Search

Quantity or Quality - what matters the most in terms of Manpower?

Hiring people for a short period of time is no easy feat, but it’s a reality for many organizations. Many Industries including Accounting,  Real Estate, I.T., Health-care, Back Offices are innately prone to high-volume hiring periods in which organizations need to ramp up staff quickly and efficiently. Faced with a large hiring volume, these organizations are seeking both quantity and quality.


Manpower Planning plays an important role at both the micro as well as the macro level. It is found today that more complex technologies are functioning in economic, social, business environments. As a result, the organizations face shortages of the right type of human resources.


Manpower planning enables to get the right type of personnel in the organization.


Hiring people for a short period of time is no easy feat, but it’s a reality for many organizations. Many Industries including Accounting,  Real Estate, I.T., Health-care, Back Offices are innately prone to high-volume hiring periods in which organizations need to ramp up staff quickly and efficiently.


Faced with a large hiring volume, these organizations are seeking both quantity and quality.


Many analysts agree that the most challenging issue for any sort of employment is the quality rather than the quantity.


Technology can aid in several key ways:


• The key is that the technology can respond to the number of candidates in an organization’s pipeline and scale up or down based on need. For example, if an organization has to hire 10 people by Friday, and has already hired six people by Wednesday with 10 more interviews scheduled and 30 candidates in the pipeline, the technology will hold off on additional advertising. But if the candidate target is 100, the system will adjust. “Programmatically, HR will always have the funnel filled,”. This really helps H.R. meet their goals.


• Artificial Intelligence can help H.R. teams assess candidates by providing a ranking that aligns with the candidates’ probability of success. Ranking candidates can help H.R. professionals predict better-fit candidates for hire, and provide a fuller understanding of the talent pipeline.


• Having a process that is 100 percent mobile is a good place to start. Eight percent of job applications come through smartphones, and applicants desire a hiring process that is login free and can be completed in seven minutes or less, a recent study states.


Automation plays a big role in achieving this, but an added service layer can help drive results. If organizations confirm self-scheduled interviews with a phone call and offer a few minutes to answer questions, interview show rates will be increased.

1 view

Recent Posts

See All

Book your consultation:

  • India
  • USA
  • Australia

Offices: 

1115 Ganesh Glory Jagatpur Rd. Gota

Ahmedabad - 382481

Crested Wheat Dr, Dulles, VA 20105

C47 23-32 Lexington Dr. Bella Vista,

NSW - 2153

  • Goodfirms
  • ISO

© 2019 by R.A.R.E.SOL.      Sitemap      Privacy Policy      Terms & Conditions

  • Call
  • Facebook
  • LinkedIn
  • Instagram