The business landscape is rapidly changing, and employers must learn to adapt to these changes to stay on top and relevant. Acquiring talent is no longer as easy as it was, a few years ago.
The global talent shortage has been hard on employers, making it a task for them to find relevant, skill-specific talent.
As an employer, with your business booming, you do not have the time to focus on hiring. With your business expanding, the need to onboard several quality candidates increases. Engaging with only your in-house resources will not just balloon up your hiring costs but can bring in the wrong candidates.
Therefore, it’s best to outsource your hiring requirement to a third-party RPO service provider who can help meet your recruitment needs while managing the costs and giving you hires that can add value to your organization.
Recruitment Process Outsourcing is outsourcing your hiring needs to a third-party service provider, who may take up the entire function of the hiring process or a part of it as per your requirements. There are two ways in which an RPO provider would go about this. First, they work as part of an extension of your existing recruiting team, provide them with resources and technology and guide them through the recruitment process. Second, they deploy a whole new team to work with your current team to make the right hiring decisions and regularise the workflows.
Engaging with an RPO service provider will give your company the flexibility to focus on building the organization by channelling the energy to improve business operations rather than administrative work, which is tediously time-consuming.
An RPO provider starts by assessing the hiring needs of your organization- the number of candidates, the requirement of skill-specific candidates, the urgency to fill the open positions priority wise etc.
They take up the end-to-end recruitment process- from sourcing to onboarding, or part of it, depending on your demands.
ATS (Applicant tracking system) plays a crucial part in the execution of an RPO process.
Some RPO partners incorporate an ATS system to give clients access to results and updates about the hiring process.
One significant difference between an RPO and traditional recruiting- candidates sourced and screened in an RPO process are exclusive for one client and not made available for multiple clients.
You may feel that outsourcing your recruitment to a third-party provider can burden you with unnecessary overhead costs. To help you make an informed decision about the same, here are a few factors to consider determining the need for an RPO provider.
The recruitment process is tedious. Your task of hiring doesn’t end when you get the candidate to accept the offer letter. It is followed by the onboarding process, which has a ton of tasks embedded within. Similarly, every step of the process has its demands and functions embedded in it.
You cannot go by a one-size-fits recruitment strategy. Every company is different and has unique requirements and specific skilled candidates. It is paramount to assess the current market conditions before delving into formulating a strategy.
So, you have a solid strategy in place. But do you have the right set of people or an approach to bring it to life?
This is where an RPO (Recruitment Process Outsourcing) comes in. An RPO provider gives you immediate access to a skilled, experienced recruiting expert who can help execute your strategy at a lower cost per hire.
An RPO partner will start by analysing the current state of your talent acquisition strategy. When every aspect of the hiring- workforce planning, technology, processes, and people is carefully examined it becomes easy to strategize a desired recruitment strategy for the better future for the organization.
Sourcing proper candidates is not just the first step but is also the toughest. Your ideal candidate may not even be looking for a job or be present on the portals. So, how do you source them?
An RPO partner will play by their capabilities to hire you the best ones by sourcing not just active, but passive candidates as well by –
While your sourced profiles may seem great on paper, some may be completely unfit for the role. Identifying those is the next critical step in your hiring process. How can you go about this?
Organizing and seeing the light of an interview is a big task. Several coordination challenges are involved while setting up an interview. Being alert at every phase of the interview process is vital if you want to hold on to your potential candidates. What does an RPO partner do to help you transition through this phase?
Now that you have decided on your candidate, you need to sell yourself as the most desirable company or at least that you are better than the competitors if you want them to accept your offer.
How can an RPO partner leverage your best-selling points?
– Benchmarking the salary– Your salary budget needs to align with the current market averages. An RPO partner will help you put forth an attractive and competitive salary bracket for your candidates, that is also sustainable.
– Rewards and benefits– Candidates look forward to the extra rewards you can offer them other than compensation aiding their work-life balance, training, and development opportunities etc.
– Negotiation– As an experienced RPO partner, we understand the art of negotiation and can guide you through any contract negotiations that work best for both parties.
You may have the perfect recruitment solution in place. But is it delivering your desired results? An RPO partner uses their tools, technology, and insights to give you valuable input to help reap the benefits of the recruitment solution by –
– Recommending new recruitment technology
– Warning on any process issues that can be a setback
– Suggesting improvements reducing your time-to-hire
ATS (Applicant Tracking System) can help streamline your hiring process. An RPO partner will help you-
– Choose an ATS that’s perfect for your organization
– Design recruitment processes to help people work with ATS
– Optimize your process to fetch the maximum value
– Auditing of procedures to ensure full compliance
– Train your internal team
Before applying to your company, candidates look up your company profile in different avenues. Strong digital employer branding will instil a positive attitude about your brand in the minds of candidates. An RPO provider can help by-
Employer branding is particularly important if you want to attract talented candidates.
To see the best results in recruitment you need to make the right plan and see through it, and for that, you need the right people and processes in place. An RPO (Recruitment Processing Outsourcing) consultant can help execute your plan effectively by offering long-term support for your HR (Human Resources) team or offering fixed-term project RPO solutions when you have one-off recruitment needs.
If you are looking to address your talent needs with the perfect RPO solution for your organization, reach out to our experts at Alp Consulting. We will help you attract, engage, and retain the best talent for your team.