Workforce Solutions -...

Workforce Solutions

Workforce Solutions

Workforce Solutions

Workforce Solutions

Workforce Solutions

Workforce Solutions

Biznis Intel_Workforce Solutions | All Rights Reserved. 2

Highlights Biznis Intel - Workforce Solutions refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.

Biznis Intel is well-rounded in the complete process of Workforce Solutions such as:

Identification and Understanding the requirement

Applying the sources of recruitment

Screening

Conducting telephonic round of interview

Scheduling personal interviews with concerned department heads

Short listing the candidates

Conducting final round of interview

Selecting the right candidate

Verifying the collected documents

Issuing the offer letter

Completing the joining formalities.

Workforce Solutions


Contents

About Biznis Intel - Workforce Solutions

Services

Solutions

Job Categories

Functions Of Recruitment

The Role Of Recruitment & Selection In Strategic Management

Six Advantages Of Hiring Through Biznis Intel

A New World Option For Offshoring - Latin America & The Caribbean Countries Can Offer Global Businesses Competitive Benefits

Conclusion

Contact Us.

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Biznis Intel_Workforce Solutions Biznis Intel is one of the leading providers of Innovative Workforce Solutions from Latin America and the Caribbean Countries with headquarters in Ottawa, Ontario Canada. General Purpose We develop recruiting strategies in support of organizational staffing objectives. Execute recruiting strategies to deliver suitable job candidates for assigned positions. What we do? We collaborate with department managers on a regular basis and proactively identify future hiring needs. We are also able to attract candidates using various sources, like social media networks and employee referrals. Our ideal recruiters hold academic HR background combined with work experience in screening, interviewing and assessing candidates. Biznis Intel - Workforce Solutions refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Ultimately, our responsibilities are to ensure our clients attracts, hires and retains the best employees, while growing a strong talent pipeline. For the purpose of Efficiency and Cost Effectiveness, we work with the existing locally developed Workforce Agencies. Biznis Intel Recruit Top Level Latin American Executives & Professionals with a Bicultural & Bilingual background.

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Goals & Objectives Biznis Intel goals and objectives focus on recognition of human capital as the resource that drives organizational success. Biznis Intel goals and objectives focus on recognition of human capital as the resource that drives organizational success. More specific Biznis Intel goals are the inclusion of Workforce Solutions leaders in overall business decision-making and the ability to demonstrate that investment in Workforce Solutions activities and strategy has a tremendous impact on the organization’s bottom line.

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Services Biznis Intel has expertise in a wide range of Workforce Solutions areas

and is targeting the emerging Private and Public Sectors. Biznis Intel offers these Sectors with the ability to compensate client's employees with stock options from their organizations. This will be especially appealing to many existing and start-up organizations that find capital scarce.

Ascertain recruitment requirements by evaluating organizational development plans.

Confer with management to identify recruiting needs. Develop effective recruiting plans and strategies. Assess assigned positions to develop job descriptions and job

candidate profiles. Review and clarify job specifications, competencies and skills required. Align job candidate profiles with staffing objectives. Source applicants through various methods including advertising,

recruiters, job sites, career fairs. Maintain effective relationships with social and professional networks

to source qualified candidates. Organize and execute college recruitment programs. Pre-screen job candidates. Review resumes and qualifications to determine suitability of

candidates. Schedule and coordinate interviews cooperatively with hiring

managers. Inform candidates fully about the job and company. Brief and debrief candidates before and after interviews. Verify references. Conduct background checks. Facilitate pre-employment testing. Manage all communication with candidates. Provide regular updates and feedback to managers. Manage applicant tracking system. Maintain accurate and current applicant data base. Extend offers of employment within company procedures. Manage the job offer including negotiation and administration. Draft rejection letters. Organize new employee orientation. Maintain recruiting metrics (cost per hire etc).

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Keep current with sourcing strategies and industry trends. Ensure regulatory aspects of the full cycle recruitment process is

compliant with federal and state legislation. With our finely honed skills in Recruiting and Staffing, Communication,

and Organization, accompanied by our core strengths in Business Intelligence (BI), we are well positioned to vastly exceed your expectations as your next Workforce Solutions Providers.

Solutions Specialist for professionals and executives Whether it is for low, middle or top management positions, we will find the best applicants for your vacancy. Exceptional talents We follow a rigorous recruitment and selection process, which ensures that only the best-of-the-best applicants are presented to you. Efficiency and reliability We save you time. Our candidates are presented to you in an organized way, which allows you to compare them easily. The data is updated in real time, so you always know what is going on. Job interview organization We plan the job interview schedule to suit your requirements and availability. We also ensure that each applicant arrives on time and at the right place. Job Test Prep How to Prepare for your Pre-Employment Test - online.

A good team fit We will make sure that only highly motivated applicants are selected which are a good fit in order to achieve higher staff retention.

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Job Categories

Agriculture, Food and Natural Resources. Architecture and Construction. Arts, Audio/Video Technology and Communications. Business Management and Administration. Education and Training. Finance. Government and Public Administration. Health Science. Hospitality and Tourism. Human Services. Information Technology. Law, Public Safety, Corrections and Security. Manufacturing. Marketing, Sales and Service. Science, Technology, Engineering and Mathematics. Transportation, Distribution and Logistics.

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Functions Of Recruitment Recruitment is the process by which companies find and hire new employees. This process contains seven major activities, or functions. As recruiters and managers progress through the recruitment process, they use data and analysis to develop and then pare down a pool of applicants, eventually selecting one candidate to hire. Job Design and Development In order to find someone to work for a company, Biznis Intel first has to know exactly what the company needs. The first function of recruitment thus is to identify what the new employee will do and what qualifications and experience is necessary to complete the work tasks. From the identified points, the company develops a formal job description and sets a basic pay scale. Identifying and Seeking Candidates Once Biznis Intel knows what type of employee the company needs, Biznis Intel figures out what segments of the population might be able to do the job and where to recruit. For instance, if the company needs an information technology professional, then Biznis Intel may consider recruiting through information technology programs, journals or conferences, as well as computer repair stores. Biznis Intel gets the word out about the job through word of mouth, printed advertisements, website postings and similar tools. Receiving and Tracking Applicants Potentially hundreds or even thousands of people can apply for a single job. Biznis Intel keeps track of the applications that come in through spreadsheets and databases. Biznis Intel tries to organize the information so that the candidates who appear most qualified are easy to find and contact.

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Reference and Background Checks Another function of recruiting is verifying the experience and work ethic of the candidate. Biznis Intel does this by contacting the references the candidates list on their applications. Biznis Intel also does a basic background check to see if the candidate has any criminal history that might indicate the employee would not be able to perform the job properly or would pose a risk. Testing When Biznis Intel has narrowed down the pool of applicants, Biznis Intel invites applicants to take basic tests. These tests are additional tools the company uses to determine if the applicant has the knowledge and competence necessary to do the job. The test may be hands-on or oral, but more often it is written. Interview When a company has a pool of applicants that are qualified, experienced and who score well on aptitude tests, managers set up interviews. The interview gives the managers a chance to get a sense of what each candidate is like and talk with each applicant in depth about his/her experience and qualifications. Interviews are very important because they show the managers how the employee might interact with others on the job and how professional he/she can be. Evaluation and Hiring The final functions of recruitment are the evaluation of all the information gathered about the candidates managers still are considering. Based on this data, the managers think critically about what they have learned about the applicants and what the company needs. They make a final hiring decision and contact the person they want to have the job. If the applicant selected accepts the job, then the managers proceed to negotiate a salary and handle the formal aspects of hiring, such as filling out human resources paperwork.

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The Role Of Recruitment & Selection In Strategic Management Strategic management involves employing selective and specific processes across all aspects of the business, including the recruitment and selection process, to help the business achieve optimal profit and success. For a small business, the recruitment and selection of the right employee for each position can lead to reduced costs, thus leading to an improved bottom line. Identifying Needs Strategic management begins with identifying the needs of your organization as they relate to current and future labor demands. Accomplishing this task requires the ability to identify the various jobs and roles needed within your organization to meet current and future goals related to production and growth. Once identified, clear and concise job descriptions and duties can help ensure that recruitment remains streamlined and aimed at efficient recruitment and hiring. Recruitment Activities Hiring managers should focus on recruiting activities aimed at attracting the right candidates for the job. Recruiting activities can include internal efforts, college hiring fairs, technical and vocational events, and traditional newspaper advertisements. Based on the needs of current openings and forecasts for future needs, a hiring manager will need to direct efforts toward the best option for recruiting the right candidates. For instance, focusing on college hiring fairs and traditional newspaper advertisements is appropriate for entry-level positions with your company. Selection Process Selecting the right candidate requires identifying the specific skills, knowledge and qualities you seek and desire in an employee. This can pertain to the necessary skills and knowledge for the position itself, such as a specific degree or certification, and the desired personal qualities, such as a preference to hire employees with good moral and ethical standards. Other important parts of the selection process include conducting any necessary aptitude tests and conducting a thorough background check to ensure the employee meets the basic qualifications of both the position and the company.

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Considerations Strategic management also takes into account various ways to reduce costs while ensuring enough staff is in place to complete all necessary job duties and responsibilities. For instance, you can eliminate the duplication of job duties and reduce costs by consolidating job duties and restructuring your internal workforce. Other concerns include those related to replacing an aging workforce. This requires the need to plan ahead for the loss of essential employees to retirement. Importance of Effective Recruitment & Selection Employing the right person for your small business might be the most important part of your venture. An effective recruitment and selection process reduces turnover. These processes match up the right person with the right job skills. Interviews and background checks ensure that you employ a candidate who is reliable and carries out the objectives you planned for providing quality services and goods to your customers. Recruitment It is important to list the skills your new hire will need to fulfill his/her duties. You get much better results in your recruitment process if you advertise specific criteria that are relevant to the job. Include all necessary skills, and include a list of desired skills that are not necessary but that would enhance the candidate's chances. If you fail to do this, you might end up with a low-quality pool of candidates and wind up with limited choices to fill the open position. Screening and Interview Process Your screening process provides a vital opportunity for you to focus on what candidates can offer your company. It is important that you screen heavily, either by using your own judgment or by enlisting the help of managers you trust. The interviewer must know what the job is and what will be required for a new hire to perform well. The interview process also allows you the opportunity to express your company’s vision, goals and needs. It is vital that the interview elicits responses from applicants that can be measured against your expectations for the position. If you don’t use the interview to effectively eliminate applicants who don’t fit into your company culture, you

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might find yourself dealing with turnover, confusion and disgruntled employees. Selection When you choose a candidate based upon the qualifications demonstrated in the resume, the interview, employment history and background check, you will land the best fit for the position. Base your decisions about a specific candidate upon specific evidence rather than any gut instincts. If you hire people who can do the job instead of people you merely like, you will have higher productivity and quality in your products or services. The Long Haul Your goal in hiring responsible and reliable employees should be to make your small business profitable and efficient on a long-term basis. The recruitment and selection process is the time you not only identify a candidate who has the experience and aptitude to do the job that you are looking to fill, but also to find someone who shares and endorses your company’s core values. The candidate will need to fit in well within your company’s culture. Your selection and recruitment process should provide you with an employee who adapts and works well with others in your small business. Failure to recruit and select for the long term can result in high turnover. Reputation When you effectively recruit and select the right employee, there is a domino effect. Your new hire will do her/his job well. Employees will see that you make wise decisions. You will gain respect from your workforce, and you will get higher productivity as a result of that respect. This positive attitude will affect the quality of your products or services, and ultimately, your customers' perceptions of your company.

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Six Advantages Of Hiring Through Biznis Intel Knowledge of the market At Biznis Intel, we have our finger on the pulse of our specialist markets, and have the hiring team insight in to what is happening. We know the available talent, where they are and how to reach out to them, salary rates, career expectations, available skill-sets and current hiring complexities. If other businesses are struggling to find the same people as you, we are be able to advise on alternative solutions. We act as partner and collaborator, and your eyes and ears in the market. Extended reach Some candidates are hard to find. They may be passive or they may be selective. If they aren't responding to job advertisements, don't see themselves as part of your 'talent pool' and are too busy to search full time then the chances are that they have relationship with our trusted specialist recruiters in your sector. Even if they aren't currently active, there's a strong chance that our recruiters will know who they are and how to reach them. We have many networks - each consultant, candidate, client or collaborator has the potential to leverage our networks to help connect you to people with a range of skills and experiences, many of who would be off the radar of an in-house team or hiring manager. Candidates not applicants A lot of talent attraction is aimed at attracting applicants, whether they are responding to an advert, applying on spec, or through your website. A lot of these people may not be good matches for the role hence a lot of time will be invested in filtering, assessing, matching and communicating with them. When we talk of a bad candidate experience it's normally an applicant experience that we are referring to. Time and resource poor recruitment teams may not be able to run a thorough matching process. Using the Biznis Intel should mean that you see only candidates - job seekers who have been pre-selected to match all the criteria that you are looking for and who are worthy of consideration and interview.

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Help with employer brand Large companies invest a lot of time and money in developing and marketing their employer brand, but many SME and smaller businesses don't have the same resources. If you chose Biznis Intel, then we can give potential candidates a real insight in to your business - what it's like to work there, benefits and career openings available, and a feel for the culture. If you partner closely with Biznis Intel, let us spend time getting to know you and some of your key managers, then we should be able to represent you as an employer of choice. If a candidate checks your business out on social media, either through a site like Glassdoor or by searching for people who used to work with you, then we are a fully briefed recruitment partner and be able to help clarify any points that may arise.

Access to key strategic skills Based on the most recent job outlook, the number one reason that companies gave for using a recruitment agency was to gain short term access to key strategic skills, a reason that been growing in importance over the last 3 years, now overtaking covering leave and peaks in demand. With talent shortages now potentially hindering growth it's not surprising that this is the case. Whilst some of the reasons we've already given may refer more to permanent recruiters, many also offer the opportunity to bring in qualified, experienced help at short notice. These flexible solutions are particularly crucial for a long term project or initiative.

Budget/Resource Whilst the recent survey did hint at a decrease in agency use, it also showed a tightening of budgets and resources. When we asked corporate recruiters on social media to give us reasons why they use agencies many answers were around budget and resource. There is a budget for agency fees, but not to gain extra resource. There are time constraints to performing a thorough search, so it is often easier for managers to interview from an agency shortlist - in fact many hiring managers, themselves possibly placed by recruitment agencies in the past, often favor third party recruiters. There is little doubt that a hard pressed HR or in-house team can benefit from the reach and networks of a trusted agency partner.

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Of course most business will have their own reasons for using recruitment agencies. For many it's the temporary staffing service, or the more recent managed workforce facility that many larger companies are favoring as a way to monitor staffing costs. For some it may be a short term need and for others they may offer a major route to market to access the strong talent that they would otherwise miss out on. A New World Option For Offshoring - Latin America & The Caribbean Countries Can Offer Global Businesses Competitive Benefits. Biznis Intel helps companies solve today's business issues while thinking ahead to future challenges and opportunities. As a business unit of Biznis Intel , one of the world's leading providers of integrated General Aviation (GA) Solutions, Security Solutions, Hospitality Solutions, Workforce Solutions, consulting, technology and outsourcing solutions, we bring value to our clients through end-to-end business transformation – think, build and operate. Abstract Latin America is developing into an attractive offshoring alternative to Asia for North America and Europe-based businesses. Latin American countries offer tremendous cost savings in wages, real estate, infrastructure, travel and tax incentives. It has highly skilled young workers with excellent language skills, and there are cultural similarities to North America and Europe due to immigration patterns. Biznis Intel's comprehensive ranking guide to Latin America, which scores countries on cost effectiveness, talent and resource availability and business catalyst qualities, can help Global businesses identify the best fit for offshoring their operations. What benefits does Latin America offer? When we evaluate the benefits that Latin America offers, what rises to the top are cost effectiveness, a skilled workforce, language capabilities and cultural similarities. And, while most of these benefits clearly create an advantage to North America-based companies, which of course have greater geographical proximity, these benefits are just as advantageous to Global organizations. Below are some of the key benefits we have found that the region offers:

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Costs: Our research on behalf of clients has shown that as a whole Latin America offers a wage arbitrage opportunity of about 30 percent when compared to North America and Western Europe. Colombia provides the most favorable cost benefits in the region, followed by Argentina. Yes, cost savings still remain greater in Asia. However, it is hard to predict how long those savings will be sustainable given that Asia is seeing far higher wage inflation than Latin America and the projections do not foresee any reduction in the annual increase in the years to come (inflation in India reached 14 percent in May 2010 while countries like Chile reached only 1 percent). Skills: Latin America has a large pool of young (an average of 27 years of age) and highly skilled workers for SSC and BPO services. Brazil has the highest number in the region because of its large population (198.7M). However, we have found that having the biggest population size does not necessarily mean having greater availability of skilled resources Language Capabilities: Latin Americans are known for their language skills, which allow their countries to provide services to both English- and Spanish-speaking customers. Argentina, Mexico and Costa Rica have the best English-speaking capabilities in the region. We have found that other countries currently emerging on that front are Guatemala and Nicaragua. Additionally, Guatemalans, like Colombians, have a neutral accent that allows them to assimilate other Spanish accents and they are very good English speakers. Nicaragua, on the other hand, has experienced a massive migration of people to the U.S., caused by the country’s political instability. This, and the fact that many Nicaraguans have migrated back to their country, has improved the availability of English-speaking labor. However, political instability continues to stymie foreign investments that could potentially develop this sector in the country. Latin America VS Asia So where does Latin America stand in comparison to Asia? Although Latin America shows a promising future, the region is not yet as mature as Asia is today. We’re well aware that Asia remains the most developed and popular destination for offshoring clients due its low labor costs, specialized skills and experienced offshoring community. However, Asia is struggling with factors such as rising wage costs, increasing inflation and currency fluctuation. Latin America doesn’t suffer the inflation rates and wage increases Asia suffers

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every year and it contains a good mix of labor skills and low operational costs. Conclusion Multinational companies that are considering the business case for offshoring must assess all regions and locations, evaluate their advantages and disadvantages, and target the one that best fits their business strategy and offers the greatest long-term benefits. Many traditional offshoring venues are now undergoing changes that will impact the bottom-line advantages offered in the past while new locales are emerging that could offer tremendous opportunities to the right organization. Biznis Intel has been on the ground in Latin America and has conducted extensive research on the factors that are important to 21st-century business success. It is clear to us that if the countries in this region have not been part of the equation in these evaluations, their growing strengths in the form of value and resources should put them in the mix as contenders to help create a strategic organizational advantage. Thank you for choosing Biznis Intel! Contact Us

P. O. Box 34024 Ottawa, Ontario K2J 5B1 Canada Tel: +1-613-701-3248 Mobile: +1-613-700-2598 E-mail: [email protected] Skype: biznisintel Viber/Whatsapp: +1-613-700-2598 Website: www.biznisintel.com

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