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.

 

 

Is it time for Recruitment role to get a makeover?

Each and every organization is talking about the future of the workforce. In the context of disruption of HR process, a lot has been speculated and debated. Whether there will be any need of recruitment role in the organization or if it does exist?

What value will it bring?

Bottom line?

Yes, recruitment role makeover is necessary.

But, the question still remains the same.

How does in-house recruitment process still stay relevant?

While technology seems to have solved a lot of administrative inefficiencies in the recruitment process. Right from calculating predictive analytics of an offered candidate to managing the volume hiring in one single tap. But, it has also left the recruitment HR role at the crossroads.

Chief Human Resource Officers and other business leaders always rate hiring top talent as the key priority for the organization. This is definitely the right way to keep driving the need of delivering greater business impact to consumers.

But, what about the recruitment force who are primarily hired to sow the best seeds for business innovation?

How can recruitment process be re-skilled and trained to win a war in the era of major digital disruption?

Today’s recruitment process team must be agile, business integrated, data-driven, and deeply skilled in attracting, retaining, and branding talent.

It’s time to move beyond talking to action to bridge the yawning gap.

If you’re looking for some powerful strategies that will help you transmogrify your role as a recruitment HR, then you’ll love this embedded infographic.  

It’s an elaborate presentation to help you reinvent the role of every recruitment professionals for driving best of business growth.

Reinventing Recruitment Process
Reinventing Recruitment Process

Here’s our take on the future of recruitment role based on the insights obtained from the above:

3 Powerful ways of Reinventing Recruiting Role: An Extreme Makeover

Future of Recruitment Role

Imagine an organization where CEOs look to recruitment HR leaders for advice as they develop business strategies to drive growth. Recruitment HR is considered the salesforce for attracting top talent, where they get access to world-class talent. Therefore, business leaders respect and admire every recruitment professionals for being the dilettante architect of the new agile workforce in this digital era.

This can all happen, but only with an extreme makeover of recruitment role in Human Resource.

Time to re-haul the ultimate hiring program which will help you catapult in your recruiting career like never before, get in touch with us: http://bit.ly/28Rpz3G

 

 

How to create a better workplace for women in 2017

Workplace experience for women in 2017
Workplace experience for women              Image Source: http://bit.ly/2mAc7r0

Womanhood is a celebration everyday, but on the occasion of International Women’s Day, it is important to invoke some of the important issues that have been hindering women’s socio-economic growth and talk about it. Let’s start by asking ‘How to create a better workplace for women in 2017’. It is a question that needs probing. Why do we have to worry about such existential crises, even in the year 2017? It is possibly because of the fact, that the most complex of problems usually have the simplest of solutions, which we tend to ignore.

For promising women that they will have a better workplace in 2017, all we need to do is focus on a few things, as we discuss it here.

Offer more than diversity

To compensate for diversity and balanced workforce, women have been welcomed in professional spaces, but with limitations. These unseen limitations stop them from truly contributing. Diversity at workplace, in the year 2017, should mean that women get to voice their opinion in a more positive way, without any fear of being judged or boycotted. Workplaces must become more inclusive of women, not just in form but in thoughts too.

Support the balance

Women have always pulled off a balancing act, however it becomes easier when there’s a support system. These can begin with home and be extended to work. Women get more comfortable coming to work, when they feel that the kids are taken care of. In absence of a full-time domestic support, organizations should be willing to extend baby care on site, offer work-from-home and flexible hours of work to ease out the pressure. A complete sense of work-life balance would eventually show in women’s confidence to bounce back to work.

Empower leadership

Women lead households as if they are born to it; they have the same conviction when it comes to professional responsibilities. It is high-time that seniors and managers at work start recognizing the female talent and give her equal opportunities to grow in leadership roles. Women are also entitled to receive ‘fair pay’ wherever they work and this should not be denied or we keep losing incredible talent to discrimination.

Glance through the infographic below to make better workplace for women in 2017:

 

For more information on the group, visit www.careernetgroup.com.

5 Smart Ways to Practice Paperless Hiring

Hiring processes in organisations tend to be quite paper intensive. In cases, where organizations go for volume hiring, this amounts to excessive misuse and wastage of paper. Today, the increasing burden on the ecology demands paperless hiring to be accepted as a norm.

Are you hiring?

Presenting an infographic suggesting how technology can be used to your advantage with 5 smart ways to practice paperless hiring.

5 Smart Ways to Practice Paperless Hiring
Infographic: 5 Smart Ways to Practice Paperless Hiring

All the above suggestions try to tackle the issue of paper wastage with the simplest of technology available, like the internet and online platforms. Furthermore, the growing trend of cloud recruiting too has offered myriad benefits to the practice of recruiting, helping organizations overcome the issue of paperwork management.

We do have more solutions up our sleeve. Also, if you’re curious about how we go paperless in our hiring processes ensuring the right cultural fit, click here.

Now we’d like to hear from you:

What are your smart ways of practicing hiring?

Or maybe you have a question in mind.

Either way, leave a quick comment below right now.

Mastering the Art of Candidate Engagement to make Job Offers Work

Post Offer Follow-up ensures that our recruitment efforts don’t go into waste in these war of talent times. In this infographic, discover the trends of mastering the art of candidate engagement followed in best of the companies.

Candidate Engagement and Onboarding
Mastering the Art of Candidate Engagement with Post Offer Follow-up

Tips and Tactics to drive Employee Referral Success

Employee Referrals are the best way to hire. This infographic takes you through some tips and tactics to drive employee referral success.

Tips to drive Employee Referral Success
Employee Referral Success