Innovating Workforce Solutions: Leveraging Consultants to Drive Efficiency in Public Health
Abstract
Human Resources at Fulton County Board of Health (FCBOH) experienced challenges with managing multiple external staffing agencies used for recruiting with various departments within the agency. Recently, FCBOH HR found an innovative way to take control of staffing by creating an internal staffing agency. Creating an internal staffing agency allows organizations to streamline their recruitment processes and better align hiring practices with specific needs. By doing so, companies can significantly reduce costs associated with external agencies, which often charge fees of 35% or more.
The internal staffing model not only minimizes these expenses but also creates a dedicated talent pool that recruiters can tap into for both current and future openings (www.resources.workable.com). This flexibility enables organizations to quickly fill positions with qualified candidates who are already familiar with the agency’s culture and values.
Careful planning and execution are key to a successful transition to an internal staffing agency. Organizations can benefit from establishing an internal recruitment agency by significantly enhancing cost efficiency by reducing reliance on external agencies and lowering recruitment cost. Internal recruiters can tailor hiring practices to align closely with the organization’s need and culture while building a database of potential candidate for future hiring. This approach not only leads to improved retention rates by hiring candidates who fit well with the culture but also accelerates hiring cycles, allowing recruiters to fill roles quickly.
FCBOH's successful transition to an internal staffing model serves as a valuable case study, highlighting how other public health organizations can achieve substantial financial and operational benefits. With thoughtful implementation, this innovative model can be leveraged to enhance overall staffing effectiveness. Due to the implementation of this staffing model during fiscal year 2022, we saved FCBOH 60% cost savings and garnered a 64% retention rate in the first year.
Keywords
Consultants, recruitment, cost savings, hiring, talent pool
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Innovating Workforce Solutions: Leveraging Consultants to Drive Efficiency in Public Health
Human Resources at Fulton County Board of Health (FCBOH) experienced challenges with managing multiple external staffing agencies used for recruiting with various departments within the agency. Recently, FCBOH HR found an innovative way to take control of staffing by creating an internal staffing agency. Creating an internal staffing agency allows organizations to streamline their recruitment processes and better align hiring practices with specific needs. By doing so, companies can significantly reduce costs associated with external agencies, which often charge fees of 35% or more.
The internal staffing model not only minimizes these expenses but also creates a dedicated talent pool that recruiters can tap into for both current and future openings (www.resources.workable.com). This flexibility enables organizations to quickly fill positions with qualified candidates who are already familiar with the agency’s culture and values.
Careful planning and execution are key to a successful transition to an internal staffing agency. Organizations can benefit from establishing an internal recruitment agency by significantly enhancing cost efficiency by reducing reliance on external agencies and lowering recruitment cost. Internal recruiters can tailor hiring practices to align closely with the organization’s need and culture while building a database of potential candidate for future hiring. This approach not only leads to improved retention rates by hiring candidates who fit well with the culture but also accelerates hiring cycles, allowing recruiters to fill roles quickly.
FCBOH's successful transition to an internal staffing model serves as a valuable case study, highlighting how other public health organizations can achieve substantial financial and operational benefits. With thoughtful implementation, this innovative model can be leveraged to enhance overall staffing effectiveness. Due to the implementation of this staffing model during fiscal year 2022, we saved FCBOH 60% cost savings and garnered a 64% retention rate in the first year.
