by Raghu Nandhan | Jan 11, 2023 | Blog, rpo
What is Stratergic Recruitment?
The employment of skillful selling, employer branding, and recruitment-directed marketing in talent sourcing is known as strategic recruiting. This approach enables a business to adapt successfully to changing market conditions.
It’s really interesting that the majority organisations don’t understand the strategic significance of their recruitment activities in attaining their business goals, until that function is efficient and truly broken. Recruitment is commonly seen as a tr`ansactional supply centre, but in reality, it’s the main stream of talent joining your organization. Without that right talent, your objectives aren’t going to be accomplished.
When we associate with clients, our recruitment teams have to plan and implement strategic ways that they understand at firsthand what goals are being aimed for and what challenges could also be experienced along the way.
As a recruiter, you already know well the significance of culture fit when hiring new employees. When a new hire’s culture frequency resonates with the reality of the firm, they will feel great and content in their new journey and deliver their best work.
However, understanding how well someone will fit into your company’s culture may be a challenge for all organizations every time. It’s tough to assess how well an individual can fit into the day-to-day activities of a company.
Below are the important employee recruitment strategies to help improve your hiring process in finding top talent.
Develop a Clear Employer Brand
Employer brand is what is going to set you aside from other companies and show candidates why they want to work for you. It must reflect your business’ mission, culture and values. Just think about some questions like, Why someone want to work for your company? and What percent of your staff would recommend your company as an excellent place to work? To further proceed, make sure your company or business pages, social media, and advertisements align together with your employer brand.
Create Job Posts That Reflect Your Company
The job post is that the first impression, the candidate will have of you. You have to make sure that everything is as organized and professional while still embracing your brand. Is your company resonates and built on casual or flexible? Make the job post humorous! If it is solid or strictly business? Make your ad is sleek and well put-together. This helps companies to obtain more applicants and woo right people that will fit in together with your company culture.
Use Social Media
Social recruiting is becoming popularly increasing as companies begin targeting millennial. Social recruiting is just using social media to seek out talent, advertise jobs and communicate with potential candidates. Many brands are successful with this platform including Uber, Apple and Zappos. Make sure your presence on social media which will align together with your values and employer brand.
Explore Niche Job Boards
Depending on what profile or job you’re hiring for, it’s going to be difficult to seek out talent on one among the various large job sites. If your company drop under a smaller, specific category, try your hand into niche job boards. These are smaller job sites who are dedicated to just one category of job and sometimes have a community of job seekers and recruiters. You’ll able to find niche job boards cover everything from the retail to construction industry.
Consider College Recruiting
Recruiting from college campuses can assist you to find future talent for your industry, while also aligning your company with internship opportunities and campus connections. you’ll recruit students from colleges in these ways , arranging career fairs, volunteering to talk at events for your industry, campus online job boards, and more.
Find Passive Candidates and allow them to know you would like them
Passive candidates are those that are currently working and not actively searching for an employment. These candidates will often be the foremost qualified and appear to be the right people for the employment. Personally contacting them will show that you are very much interested about their candidature and will be sure to grab their attention. Using social media and connections will assist you recognize these potential candidates also create awareness about your company.
Conduct Awesome Interviews
It is very important and should know that interviews go two ways. While you’re interviewing your candidate, they’re also interviewing you. Whether you’re meeting remotely or face to face, make sure the interview process more comfortable and relaxed. Will they be working with a group? Try group interviewing. Also don’t forget to reflect your company’s culture. For instance , if you’re in an office which exhibits casual and flexible environment , incorporate that in the interview. In this way, you can find someone who is both talented and a great fit your company.
by admin | Sep 6, 2022 | RPO
Consider outsourcing your recruitment process if you want to improve the recruiting process and manage your talent acquisition more effectively. Many businesses are not aware of the concept of recruitment process outsourcing (RPO).
So, what exactly is RPO and what are its benefits for businesses if they implement RPO?
Simply put, RPO is when a corporation outsources all or a part of its permanent recruitment to a third party. Access to even the simplest of personnel within the market is critical for competitive advantage and business performance.
When opting for or choosing a product or service, one of the foremost inquiries to ask is, “In what way does it benefit my company?” Choosing the right RPO company, one that understands company culture, beliefs, and hiring goals pay off tremendously in both the long and short run. Here are a few reasons why companies opt for RPO for their recruitment.
Recruiting challenges faced by companies
Recruiting software
Attracting the proper candidates is challenging
One of the biggest challenges for 76% of recruiters is attracting quality candidates (C MD Recruitment, 2019). You would have tried to get the right candidate in an extremely swarming pool of unqualified talent and learned that your options are narrow and limited.
In that situation, you’ll pick the most rudimentary candidate you’ll identify at the time and not the most appropriate and efficient candidate for the role in the recruitment process.
It’s not always the number of people who apply for one position; the most sensible way to hire the right candidate is often from a smaller group of more qualified and competitive talent.
Engaging qualified candidates is not easy
42% of managers are bothered that they won’t be able to find the talent they need. (LinkedIn, 2019). It is difficult to stand out from the crowd when recruiters are regularly approaching candidates with good talent.
Furthermore, candidates with hard-to-find skills often consider several job offers at the same time. You would like to put extra effort into persuading passive candidates to decide on your company over your competitors.
Before approaching a passive candidate, research what motivates them and what makes them happy in their job. With this data, personalize your sourcing emails to explain what you’ll be able to offer them rather than what they’ll do for your company.
Companies struggle to hire faster
Time saved can also be put to use by improving the quality of products and services your company provides, which can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.
In order to save lots of money and delay operations, hiring teams want to fill vacant positions as soon as possible. In several industries, recruitment can take several months, putting pressure on recruiters and hiring teams.
A protracted time to rent is additionally a byproduct of a shortage of qualified candidates. The hiring process is additionally too long, or hiring teams might struggle to achieve a consensus, resulting in the only candidates finding jobs elsewhere.
Companies usually do not use data-driven recruiting
In order to continuously improve their recruiting process and make better decisions, companies can use recruitment data and metrics. But collecting and processing data is going to be a hassle. Spreadsheets are some way to trace hiring data, but they require manual work, are in danger of human error, and don’t seem to be compliant. This makes it hard to trace data and trends accurately. Data must be compiled and arranged efficiently and streamlined by hiring teams.
Overcoming the recruitment challenges through RPO
Recruiting the right people through RPO
An RPO company has access to an enormous number of applicants and recruiters from many industries and regions. RPOs even possess the tools and resources to analyze candidates beyond just their resumes and assess their skill sets, personalities, and other qualities.
An RPO solution provides hiring managers with a more complete profile of candidates when narrowing down the pool of applicants.
In the event that companies outsource recruitment efforts, they can change their recruitment services at any time. During certain periods of the year or season, businesses may need to build up or stretch their recruitment efforts (such as over the winter break or summer season).
Recruitment process outsourcing provides the sort of flexibility that employers should scale their recruiting efforts to keep pace with their demand.
RPOs are good at engaging qualified candidates
Top recruitment process outsourcing partners have a wide network of qualified candidates that are already engaged and looking out for the next right opportunity. With expansive knowledge and knowledge of recruiting across various industries, RPO providers easily connect with candidates in roles that are often difficult to fill.
RPO providers can grasp the most recent technology, including AI and automation, to simply engage candidates and screen them for roles. This helps speed time to rental and ensure specialized candidates receive the simplest experience in their talent journey.
Understanding each industry and your company’s needs for locating specific talent gives RPO providers the advantage of finding and nurturing the proper candidates with supported skills, training, certifications, degrees, and other requirements that will sometimes be difficult for in-house recruiters.
RPO providers cannot only help find the proper candidates but also provide them with a seamless experience that entices them to use them for future positions at your company.
RPOs help you hire faster
The longer a company may suffer a loss, the longer the employment position remains vacant. The company’s performance is put in peril. In keeping with Glassdoor Economic Research, on a median, the hiring process in the USA takes 23 days.
Some companies tend to have stretched and extended processes which take longer time. It is absolutely reported that 54% of companies haven’t acquired an authorized candidate because their hiring process took too long.
Time saved could also be used to improve the quality of products and services your company provides, which consequently can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.
RPOs use data-driven recruitment
RPOs use data-driven recruitment, or recruitment software which makes the method quicker. Nowadays, companies are very choosy about the candidates they require to rent for a specific job.
Data proves to be helpful here as data is clinically relevant and helps you find the most effective candidate while assessing the fit of that candidate. A minimum of data helps you close positions faster compared to after you don’t use data for recruitment.
Data identifies the talent pool faster too. You’ll be able to easily and speedily identify and prioritize the talent pools. This protects time within the process later.
If you can sum up the precise talent pool picture for your hiring manager and are available with suggestions to incorporate particular pools or exclude or even recommend certain job traits, then your job is half done.
It can change the perception of how recruiters are. This just means recruiters pressed for time and rushing to satisfy targets and deadlines were missing the mark. And, “they” missing the mark simply means the candidates hired won’t be of the “best” quality.
Data could be a game-changer within the modern recruiting process, and it improves the recruiting efforts by a factor of two while reducing the time taken, thus making it a more efficient process.
Conclusion
Recruitment is important because it offers many benefits to a business. A good recruitment strategy will help you attract and retain high-quality employees who match your brand. The specific elements of the hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates.
Since the recruitment process takes time and is expensive, most companies cannot afford to hire candidates without spending a lot of time and all the expenses that might overshoot their budget.
Therefore, they outsource their recruitment process to recruitment process outsourcing firms (RPOs). RPOs make the recruitment process easy and recruit a lot of highly qualified candidates in a very short time, according to the requirements of their clients.
For over a decade, as an industry leader in RPO, Pragna has engaged its stakeholders, customers, and employees with unparalleled integrity, efficiency, and passion to offer compliant and elite talent solutions. We have been pioneers in providing the best in class solutions to businesses across the globe.
We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.
by admin | Aug 29, 2022 | Ace the Interview, RPO
RPO could be a functional model where an organization delegates the management of the recruitment operations (in whole or partially) to a third party expert to drive cost, quality, efficiency, service, and scalability benefits.
An RPO provider acts as an in-house recruiter for a business, providing efficiency and suppleness within the recruitment process. It relieves HR professionals and employers of administrative burdens and delivers a consistent, involving personal attention experience for job candidates. Here are a few frequently asked questions about RPO companies.
How does RPO work?
Strategic workforce Planning
RPO companies use talent analytics to determine the talent supply and demand in the same way as market compensation by department, role, and geography. RPO companies collaborate with your organization to develop a workforce plan and strategy to foresee future manpower or workforce trends, if required.
Sourcing
Deep sourcing expertise becomes an important component of your recruitment strategy since most of the recent jobs are found through networking. RPO providers develop targeted sourcing strategies to handle the needs of specific industries or functions, including recruitment marketing, talent pooling, screening/assessment, predictive analytics, and talent advisory solutions like employer branding, talent analytics, and recruitment messaging.
Screening
Thorough screening, including skill assessments, behavioral and personality evaluations, and interviews, creates a pool of candidates that may be an honest fit both for the position and for your company. Screening for cultural fit is additionally a very important part of this process, ensuring that clients receive only candidates who will fit well within the company’s culture.
Recruiting & Offer Management
RPO firms have expertise in recruiting both passive and active candidates to seek out the most effective person for the task. The provider acts as your brand ambassador, promoting a uniform brand message, scheduling interviews, handling salary negotiations, and maintaining tight internal control.
Reporting
The company remains responsible to the client and provides regular analysis of recruiting metrics like cost per hire, time to fill, retention rates, productivity, recruiting process conversion rates, and more.
Is RPO suitable for both seasonal and temporary recruiting assistance?
Yes, RPO provides help with seasonal or temporary recruitment requirements. This situation is more frequently faced by organizations, and RPOs have an approach that centralizes all the hiring, whether it’s for permanent or temporary employees.
RPO provides the flexibility of no headcount commitments and it is one of the many benefits they offer.
RPOs allow companies and businesses of all categories and sizes to have the benefit of expertise and recruitment process outsourcing (RPO) without the limitations on distinct time or resources, which is suitable for short term requirements and helps you to achieve your recruitment goals comfortably.
Is RPO suitable for small companies?
Yes, recruiting process outsourcing is suitable for small and Medium Business. The major hiring challenge for smaller businesses is often their employment brand’s ability to draw in good candidates.
Bigger organizations generally have a marketing potential that advances and markets their consumer and employment brand. Smaller businesses have the drawback of not being acknowledged within the marketplace or “not being distinguished as an employer of choice.” Their brand will be clear internally, but they may have trouble communicating it externally.
A RPO partner can help them identify what their brand is and communicate that brand within the job marketplace. Let’s admit the fact that recruiting today could be a selling function.
Furthermore, unlike staffing agencies, RPOs market through the brands of their customers to build awareness, increase employment, and increase market presence. Small businesses are also inclined to have less process diligence and consistency in recruiting.
A good RPO partner will bring the diversified employment brand strategy that smaller businesses generally don’t have.
Is RPO cost effective and time saving?
Since RPO providers concentrate on HR, they’re constantly up to date with the changes in strategies, policies, and technologies that help in boosting the HR departments of various industries. This specialization makes outsourcing a cost-efficient strategy.
Another contributing factor to why you need to opt to outsource your recruitment process is the amount of money you’ll save on salaries. Partnering with an RPO to handle your HR paperwork and administrative duties. gets the duty done even as well for fewer than half the value the companies usually spend on their recruitment.
Recruitment, training, and advertising costs are also a number of the expenses involved when hiring. These require those that are visiting to perform specific functions, and their salaries need to be paid. But unnecessary expenses like employing excess staff within the HR team may be avoided by partnering with an RPO provider.
The cost of software will be high, and administrative duties like paying benefits and distributing payrolls are time-consuming. But by outsourcing these functions and responsibilities, you save an abundant amount of time and money.
The longer an organization may suffer a loss, the longer a job position remains vacant. The company’s performance is put in danger. According to Glassdoor Economic Research, on an average, the hiring process within the USA takes 23 days. Some organizations tend to have extended processes and take longer time. It was reported that 54% of companies have not acquired a certified candidate because their hiring process took too long.
Time saved may be accustomed to improving the standard of products and services your company provides, which successively can cause greater customer satisfaction. It can cause an issue and end in higher revenue.
What are the benefits of outsourcing your recruitment?
Streamlined Recruitment Efforts
An RPO provider allows organizations to reduce their recruitment efforts and makes the process easier. RPO firms provide a regular methodology for recruiting. a feature that’s applied uniformly across the organization, a feature that’s especially important for businesses with multiple locations or entities.
A streamlined approach to recruiting also eliminates confusion by keeping candidates, hiring managers, and executives well informed throughout the whole hiring process.
A Broader & more practical Talent Search
An RPO provider has access to a vast network of applicants and recruiters across multiple industries and regions. What’s more, they even have the tools to research candidates beyond just their resumes and analyze and assess personalities, skill sets, and other qualities. When narrowing down the pool of applicants, RPO solutions provide hiring managers with a more complete candidate profile.
Companies can change or expand their recruitment services at any time when outsourcing recruitment efforts. This could be largely important for businesses that require them to outstretch or build up their recruitment efforts during a certain time of season or year (like during the winter break or over the summer season). Recruitment process outsourcing provides the type of flexibility these employers have to scale their recruiting efforts to keep pace with their demand.
Reduced Recruiting Costs
Outsourcing recruitment also has the obvious benefit of reducing costs, just like outsourcing other business processes. Executing an RPO solution significantly lowers a business’s cost-per-hire. The time and money that companies want to spend on recruiting (conducting background checks and other pre-employment screenings, including attending job fairs, advertising open positions, and other recruiting trends) can alternatively be redirected to other revenue-generating activities.
For over a decade, Pragna has been an industry leader in RPO while engaging its stakeholders, customers, and employees with paramount integrity, efficiency, and passion about offering compliant and elite talent solutions. We have been pioneers in offering best in class solutions to businesses across the world.
Pragna offers recruiting and prospecting from small, medium, and large firms serving many of the world’s leading companies. Discover advanced, innovative talent strategies and processes that allow you to stay focused on your core business.
We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.
by Raghu Nandhan | May 2, 2022 | Offshore recruiter, Offshore Recruitment, Recruitment Technology, rpo
A seasoned HR professional understands how difficult it is to compete for talent while remaining efficient. Whether you need seasonal workers, have recurring projects that require expert personnel, or can’t keep up with a large in-house recruitment team, you’ll need to hire more individuals at some point.
It’s time to think about outsourcing your recruitment process if you want to improve the whole recruitment process and manage your talent acquisition needs more efficiently (RPO). Many businesses are unfamiliar with the notion of RPO.
So, what precisely is RPO and what are its advantages?
In simple words, RPO is when a company outsources all or part of its permanent recruitment to a third party. Access to the best personnel in the market is critical for competitive advantage and business performance.
When deciding on a product or service, one of the first questions to ask is, “How will this help my company?” Choosing the right RPO provider, one that understands company culture, beliefs, and hiring goals can pay off tremendously in the long and short run.
RPO (recruitment process outsourcing) has a lot of advantages. This is true whether you plan to outsource the entire recruitment process or just a portion of it.
The top six advantages of RPO have been discovered and they include:
1.Increased Participation of Stakeholders: By meeting pre-agreed SLAs, RPO improves hiring manager and senior leadership involvement. High levels of HR satisfaction are a result of the quality of hiring and the effectiveness of the recruitment process, which can only be beneficial for productivity. RPO essentially frees up the client to focus on their core business.
2.Reducing Expenditure: Many businesses end up spending a significant amount of money on recruitment firms. They also spend a lot of money on online job boards, which are frequently underutilized for a variety of reasons. These indirect expenses are not visible, yet they have a negative impact on the organization’s annual turnover.
RPO is the greatest solution for businesses looking to hire top personnel in a methodical and cost-effective manner. It can assist in cost reduction by supporting three corporate goals:
- a. Creating effective and dependable hiring procedures
- Developing a proactive sourcing strategy
- Consistently focusing on high-quality hires.
3.Automation and tools are accessible
There are a number of tools on the market that can be used to evaluate the effectiveness of a company’s recruiting and hiring operations. To find active talent in the market, RPO providers use the most up-to-date technology and search tools. Their purchasing power can also help you create integrated solutions, saving you time and money.
4.Reduces the requirement for advertising
It can be expensive to advertise. When a company works with an RPO provider, those costs are drastically reduced. There is no longer a need to advertise. The RPO provider is in charge of locating the finest candidates. Instead of candidates seeking you out, they reach out to you. They are highly resourceful when it comes to tracking down the missing people.
5.Subject Matter Experts’ advice
Recruiting and onboarding the people you need to expand your business takes time, effort, and skill. Seasonal demands or new initiatives may necessitate a large number of hires in a short period of time. It’s never easy to deal with such situations. Recruiting is an RPO’s key competency. They can take care of your recruiting and hiring needs right away, without you having to worry or panic.
6.Putting a stop to vacancy time
The average time it takes to fill a vacancy has a negative impact on the company’s performance. A crucial component of an RPO model could be the ability to fill vacancies in fewer hours. Developing and implementing better talent recruitment tactics can significantly reduce the time it takes to fill a position.
Conclusion
RPO service providers like Pragna are skilled and prepared to balance hiring speed with quality to provide the best results every time.
To summarize, recruitment process outsourcing (RPO) is worth considering if you need to respond to changing hiring needs or are looking for innovative approaches to optimize talent procedures which is what we at Pragna specialize in. It can be stressful to have an urgent hiring need. Understaffing can result in costly effects such as revenue loss, poor production, and low employee morale. We can help you deal with expected spikes in demand and provide you with the best talent when you need it.
