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.

 

 

Interview Management: Setting Candidate Expectations Right

Have you ever taken time to reflect back? Is it the interview management or the interviewees who are failing in the interview?  If not, it’s time to give it a thought.

Positive Candidate Experience
Interview Management process and candidate experience

Some of you might be able to remember when recruiting was about pulling names from a classified ad of a newspaper.

So, what are the steps to be followed before scheduling an interview?

  • Dialing the contact person in the organization – then request the candidates to send their resumes for further shortlisting.
  • Once the candidate would clear the application stage, call them and schedule an interview slot.
  • Post-offer-follow-up is also one of the important steps in inter management process.

We have been hearing a lot from HR professionals in various organizations expressing concerns about the quality and consistency in the way the whole interview process is managed. But, when it comes to talent attraction and setting candidate expectations right in the interview, it is high time to bring a change and introspect each aspect of the whole interview management process.

So let’s identify some critical steps to drive and make your interviewing process a world class:-

Hiring Managers need a new cape for acting as a Salesforce

Think Out of the Box in interview management
Think Out of the Box

When it comes to setting candidate expectations right, it is important to think out of the box.

It is time to start defining targeted talent persona and creating an attraction plan around their specific consumer behaviors. To design the talent persona, talk to your top performers and find out what makes them tick.

How did they come to your company?

How do they stay current with what is going on within their industry?

What message would really resonate with them?

Isn’t that the same approach followed by the sales force to attract the customer to a product? Yes, you are right!

To streamline the interview management process, take some research, make a checklist of the questions and prepare some selling points based on the interest of the talent persona. Sell the right message during the interview and, place that message in a right manner to nurture the targeted talent pipeline.

Subsequently, you will attract and connect with the right candidates in a jiffy.

Interview Management and Candidate Nurturing:

Nurturing and building a relationship with your talent persona like leads is just as important as attracting them.

31% of selected candidates keep waiting to hear back after the interview process is over. 44% feel the lack of response from recruiters is the most frustrating part. As a result, they start looking for other jobs.

To build and nurture a connection with the targeted talent pipeline, you can begin building relationships through email campaigns, direct mail, text messaging. Using a tool to check the status of the documents submitted online for background verification is also essential.

But, the important part is to create a strategy around how and when you interact with that targeted talent pipeline on the call.

Impact of Interview Management on Employer Branding:

Set up a few brainstorm creative sessions with your employees where you can define your core issues, evaluate your competition’s recruitment strategies, define your talent persona to them and, make your employees as brand ambassadors to connect with the targeted talent persona during the whole interview process.

Put it all together:

Your interview management process should be an integrated approach. Then, lead the art of talent draw and meeting up the candidate expectations right. There is no secret sauce. However, if you broaden your approach and your definition of recruiting, the candidate expectations can be attained. Try creating a multi-faceted approach to meet the candidate expectations. Create a robust strategy to nurture your candidate and use employees as brand ambassadors to build a relationship with the candidate.

For more information:

To learn how to manage an interview process or build a robust candidate experience, request a demo here: http://hirepro.in/contact-hirepro.php