Hiring Strategies Cpg
We are working for a cpg firm and are trying to understand specific temp labor related trends in below given countries. Key questions we would require across countries are given below.
• united kingdom
1. We would like to understand what hiring strategies cpg companies are using to tackle the tight temporary labor market for manufacturing and marketing occupations. We want specific examples (hiring strategies) used by cpg companies in above mentioned countries in past 6 months to 1 year.
2. Implications of factors such as limited talent supply for temp labor, rising wages and low unemployment rates of impact on job-fill rates across the countries.
3. What operating models do cpg clients use for temp labor staffing; example is it a global/regional staffing strategy, do they use msp (managed service providers) along with vms (vendor management services) and other strategies?
4. How are cpg companies using automation(rpa) and total talent management to tackle lack of talent supply for manufacturing and marketing roles?
+6 Other Responses
I'd like to perhaps have a brief conversation with 1-2 (or maybe more) hiring managers that satisfy all of the following (4) criteria:
currently use retained search/contingency search firms to fill full-time positions
use these firms to hire mid/senior level candidates
make at least 10 hires/year through such firms
work for us based companies (tech, financial services, retail would be ideal, but industry doesn't really matter)
some of the 'types' of topics i'm trying to understand are:
at what point does the decision to use an outsourced provider make sense? Is it all about cost? If so, if industry fees were lower, would that accelerate the decision point? Or do you use these firms mostly for the 'really-hard-to-fill' positions? or for convenience/volume of candidates? Or is it about (lack of) internal capacity? At what point does it make sense to start building an internal recruiting team? Is it all about the quality and speed of candidate delivery? Or do you work with particular recruiters for particular reasons?
Overall, i'm trying to get a better sense of 1) how much, and at what points, cost matters 2) discrepancies between the value proposition (of recruiting firms) from the reality (i.E. Most recruiting firms pretty much seem to have the same basic value proposition) that hiring managers deal with.
I am an entrepreneur tangentially connected to the industry, and i'm considering a product/service geared towards the recruitment/placement industry.+3 Other Responses
Contingent It Staffing
A firm x which is among the top computing and it firms in the world with global operations and revenues of over us$ 70 billion, wants to look at the best practices for the hiring of contingent it labour for the following positions:
application developer, systems management specialist, deskside support representative, package solution consultant, project manager, application architect, database administrator, systems administrator, customer service representative.
With respect to the following countries:
emea – czech republic, romania, hungary, uk, germany, france, italy, spain, south africa
americas – us, canada brazil, argentina, mexico
apac - india, china, japan, australia, singapore
1. What is preferred sourcing strategy (managed service providers, independent contractors etc.) for obtaining contingent it labour for the above mentioned countries? What all factors drive the selection of the same?
2. What are the different engagement models and different contract durations, adopted in the industry for obtaining contingent it labour?
3. What are the different pricing models (like flat fee, cost plus, revenue sharing etc.) and billing models (like hourly, monthly, daily etc.) that are prevalent in the industry for obtaining contingent it staffing?
4. What are the different components of cost structure (like employee pay, tax benefits, supplier staff costs, supplier profit margin etc.) and how do they vary across the different countries?
P.S. Please respond with the list of countries for which you can provide the requisite information.+9 Other Responses