Working with recruiters is like having talent scouts for your NFL team. But RHHR is like drafting an all-star quarterback – someone who doesn’t just make passes, but can control the outcome of the entire game.
This is the piece that companies have been missing. With an all-rounder like that on your team, talent acquisition doesn’t have to be such a painful process.
So what is RHHR?
Check out this guide for a quick overview of how it works: Explore Our All-in-One RHHR Solutions
Then continue reading to learn how RHHR can elevate your business by not just finding top talent, but by setting them up to succeed from day one.
- What Is The Definition Of RHHR?
- How Do You Explain RHHR To Anyone?
- What Are Good Examples Of RHHR In Action?
- What Does An RHHR Manager Do?
- How Do You Create Effective RHHR Strategies?
- Why RHHR? What Is Its Core Benefit?
- What’s The Difference Between RHHR And Traditional Hiring?
- What’s The Difference Between RHHR And Outsourcing?
- How Do I Get Started With RHHR Today?
What Is The Definition Of RHHR?
RHHR stands for Recruitment, Hiring, and Human Resources, but it doesn’t stop there.
This is a new model that goes beyond recruitment.
Designed to make remote hiring and employment a breeze, RHHR includes everything from setting up remote offices with all necessary hardware and software to handling legal and compliance.
Here’s how an RHHR service works:
- Source potential candidates
- Legally employ talent on the client’s behalf
- Handle payroll & expenses
- Handle legal & taxes
- Provide remote offices, hardware, WiFi, backup generator power, IT support, etc.
- All managed under a service agreement with the client
This approach redefines traditional hiring, expanding it into comprehensive solutions that massively reduce the workload for companies expanding their teams.
How Do You Explain RHHR To Anyone?
Recruitment is just the beginning of an employee’s journey. But that’s where most recruiters’ jobs end.
RHHR, on the other hand, ensures that once hired, they step into a fully equipped remote office, complete with ongoing IT support and HR services, all managed on your behalf.
It also enables businesses to hire overseas employees on a full-time basis, without them being a legal employee of the company. RHHR firms legally employ talent on your behalf, which means there’s no need to navigate foreign laws or taxes when hiring abroad.
This makes it much easier for companies to hire and employ staff anywhere in the world.
What Are Good Examples Of RHHR In Action?
Let’s take a look at a case study to see how the RHHR model works in practice.
Case Study: Optimizing Remote Team Management with RHHR
Client Background:
A global e-commerce company was struggling to source and manage highly-skilled talent.
When they came to us, their biggest pain point was a lack of quality candidates from other recruitment agencies.
Their second biggest concern was how to provide ongoing support for their remote workforce in South Africa.
Step 1: Comprehensive Recruitment and Vetting
We started off by understanding the company’s specific needs for high-skill roles, which included a Senior Marketing Manager and a Senior Finance Director.
Our recruitment team sourced candidates from a vast pool, narrowing it down to the top 3 candidates for each position.
Each candidate was pre-vetted for both high-skill and soft-skill requirements, ensuring they were not only qualified but also a cultural fit for the company.
Step 2: Simplified Contract Management
Once the final hires were chosen, Talent Sam acted as the Employer of Record, managing all employment contracts.
This included handling compliance with local employment laws and simplifying the agreement process by consolidating everything into a single contract.
Step 3: Efficient Payroll and Tax Handling
We onboarded the client to our comprehensive payroll management services, which handle all deductions and taxes in full compliance with South African regulations.
This means the company can now focus on its core operations without the administrative burden of managing payroll intricacies.
Step 4: Seamless Employee Setup
While the candidates were onboarded, we got to work setting up their remote offices.
This includes things like hardware (computers, headsets, etc.), primary and backup internet connectivity, and backup generators, so that employees can work efficiently from day one with zero outages.
Step 5: Ongoing Management and Support
RHHR doesn’t end at setup.
Continuous IT support, HR management, and assistance with leave management are included to ensure employees remain productive and engaged.
And when the client needs to hire again, we repeat the process – all under a single contract.
Outcome:
Within just two weeks, the e-commerce company had a fully operational team in South Africa.
The RHHR model not only saved them time and resources, but also provided a cost-effective solution to sourcing the high-quality talent they needed.
This case study is a great example of how RHHR can transform the employee management landscape.
By providing a holistic solution that goes beyond traditional recruitment, it makes it faster and easier for companies to scale their remote teams.
What Does An RHHR Manager Do?
An RHHR manager handles the duties of both hiring and HR management. Their role is to optimize workforce operations, while also ensuring that remote teams are aligned with the business’s strategic objectives.
Here’s an overview of what an RHHR manager does:
- Candidate Vetting and Sourcing
- Contract Management
- Payroll and Tax Handling
- Employee Setup
- Ongoing Support
Example in Action:
Let’s say a startup is expanding its operations. The RHHR manager not only recruits top talent but also ensures that these new employees are fully integrated into the company’s operations.
By managing everything from legal compliance to daily support, the RHHR manager allows the business to scale effectively without the typical administrative overhead.
How Do You Create Effective RHHR Strategies?
Developing an RHHR strategy begins with a deep understanding of your business’s hiring needs and choosing the right partner to support those needs.
Here’s our advice on how to do it:
1. Assess Internal Requirements:
Start by conducting an internal audit to identify your business’s specific needs.
This includes determining:
- The number of positions you need to fill
- The types of roles critical for your operations
- The skills essential for driving success
Understanding this will give you a solid foundation for your RHHR strategy.
2. Identify Key Skills and Roles:
Define the key skills and roles that align with your business goals. This could range from technical expertise to managerial positions.
Having a clear understanding of these roles will help you communicate your needs effectively to an RHHR firm and ensure they can meet your expectations.
3. Align with Business Goals:
Your hiring strategy should always be in sync with your business objectives.
Whether you’re expanding into new markets or scaling operations, aligning your workforce strategy with your business goals is crucial.
Do you really need a new SDR? Maybe the marketing or customer support departments would be better places to focus.
Make sure you understand why you’re hiring, and what specific business aim your new employee is meant to achieve.
This strategic alignment helps in focusing your recruitment efforts on roles that will contribute directly to your company’s growth.
4. Evaluate RHHR Firms:
When it comes to selecting an RHHR agency to work with, screen them just as you would a potential hire:
- Track Record: Research their history and reputation in the industry. Look for case studies or testimonials from past clients that demonstrate their effectiveness in managing remote teams.
- Compliance with Local Regulations: Make sure they have a strong understanding of and compliance with local employment laws and regulations.
- Comprehensive Services: Assess the range of services offered, from candidate sourcing and vetting to payroll management and ongoing support.
5. Foster a Collaborative Partnership:
Once you’ve selected an RHHR firm, work closely with them to develop a customized strategy that meets your needs.
This involves regular communication and feedback loops to ensure alignment and address any challenges that arise.
Why RHHR? What Is Its Core Benefit?
What’s the most valuable commodity in the universe?
Time.
RHHR’s core benefit is that it creates a significant reduction in work hours for internal teams, allowing businesses to focus on strategic growth instead of administrative tasks.
Time-Intensive Tasks in Traditional HR:
- Recruitment and Hiring:
- The average time to hire a new employee typically ranges from 31 to 44 days, depending on the industry.
- Payroll Management:
- HR teams spend approximately 5 hours per pay period handling payroll tasks. For businesses processing payroll weekly, this can add up to over 260 hours annually, diverting focus from core business functions.
- Legal Compliance:
- Compliance tasks, such as updating policies and ensuring legal adherence, can occupy up to 20 hours per month.
How RHHR Transforms These Processes:
- Rapid Talent Sourcing:
RHHR agencies like Talent Sam can source and onboard talent in less than two weeks, significantly cutting down the average hiring time. This efficiency allows businesses to quickly fill essential roles, maintaining momentum and operational efficiency.
Streamlined Payroll and Compliance:
By handling payroll and compliance tasks, RHHR eliminates the need for businesses to dedicate extensive hours to these functions. This not only reduces the workload but also ensures precise and up-to-date practices, minimizing the risk of errors or legal issues.
What’s The Difference Between RHHR And Traditional Hiring?
Traditional hiring stops at recruitment. RHHR, on the other hand, extends into setting up and maintaining a productive remote working environment.
Rather than just disappearing once the hire is made (and they’ve been paid), RHHR firms stick around to help manage HR systems on your behalf for the entire length of the contract.
Here’s a breakdown of the key differences between RHHR and traditional recruitment agencies:
| Feature | RHHR | Traditional Recruitment Agencies |
|---|---|---|
| Time to Hire | Less than 2 weeks | 31 to 44 days |
| Scope of Services | Comprehensive: Recruitment, Hiring, HR Management | Primarily focused on Recruitment |
| Compliance Management | Ensures compliance with local and international laws | Limited involvement in compliance |
| Cost Efficiency | Reduces administrative costs by integrating multiple services | Charges mainly for recruitment services |
| Support for Remote Teams | Provides IT and HR support for remote teams | Generally no specific support for remote teams |
| Talent Sourcing | Rapid and efficient talent sourcing | Slower due to limited resources and focus |
| Payroll Management | Manages payroll efficiently, reducing HR workload | No involvement in payroll management |
| Ongoing Support | Continuous support and employee setup | Typically, no ongoing support post-hire |
What’s The Difference Between RHHR And Outsourcing?
While outsourcing agencies or BPOs can often fill a high volume of low-skill jobs, RHHR is designed for a wide array of remote hiring needs – from 1 employee to 50.
That makes it much more flexible than outsourcing, with a more intense focus on candidate quality.
Here’s an overview of the key differences between RHHR and outsourcing:
| Feature | RHHR | Outsourcing |
|---|---|---|
| Integration of Services | Combines recruitment, hiring, and HR management for a seamless process | Often delegates specific tasks to external providers without integration |
| Control Over Processes | Maintains direct control and oversight of HR operations | Less control as tasks are handled externally by providers |
| Compliance Management | Ensures adherence to local and international regulations | Compliance handled by external providers, potentially leading to gaps |
| Cost Efficiency | Reduces costs by streamlining multiple HR functions | Costs can vary depending on the provider and scope of outsourced tasks |
| Support for Remote Teams | Provides comprehensive IT and HR support tailored for remote teams | Support depends on the specific services outsourced |
| Customization | Highly customizable HR solutions to fit specific business needs | Customization is limited to the offerings of the outsourcing provider |
| Ongoing Support | Offers continuous support and employee management | Limited to the duration and terms of the outsourcing agreement |
| Talent Sourcing | Quick and efficient talent acquisition process, including high-skill roles | Talent acquisition is often slower and dependent on the provider’s network |
| Employee Dedication | Staff are 100% dedicated full-time employees, chosen by the company | High turnover, shared staff, and limited control over employee selection; staff may work for multiple clients |
How Do I Get Started With RHHR Today?
RHHR is the next stage of HR’s evolution.
If you want to adopt it in your own organization, transitioning is pretty straightforward: once you find a great RHHR partner, they’ll do the rest for you.
The whole idea of combining Recruitment, Hiring and HR into a single service is to make it as easy for companies to hire new talent as it is to order something on Amazon.
So as long as you know your business goals and hiring needs, you can start scaling your team right away.
RHHR is transforming how businesses approach recruitment and remote work. If you’re ready to upgrade your hiring strategy, get in touch today. We’ll have your next hire onboarded in 2 weeks (or less).