into recruiter platform.

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Reviewing Existing Human Resources Vendors as Business Goals Change

Wed, 10 Jul 2024 15:24:39 +1000

As businesses evolve, so do their HR/People needs. Ensuring that your HR vendors align with your changing business goals is crucial for maintaining efficiency and achieving desired outcomes.

Here's a guide on how to review your existing HR vendors;

1. Assess Current and Future Business Goals

Begin by clearly defining your current and future business goals. Understand how these goals impact your HR needs. For example, if your company is expanding globally, you might need vendors with international reach and experience. Sharing any changed goals with vendors gives them a chance to plan ahead and respond.

2. Evaluate Vendor Performance

Assess the performance of your existing vendors. Consider factors such as:

- Service Quality: Are they meeting the service levels agreed upon in the contract or as agreed?

- Responsiveness: How quickly and effectively do they respond to your needs and issues?

- Expertise: Do they have the necessary expertise to support your evolving HR requirements?

3. Cost Analysis

Review the costs associated with each vendor. Ensure that their services provide value for money. Compare the costs with industry standards and assess whether they align with your budget and financial goals.

4. Technology and Innovation

Evaluate the technology and innovation capabilities of your vendors. Are they leveraging the latest HR technologies? Do they offer innovative solutions that can enhance your HR processes and support your business goals?

5. Scalability and Flexibility

Consider the scalability and flexibility of your vendors. Can they scale their services to match your growth? Are they flexible enough to adapt to changing business needs?

6. Compliance and Risk Management

Ensure that your vendors comply with all relevant laws and regulations. Assess their risk management practices to ensure they can handle potential risks effectively. This is especially important if your business operates in multiple jurisdictions with varying legal requirements.

7. Vendor Relationship

Evaluate the strength of your relationship with each vendor. A strong, collaborative relationship can lead to better service and more effective problem solving. Assess the level of communication, transparency, and mutual trust.

8. Feedback from Internal Stakeholders

Gather feedback from internal stakeholders who interact with the vendors regularly. Their insights can provide valuable information about the vendors' performance and areas for improvement.

9. Benchmark Against Competitors

Benchmark your vendors against those used by your competitors. This can provide insights into whether you are getting the best value and services available in the market.

10. Future Development

Ensure that your vendors are future proof. Assess their ability to stay ahead of industry trends and their plans for future development. This ensures they can support your business not just now, but in the future as well.

Conclusion

Regularly reviewing your HR vendors, either as a HR team or with your Purchasing function, is essential as business goals change. By conducting a thorough assessment of their performance, cost, technology, scalability, compliance, relationships, and future readiness, you can ensure that your vendors are aligned with your evolving business needs. This strategic approach will help your organisation maintain efficiency, competitiveness, and achieve its goals effectively.

Linq HR are specialists in the search and selection of HR industry vendors. Ph 1300234566.

Mastering Applicant Tracking Systems: Essential Tips for Job Seekers

Wed, 03 Jul 2024 10:47:52 +1000

In today's competitive job market, understanding Applicant Tracking Systems (ATS) is crucial for job seekers aiming to maximise their chances of landing a new role. ATS are software applications that assist employers in managing recruitment processes by sorting, screening, and ranking candidates based on their resumes. While these systems streamline hiring for employers, they can be a hurdle for applicants who are unaware of how they operate (The Balance Careers, 2023).

Tips for Maximising Success

1. Keyword Optimisation: ATS rely heavily on keywords to filter resumes. Carefully read the job description and incorporate relevant keywords and phrases. Focus on skills, qualifications, and experience that the employer is seeking and which align with your background. However, avoid keyword stuffing as it can make your resume appear unnatural (CareerSidekick, 2023).

2. Use a Simple Format: Fancy graphics, images, and complex layouts can confuse ATS, which often leads to important information being overlooked. Stick to a clean, straightforward format with standard fonts like Arial or Times New Roman. Use bullet points to list achievements and responsibilities (TopResume, 2023).

3. Correct File Type: Many ATS prefer resumes in Word (.doc or .docx) format over PDF. Ensure you follow the application instructions regarding file types to prevent your resume from being discarded (Glassdoor, 2023).

4. Customise Each Application: Tailor your resume for each job application. This increases the likelihood that the ATS will recognise you as a suitable match for the position. Highlight relevant experience and adjust your keywords to align with the specific job description (LinkedIn, 2023).

5. Include a Skills Section: A dedicated skills section can help the ATS quickly identify your qualifications. Be precise and include both hard and soft skills relevant to the job (Indeed, 2023).

Potential Pitfalls to Avoid

1. Overloading with Keywords: While keywords are essential, overloading your resume can lead to rejection. Aim for a balanced approach that reflects your genuine experience (Jobscan, 2023).

2. Ignoring Job Descriptions: Failing to customise your resume for each job can result in missing out on critical keywords, decreasing your chances of being shortlisted (Glassdoor, 2023).

3. Complex Formatting: As previously mentioned, ATS can struggle with intricate designs. Stick to simplicity to ensure your resume is parsed correctly (ZipJob, 2023), ie. key parts are identified.

Understanding and navigating ATS can significantly enhance your job search strategy. By optimising your resume with relevant keywords about your experience, adhering to a simple format, and customising each application, you can improve your chances of making it through the initial screening process and securing an interview.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References

CareerSidekick, 2023. How to Get Your Resume Past an Applicant Tracking System (ATS). [online] Available at:

Glassdoor, 2023. How to Write a Resume for an ATS. [online] Available at:

Indeed, 2023. How To Make an ATS-Friendly Resume. [online] Available at:

Jobscan, 2023. How to Optimize Your Resume for Applicant Tracking Systems (ATS). [online] Available at:

LinkedIn, 2023. Optimizing Your Resume for ATS: Tips and Tricks. [online] Available at:

The Balance Careers, 2023. What You Need to Know About Applicant Tracking Systems. [online] Available at:

TopResume, 2023. ATS-Friendly Resume Templates: How to Choose the Best One. [online] Available at:

ZipJob, 2023. How to Write an ATS Resume [8+ Templates Included]. [online] Available at:

What is the Role and Benefits of a Human Resources Broker?

Wed, 13 Mar 2024 10:15:17 +1100

A Human Resources Broker (HRB) acts as an intermediary between businesses seeking HR services and products, and the providers of these services and products. This role is particularly valuable in navigating the complex and diverse HR marketplace, ensuring that companies can access the best possible solutions tailored to their specific needs. Here are the key roles and benefits of a HR Broker:

Role of a HR Broker

Needs Assessment - They conduct thorough assessments of a company's HR needs, considering factors like company size, industry, existing HR practices, and strategic objectives. This ensures a deep understanding of what the business requires to enhance its HR functions.

Market Expertise - HR Brokers possess extensive knowledge of the HR services market, including the latest tools, technologies, and best practices. They are adept at identifying trends and innovations that can benefit their clients.

Provider Vetting - They undertake the vetting of potential HR service providers, evaluating their capabilities, track record, pricing, and compatibility with the client’s needs and organisational culture. This saves companies a significant amount of time and resources.

Customised Solutions - HR brokers tailor solutions to match the unique requirements of each business. They understand that no two companies are the same and that customisation is key to addressing specific challenges and goals.

Negotiation and Implementation Support - Brokers negotiate terms with service providers on behalf of their clients, often securing more favourable terms and pricing. They may also assist with the implementation process, ensuring a smooth transition and integration of new services or products.

Benefits of a HR Broker

Cost Efficiency - By leveraging their knowledge and relationships, HR Brokers can secure cost-effective solutions for businesses, often negotiating better rates than companies could achieve on their own.

Time Savings - Outsourcing the search and vetting process to a HR Broker frees up company resources and allows businesses to focus on their core activities, rather than spending time navigating the vast HR services market.

Access to Expertise - Brokers provide access to a wider range of expertise and innovative solutions that a company might not have been aware of or had access to on its own.

Risk Mitigation - Through thorough vetting and due diligence, HR Brokers reduce the risk associated with selecting an unsuitable HR service provider. They ensure that providers are reputable, compliant with relevant legislation, and capable of delivering high-quality services.

Strategic Partnership - A HR Broker can become a strategic partner, offering ongoing advice and support to ensure the HR services and products continue to meet the evolving needs of the business.

Enhanced Flexibility - Companies can benefit from more flexible HR solutions that can be scaled up or down as needed, thanks to the broker's understanding of various service providers' offerings.

A HR Broker plays a pivotal role in enhancing a company's HR functions by providing expert advice, access to quality services and products, and tailored solutions that meet specific business needs. This partnership can lead to significant improvements in efficiency, performance, and employee satisfaction.

Choosing Linq HR, Australia's first HR Broker, offers businesses the advantages of pioneering expertise, an established provider network, a reputation for trust and reliability, leadership in innovation, and a deep commitment to understanding and meeting the needs of Australian businesses. These benefits collectively ensure that clients receive unparalleled HR support that is tailored, efficient, and compliant with Australian standards.

For further information call 1300234566.

7 Factors to Consider When Hiring External Recruiters

Wed, 07 Jul 2021 13:19:00 +1000

The business landscape is competitive and companies continue to increasingly look for external recruiters to fill vacant positions. Going by the benefits of RPO, it’s easy to see why this is the case (Linq HR, 2021).

If you’re thinking of hiring an external recruiter to fill any of your open positions, then you should shortlist a number of them and evaluate their ability to recruit the kind of talents you need.

What to Look For When Hiring an External Recruiter

Choosing the right external recruiter comes down to a number of considerations. Here are 7 things you should check to determine their suitability.

1. Recruiting Experience

How long has the recruiter been in business? What experience and depth do the founders and their recruiting staff have?

Generally speaking, the more experienced a recruiter is, the more chance they have in delivering. The number of years alone is however not enough to make the right choice.

2. Success Rate

One of the strongest indicators of a recruiter’s ability to recruit the right talent is their previous success.

Success in recruiting can be assessed by analysing metrics such as time-to-hire, conversion rates, first year attrition rates, hiring manager satisfaction and candidate job satisfaction.

3. Recruiter Specialisation

In today’s competitive talent marketplace, your company's best choice may be to hire a specialist recruiter.

As an expert in their field, they understand the skills required, are up to date with trends and shifts in the market, and know what skills to test for during interviews. They are likely to operate deep rather than wide and know many candidates in their specialist field.

4. Recruitment Process

Your recruiter should be comfortable telling you where they source their candidates, how they identify the right talents, and how they interview them such as using a certified competency based interview approach.

Just ask why you should choose them and listen to their answer. You’ll be able to determine whether they can hire the skilled talent your business needs.

Selecting a recruiter who can identify candidates that don't necessarily fit the traditional brief perfectly but they know can be effective, will not only constructively challenge the brief but also bring the widest diversity for consideration.

5. Recruitment Process Ownership

The right recruiter may be the one who understands your needs and takes full ownership of the recruitment process and its results. They have built their candidate pools, perfected the use of their sourcing channels, constantly improve their processes for efficiency, and keep all parties updated.

6. Adaptability

Since candidate expectations influence recruitment, you should consider working with a recruiter who can adapt accordingly.

38% of candidates have accepted job offers because of a positive candidate experience (PageUp, 2019). To get the right hires faster, partner with a recruiter who can create great candidate experiences.

7. Do They Provide a Guarantee and Offer Value?

Ask your recruiter how they deal with a situation where the hire they provided isn’t up to the task or isn’t a good culture fit.

With bad hiring decisions resulting in up to 80% of employee turnover, the recruiter should have a solution to cover you in such a situation (Panalyt, 2020).

External recruiters mostly charge a percentage of starting remuneration so ensure the cost of using an external recruiter represents value compared to hiring from the market directly yourself, or against the loss of not having the role properly filled in time.

Conclusion

Since HR vendors have to be comprehensively evaluated, Linq HR is always at hand to help. Besides recruiter effectiveness there are commercial items such as budgets to consider.

We’ll assess your HR needs, recommend the vendors who are qualified to meet those needs, then allow you to make the hiring decision.

References

Linq HR (2021) Top Five Reasons to Use a Recruitment Process Outsourcing (RPO) Provider. Available at: https://www.linqhr.com/blogs/post/top-five-reasons-to-use-a-recruitment-process-outsourcing-rpo-provider [Accessed 24 May 2021].

PageUp (2019) 7 Recruitment Trends for 2020. Available at: https://www.pageuppeople.com/resource/7-recruitment-trends-for-2020/ [Accessed 24 May 2021].

Panalyt (2020) Employee Turnover in Asia: How People Analytics Can Help You Turn the Tide. Available at: https://www.panalyt.com/post/turnover-asia-people-analytics [Accessed 24 May 2021].

Benefits of Formally Re-inducting Employees

Wed, 23 Jun 2021 15:59:00 +1000

Providing new employees to the organisation with an effective induction or onboarding program is something that many companies seem to have focussed on and improved over time. Programs can run from a couple of hours to many days, and include an online pre-start component.

The enduring effects of a great onboarding program can be many including a positive first impression of the company and an effective transition into the workplace. Many companies include various items within their onboarding programs such as; employee payroll and administration information, setting expectations around company policy and procedures, safety and environment, introduction of key people, initial job training, introduction to work area, and access to and setup of devices and systems. It can also be the start of a mentoring onboard program.

But over time many of the items included in an employees initial onboarding program can change. Changes can be in the form of restructured departments, key staff, company and HR policies and procedures, system upgrades, company directions and safety practices plus much more.

So developing a formal re-induction for employees, often grouped by years of service, can be worthwhile and effective. It can be a time to reinforce company values and culture, and share the company's vision and future plans. It can also be beneficial to have an informal social activity to finish the program and allow employees from different functions or divisions to meet and mingle, which probably couldn’t occur everyday without bringing employees formally together.

If it's not possible for people to gather in person for classroom based training, then an online learning version could be used to reach employees across many sites and be a cost effective way of updating. This training could also include an online testing component if compliance updates need to be recorded.

It takes considerable investment to formally re-induct employees and companies should consider the overall benefits of grouping employees based on years of service and rolling out the latest information. The effectiveness of this can be tracked over time by comparing the number of employees who stay. Many companies may find most employees in the 0-3 years of service leave compared to longer serving employees. So a re-induction within 3 years may assist with reconnecting employees and change their minds about leaving. The value of this could also be extended significantly if the company could capture feedback from employees and identify improvements for individuals and across the business.

Linq HR specialises in finding HR services for businesses. If your business requires the help of an employee counsellor or Employee Assistance Program (EAP) then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.

Top Five Reasons to Use a Recruitment Process Outsourcing (RPO) Provider

Tue, 16 Feb 2021 13:40:00 +1100

Finding the right skills for the company is a continuous and challenging task in today’s competitive business environment.

Using a Recruitment Process Outsourcing (RPO) provider enables the company to streamline talent acquisition while the company and Human Resources focuses on its core business.

An RPO provider can take responsibility over all or selected recruiting processes and systems, methodologies and reporting. They can often be found located and operating on company premises with the main focus on external hiring.

Here, we provide 5 main benefits of using an RPO provider for recruitment.

Reduction in Recruitment Costs

Besides the normal costs of recruitment there can be considerable costs associated with the time to fill vacant positions. The latest talent acquisition benchmarking report of Society for Human Resource Management (SHRM, 2017) indicated that average time to fill a vacancy is 36 days, which results in loss of productivity and efficiency during this time.

An RPO provider can address this challenge by streamlining the recruitment process using their expertise combined with detailed analysis of job specifications, job descriptions and competencies according to the requirements of the company (Bhakhar and Poonam, 2020).

An RPO provider properly engaged can decrease overall recruitment costs as their ultimate goal and focus on the time to hire, cost to hire, the quality of the candidates plus continually streamlining recruitment processes.

Scalability and Targets

An RPO can enable companies to upscale or downscale talent acquisition as well as collect and utilise data analytics leading to time and resource savings.

Companies with rapid growth rates can experience difficulty in forecasting their hiring needs and the agility of an RPO could ultimately deliver quality candidates and greater cost-effectiveness. These combined with the appropriate delivery targets in place for an RPO can help with measuring improvements and cost savings in recruitment delivery.

A Consistent and Foreseeable Talent Acquisition Process

Candidates can be disappointed when they are not aware of where they stand in the recruitment process. This can be the result of internal confusion or simply a lack of communication with candidates. According to Glassdoor recruitment statistics (2020), 58% of candidates expect clear communication and 53% require clear expectations from the company. An effective RPO ensures to handle the complexities of the recruitment processes and maintain enough consistency and transparency to satisfy both the employer with reporting and candidates with hiring progress.

Increased Quality of Hiring and a Broader Talent Pool

Recruiting and retaining new employees in the long run requires finding the best fit between job candidates, company culture and the jobs they ultimately perform.

RPO’s often have a wide range of resources and broader talent pool of qualified and experienced candidates to seek and recruit the right fit for the company ensuring the efficiency and accuracy of the procedure (Greenburg, 2020).

An RPO can use various approaches including psychometric tests to assist in determining the candidates’ cultural fit for the company. Combined with their dedicated focus on the recruitment process including advertising, they can develop a wide pool of candidates and accurately narrow down a quality shortlist of candidates. The more approaches a company requires however will result in higher recruitment costs for the services to be conducted.

Enhanced Employment Brand

In the current business context, candidates are not only concerned about joining quality companies with higher salaries and benefits but also evaluate the flexibility, consistency of talent acquisition processes and the ratings earned in social media platforms.

RPO’s often utilise analytics, and social media (47% of company usage – SHRM, 2019) to enhance the brand image and reputation of the company which benefits to attract the potential candidates and to improve the credibility.

Ultimately, an RPO can benefit the company in the long-run by reducing costs, speedy recruitment, enhanced productivity, scalability, consistent hiring processes, and the best candidates possible.

References

Bhakhar, S. K. B. and Poonam (2020) Recruitment Process Outsourcing: A Literature Review. Journal of Advanced Science and Technology, 29(2). Available at: http://sersc.org/journals/index.php/IJAST/article/view/4271 [Accessed 12 October 2020].

Chowhan, S. S. and Tank, S. (2017) Recruitment Process Outsourcing impact on Human resource Planning and Development in Pharmaceutical Sector. IJRDO - Journal of Business Management, 3(3). Available at: https://www.ijrdo.org/index.php/bm/article/view/1284 [Accessed 12 October 2020].

Glassdoor (2019) 50+ HR and Recruiting Stats for 2020. [pdf] Glassdoor. Available at: https://b2b-assets.glassdoor.com/50-recruiting-stats-2020.pdf [Accessed 12 October 2020].

Greenberg, A (2020) 15 Benefits of Using an RPO for a Small Business. Available at: https://www.contractrecruiter.com/benefits-rpo-small-business/ [Accessed 12 October 2020].

Society for Human Resource Management – SHRM (2019) Recruiting Is Tougher in 2019. Available at: https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/recruiting-is-tougher-2019.aspx [Accessed 12 October 2020].

Society for Human Resource Management – SHRM (2017) SHRM Customised Talent Acquisition Benchmarking Report. [pdf] Society for Human Resource Management. Available at:https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/Talent-Acquisition-Report-All-Industries-All-FTEs.pdf [Accessed 12 October 2020].