Shared service recruitment
Shared service recruitment is becoming more prevalent, with more companies going through a transformation project in either finance, HR or IT and therefore centralising their functions into a shared service centre.
Before you start the shared service recruitment process, you need to consider several things:
How many people do you need to hire and what is expected of them? There’s no point starting the shared service recruitment process without knowing what you’re looking for!
Technology: what technology is going to play a part in the shared service recruitment process? Is everything set up or do you need to invest in more?
How do you measure success? As with all processes, it’s important to measure the success and the impact. In your shared service recruitment process, what do you classify as success and how will you measure impact?
Answering these questions will give you a good basis to ensure success in your shared service recruitment search.
People are an important factor in shared service success, and therefore shared service recruitment plays a vital part in the overall success. The leader you bring in to run things will clearly have a big impact on the business and the kind of people who are recruited in the future. When going through the shared service recruitment process, you must ensure that the role looks attractive to the candidate – and is not just process efficient. You should also make sure you’re honest and set up clear expectations – rather than going through the recruitment process to have someone leave not long after joining the business because it wasn’t what they were expecting.
It is difficult to find talent; the shared service recruitment process can take time and patience. Partners can help to make the shared service recruitment process quicker and easier, taking away the pain points you feel.