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.

 

 

Recruitment Process Outsourcing (RPO): The next big thing in hiring the best

RPO or Recruitment Process Outsourcing
Recruitment Process Outsourcing

For the elementary years, recruitment process outsourcing was viewed as a solution to hire a lot of entry level candidates, as fast and as economically as possible. But, times are changing! With the HR recruitment services and staffing firms in India constantly expanding their teams and operations to cater to the organization’s need of end to end recruitment services, today RPO is being specifically brought to dredge up the hard-to-find talent that the company needs to fill and retain for long term fix.

As the number of hiring increases and the war for attracting the best talent heightens, more and more companies are planning to outsource their recruitment process work to RPO firms.

How the Recruitment Process Outsourcing model provides assistance?

It essentially:

  • Is a single platform for all the stake holders to manage the entire recruitment cycle
  • Manages the volume hiring economically
  • Works on real time, phase wise report generation
  • Is complete Online Assessment Management
  • Provides solutions for On-campus, Off-campus and Pool campus events integration
  • Takes care of Multi campus recruitment event management

Software, technology and IT sectors are culpable for RPO growth in India. However, mid-size to large companies in manufacturing, telecom, pharmaceuticals, healthcare and banking sectors are also outsourcing their recruitment process to fill in their demands.

Well, the results of using RPO are significant:

  1. Due to growth of RPO in India, more and more companies are able to focus on enhanced quality hiring, reduction of cost in talent search and increase in speed of hiring.
  1. Companies can choose to outsource a part or the entire recruitment process from sourcing, managing on- demand recruitment needs, talent branding, managing assessments, post offer follow-up to on-boarding.
  1. Growth in RPO has decentralized the whole HR process and has helped the companies to focus on core competency development of their employees.
  1. RPO solutions have immensely accelerated the organizations ability to attract and retain the best talent across all levels. Better employer branding has led to better talent branding.