Outsourcing Staffing is a form of business process outsourcing. Firstly, An RPO provider can provide its own or may assume the company’s staff, technology, methodologies, and reporting. In all cases, differs greatly from providers such as staffing companies of the recruitment process and the responsibility of results.
Why consider Outsourcing Staffing?
Today, the recruiting environment is rather complex. In order to effectively recruit top talent, you need to navigate a tight labor market; become proficient in a set of relevant technologies; and manage and nurture candidates and hiring managers. RPO providers are subject-matter-experts; talent acquisition is their core competency. RPOs bring people, technology, process, and metrics into a talent acquisition function.
According to RPOA co-founder and Talent Acquisition expert John Younger, “the number one reason companies succeed, struggle, or fail directly correlates with who they hire.”
Is RPO right for your organization?
Historically, RPO provided high-volume hiring for large organizations at a lower cost compared to other recruiting options. However, RPO has evolved over the last few years to become a flexible strategic talent acquisition solution with additional benefits that can be adopted by small and medium-size organizations as well.
importantly, Over the past few years, RPO has been trickling down into the smaller and middle-market domain as outsourced recruiting becomes applicable to these markets.In conclusion, As a result, smaller, agile RPOs are rising into the higher ranks of strategic recruiting partners and carving their unique niche in the talent acquisition marketplace.
Our Value Approach
(1) Identify issues with current recruitment process at client’s end
(2) Result benchmarking and goal setting
(3) Assess return on investments
(4) Engagement structure and solution definition
(5) Governance SLAs and contract definitions for the RPO
(1) Requisition management
(2) Managing incoming applications
(3) Candidate mapping through head hunting, referrals and job postings
(4) Database Management
(1) Pre-screening
(2) Screening
(3) Pitching and positioning
(4) Assessments and testing
(5) Interviewing and interview coordination
(1) Final interview management
(2) Reference checks
(3) Pre-hire assessments and testing
(4) Salary negotiations
(5) Offer management
(1) Candidate engagement
(2) Assisting in visa formalities and other licensing formalities if required
(3) Joining formalities and paperwork management
(4) Regular feedback to ensure candidate settlement
