Telephone receptionists can be part of human resources outsourcing and answer calls for a company.
HR outsourcing is the business practice of hiring an outside human resources (HR) professional or company to handle an organization’s staffing needs. Some of these needs may include recruiting, selecting, hiring, and sometimes training new employees for the organization. An organization may consider outsourcing human resources if it does not have a qualified human resources department or human resources professional to adequately hire the best possible employees. Organizations that attempt to recruit new employees without knowledge of effective selection and hiring practices risk increasing employee turnover and wasting resources spent hiring and training the wrong people for the job. The companies that organizations use for outsourcing human resources are sometimes called employment agencies, temporary agencies or headhunters.
HR outsourcing can be used to temporarily fill vacant positions for women on maternity leave.
Recruitment agencies often employ several of their own professionals to facilitate HR outsourcing. . Some employment agencies specialize in placing short-term temporary staff to fill positions vacated by employees on temporary leave, such as vacation, maternity leave, or sick leave.
HR outsourcing can be used to temporarily fill vacant positions for people on sick leave.
In these cases, the “tempors” are direct employees and are paid by the employment agency, not by the organization for which they work temporarily. If the temporary worker needs to say that he is sick or has a problem with his job placement, he should contact the employment agency instead of his workplace. If a client of an employment agency is satisfied with the temporary employment provided, he or she can “run” with the agency to hire the employee as a permanent employee once he or she terminates his or her contract with the agency.
HR outsourcing can force employees to relocate to find a job.
Employment agencies that specialize in executive recruitment generally cater to clients looking for a permanent employee rather than a temporary one. They tend to be more careful in actively recruiting executives (headhunting) to meet the needs of their clients, compared to the more passive practice of using a CV database to fill temporary positions. An executive interested in finding employment in a new organization can contact a trusted executive employment agency to see if he or she is a good fit for any of the agency’s clients and vice versa.