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Press release – SFI Group & HireLabs join hands to deliver revolutionary HR solutions

Posted by: Saleem Qureshi in Untagged on 27 Apr 10

A mutual approach with a distinct vision to enhance talent management in the Philippines that will result in new growth opportunities for both companies.

SFI Group and HireLabs join hands April 17, 2010 Manila, Philippines – The SFI Group of Companies, a pioneer in providing total human resource services in the Philippines, and HireLabs, the leading innovator of pre-employment testing services, today officially launched state-of-the-art HR solutions that maximize talent alignment while minimizing company costs by up to 65%. HireLabs is a California based company with offices in Pakistan which specializes in testing talent at all stages of the corporate lifecycle. HireLabs is rapidly taking software products designed in Pakistan to international markets

Earlier on April 15th 2010, senior executives from the SFI Group and HireLabs, signed a memorandum of agreement at the Shangri-La Hotel in Manila to formally seal the partnership between two premier workforce management companies. The SFI Group’s Recruitment and Business Process Outsourcing, will now be offering HireLabs’ innovative HR services to a spectrum of companies and industries based in the Philippines. SFI Group, which also holds the franchise of Kelly Services, plans to take HireLabs into other companies in the Asia-Pacific region.

“Our partnership with HireLabs is a reflection of the SFI Group’s commitment to deliver innovative and cutting-edge workforce management solutions not just to an array of companies across the archipelago but to enhance the potential of candidates who want to successfully develop their career track,” said the SFI Group’s executive Vice President Luis Anastacio II.

SFI Group and HireLabs join hands HireLabs President and Chief Operating Officer, Saleem Qureshi said that his firm’s goal is to offer HR products and services that would streamline and simplify the HR decision-making process of companies. “We want the hiring decisions of companies to improve by helping them implement an effective selection system,” Qureshi said. “Selection instruments can enhance objectivity, increase hiring process efficiency, reduce workforce needed for hiring, and improve the quality of hires for a company.”

HireLabs’ tools identify the essential attributes of job applicants. Its comprehensive tests are designed to provide an objective filter to the hiring process—an added data point to what is unquestionably a difficult decision.

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Corporate Boards Involvment in Recruitment

Posted by: Saleem Qureshi in Untagged on 11 Mar 10

Highly influential Boards such as those at GE and Google have always kept talent development in mind when looking at long-term strategy. The Boards of these companies have relevant expertise, but most importantly they have access to several key line managers (the succession pipeline) who provide the raw data needed to construct a long-term strategy. HireLabs study of a recent McKinsey survey has revealed a few very interesting facts about how more and more Boards are actively pushing for greater involvement in talent development.

Of 586 corporate directors of Fortune 1000 companies surveyed, they indicated that they spend only 11% of their time on Talent Management. Furthermore the survey also indicated that more half of those surveyed want a increased involvement in Talent Management. This is not surprising as noted by a HireLabs study on the psychology of a member of the Board, which discovered that an individual who accepts a seat in the Board wants to use their experience to shape the company. “I accepted a seat at the Board so that I can influence the management to become an industry leader” states a Board member at an oil company.”

Of the little time that Boards spend on Talent Management, a majority of it goes towards determining compensation and reward structures, but this is not why they accepted their position. The survey indicated Board members want to focus on developing leadership and succession pipeline. The most effective way to ensure that a valuable pipeline is to control quality of the new recruits. But the question that arises is: how do you do quality control of new recruits?

The quality of talent can be controlled by refining the existing selection and recruitment process. Boards who are taking Talent Management seriously should consider the use of Talent Assessment tools as a part of the recruitment process. Once the company has identified a long-term strategy, the company can assess the existing talent pipeline and see if they have the talent needed to fulfill the long-term strategy. Once the company knows what is missing, they can simply hire/acquire it.

Seasoned Board members subscribe to the philosophy that a company is only as good as its talent. Those Board members who want to influence the growth trajectory of their companies should encourage the use of Talent Assessment tools as a means of solidify their succession pipeline.

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The art of Situation-based Hiring

Posted by: Saleem Qureshi in Untagged on 04 Mar 10

The cliché “Hiring the right person for the right job” continues to be loosely used by the HR industry. In order for HR to recruit “mister/miss right”, HR would need to put emphasis of conducting a job analysis, which will help HR in understanding the current and future situations that impact the position. Unfortunately, this seldom happens.

Once HR understands the situations that surround a position, they will be able to reduce the risk of a wrong hire, which subsequently increases the chances of a right hire. At HireLabs, we call this Situation-based Hiring (given that there is no violation of EEOC). Let us look at an example of situation-based hiring:

A leading airline wants to start a low-fare program, and needs to hire a cabin crew. The first step would be to conduct a job analysis keeping in mind the situations that the new cabin crew will encounter. Some of these situations include:

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Candidate-quality and placement rates

Posted by: Saleem Qureshi in Talent, Recruitment on 19 Feb 10

If you are a recruiter in San Francisco, then the only way that you can still afford to pay $3 a gallon these days to fill up your gas tank, is if you start increasing your placement rate. That’s easier said than done, because you have a growing talent pool (the unfortunately unemployed), and a slow-recovering job market, where other recruiters are fighting to fill the same position. At a time like this some recruiters become extremely creative, which helps them stand out from the crowd.

There are several ways to be creative, our research at HireLabs suggests that if you improve the quality of applicants that you send for the interview, then you increase the placement potential as well as attain a certain level of respect in the eyes of the hiring manager.

Since HireLabs is in the business of creating customized assessments, we tried to see if the assessment industry could lend a hand to recruiters. We asked our research team to conduct a small experiment:

We selected a company in pharmaceuticals and asked them to provide us the names of three of their preferred recruiters (let’s call them Recruiters A, B, and C). Then we developed a customized pre-employment test, taking into consideration the JD for the position of Plant Operations Manager, and gave the this test to Recruiter A’s candidates.

Recruiter A selected 2 candidates who passed the test, and presented them to the company for an interview. Recruiter B and C passed on 3 candidates each (untested) to the hiring manager. After several interview rounds, there are 3 candidates that have made it to the final round, and it was not surprising to learn that 2 of the 3 have been presented by Recruiter A. We will know by the end of February as to who got the job.

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