Recruitment Process Outsourcing (RPO): What to look for in a recruitment service provider

Recruitment Process Outsourcing – The Typical Phases

Before understanding what to look for, in a recruitment service provider, it’s essentially important to understand the phases of a typical recruitment process. Here’s how a typical recruitment program looks like –

  1. Recruitment Drive Management
  2. Candidate Assessments
  3. Interview Management
  4. Offer Management
  5. Candidate Onboarding
Campus RPO Provider
Campus RPO Provider

Recruitment Process Outsourcing – Why Outsource Recruitment?

In today’s volume hiring landscape, it is becoming increasingly more volatile, making it more difficult for employers to consistently fill jobs. Keeping this in mind, here are some good reasons for a company to outsource its recruitment process:

  1. Outsourcing Recruitment leverages better Talent Fitment
  2.  Employer Branding is leveraged by outsourcing recruitment
  3. Reneges/Attrition can also be avoided by outsourcing recruitment

Also, automation of Recruitment Programs (through RPO) have been observed to have improved utilization of resources by as much as 40%.

Recruitment Process Outsourcing – What to Look For in a Recruitment Service Provider?

Talent Acquisition is no easy task. But neither is, closing in on a recruitment service provider. After all, it’s your talent at stake. Here are the scope and points of consideration, when it comes to looking for a recruitment service provider:

Multi-Stakeholder Management:

A typical recruitment scenario involves a lot of stakeholders, who manage the different phases of recruitment, off and on the campus. The RPO provider hence must be capable enough to ensure a seamless integration of the stakeholders a singular platform, to yield a hassle-free service.

Omni-Channel Outreach:

The RPO service provider should be able enough to steer a technology-enabled recruitment management system to achieve an integrated and flawless recruitment program. A technology-enabled recruitment management system also ensures secure online access to all colleges on the network, integration with various social student communities, and, targeted and scale campaigns using IVR, SMS, emails and online posts.

Online, Remote & Proctored Assessments:

Conventional assessment schedules can often be really daunting with multiple campuses to visit and scheduling /monitoring for compliance. The service provider hence must be able enough to automate assessments, thereby ensuring a benchmark quality of hire, a wider talent outreach, and, data-driven informed decision making.

Personalized Candidate Experience:

The service provider should be able to leverage automation and providing a better and personalized candidate experience. In a world obsessed with personalization, it can definitely not be amiss, when it comes to candidate experience. From information exchange, interaction and responsiveness to better logistics to reduced paperwork, the candidate experience provided should be all-encompassing.

Unified Communication Management:

The communication channels majorly form the backbone of any effective process. An automated recruitment management platform would mean unified communication. So essentially, the service provider has to be able enough to scale up and put technology to the maximum possible advantage, to ensure an automated, hassle-free, and seamless recruitment program.

Looking for advanced campus RPO service provider? Check out this Slideshare presentation and we guarantee that you will get a solution.
It’s a simple checklist that will help you to choose your Campus RPO provider:

 

If planning to outsource your recruitment needs then choose HirePro Consulting as your talent growth partner. To know more click here.

 

 

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