Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider. To quote the Recruitment Process Outsourcing Association, "Recruitment Process Outsourcing is when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance."

A clear demarcation between RPO and other types of is Process. In RPO the service provider is the fulcrum of the process, while in other types of staffing the sane is part of a process controlled by the organization buying their services.

Advantages

1 RPO offers improvement in quality, cost, service and speed.

2 Economies of scale enables the providers to offer recuritment processes at lower cost while economies of scope allow them to operate as high-quality. Economies of scale and scope are said to arise from a larger staff of recruiters, databases of candidate resumes, and

investment in recruitment tools and networks.

3. RPO solutions are also claimed to change fixed investment costs into variable costs that vary with fluctuation in recruitment activity. Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or forcing costly layoffs of recruitment staff when activity is low.

Problems

If a company failed to define its overall recruitment strategy and hiring objectives, then any recruiting program may fail to meet the company's needs. This is especially true for outsourced programs like RPO. RPO can only succeed in the context of a well defined corporate and staffing strategy. As with any program, a company must manage its RPO activities. A company must provide initial direction and continued monitoring to assure the desired results.

1 The costs charged for recruitment transactions may total more than the cost of the internal recruitment department.

2 RPO service providers may fail to provide the quality or volume of staff required by their customers.

3 Placing all recruitment in the hands of a single outside provider may discourage the competition that would arise if multiple recruitment agencies were used.

4 An RPO solution may not work if the company's existing recruitment processes are performing poorly.

5 An RPO solution may not work if the service provider has inadequate recruitment processes or procedures to work with the client.

6 RPO may not resolve difficulties that organizations have hiring staff when the organization is perceived negatively by potential employees. This will instead require improved branding and an adjustment of image.

CAMO Technologies Recruitment Process

CAMO Technologies delivers unmatched services to its clients and candidates through out the relationship, by following rigorous internal recruitment processes.

First, the CAMO Technologies team discusses the requirements, parameters and objectives of each staffing and contracting initiatives, with its clients. Consultants/ Candidates that fit into the defined parameters are validated through out the process. This methodical and focused approach has helped CAMO Technologies foster long term relationships with Clients and Consultants. Objective: Ensure precisely channeled selection of resources, to enable achievement of the company's business goals.

Objective: 1.
2.

To attract potential employees into the rolls of the company To make a positive impact with our clients, thereby increase the goodwill and equity for the Company, leading to better market standing.

Resourcing Process

Recruitment Process
At The Career Cafe, we not only provide recruitment consultancy service to our clients but also give the applicants a perfect platform to get their dream jobs. We can help our clients to get the suitable candidates, cultivate them and retain them. Our comprehensive recruitment solutions as HR consultant ensure the delivery of profitable propositions for your workforce requirements.

We have adopted the international practices and procedures that are designed to attract and hire the best talent available in the market. We provide our client companies with just not only a set of candidates, but also provide discussion on best-fit market availability, comparative benchmarking and a comfort knowing. Our Recruitment Process can be categorized in three phases, namely:-

Planning - Structure, Focus, Identity, Prepare It is a simple, modern, Implementation - Contact, Motivate, Evaluate. Closure - Select, Offer, Candidate joining.

At The Career Cafe, we follow a carefully structured selection process, which start right from understanding the clients' needs and functions all the way to follow-ups with both clients and candidates post recruitment. A brief description of the different stages involved in our recruitment process is given below: In the planning stage, we evaluate the needs and requirements of our clients to determine the required set of skills, understand organizational behavior and relationships. Working as a cohesive team with our client, we identify the required experience and other characteristics, which are necessary for the successful candidate. The initial planning enable us in identifying the needs of both the company as well as the candidates, which further leads us in deciding on a search strategy to target on specific skills, education, personality and experience.

Mapping Exercise
During the mapping exercise, we performing industry specific desk and field research on companies and relevant people so as to identify the key competencies. It includes job title, principal accountabilities, key result areas (KRAs), authority to be infested, external / internal contacts, reporting procedures and supervisory relationships, working conditions / environment, job specifications, compensation package, location and other necessary details. Long List Generation The Field research provides us a long list of qualified candidates, who are worth pursuing. After this process, we start the search to identify the suitable candidates either from our own exhaustive database or by advertising for the position. The implementation stage consists of several phases including, preliminary interviews, short-listing of candidates, informal reference checks, client interviews and formal reference checks. Preliminary Interviews For preliminary interviews, we select the potential candidates on the basis of prior work experience, qualifications, strength and weaknesses and the ability of candidate to fit into the work-culture and ethics of the client organization. The potential candidates are contacted and interviews will be conducted to find out their interest and suitability.

Short List Generation

The preliminary interviews result out in short-listing of highly qualified candidates. Confidential reports are generally prepared and submitted in writing to our clients on four or five individuals, who fulfill the specified position closely.

Informal reference Checks

We conduct informal reference check to verify the listed achievements and last few work experiences of the short-listed candidates. After this phase, a list is handed to the client with our recommendations and assessments.

Client Interviews
After the informal reference checks, we schedule a meeting between the short-listed candidates and the client with proper travel arrangements and handling of reimbursement of travel expenses. The consultant asks both the client and the candidates for the feedback after every interview.

Formal Reference Checks

After client interviews, we conduct a formal reference check of the selected candidates. Our team contacts individuals / companies that are capable of providing details of the candidate's qualifications, work ethics and other relevant feed back. The comments made by these references are then reviewed with the client.

What we have to offer

We Acquire Talents for the following Verticals:

Sales & Marketing Human Resources Finance & Accounts Quality Management Supply Chain Credit and Risk CRM Engineering

Recruitment Process Outsourcing

Kana Solutions Inc's Recruitment Process Outsourcing (RPO) services allow your company to focus on your core business. We bring to bear an entire internal recruiting infrastructure the people, process, technology and resources. Your company will benefit from a hiring process that is more predictable, consistent and efficient. Regardless of your company size, Kana Solutions has a solution that can meet your needs and put you on the playing field with the worlds top companies. For some clients, we provide the entire internal recruiting department. For others, our team works alongside the existing internal recruiting team to augment the companys hiring capacity. Whether we are supporting some of your jobs or serving as the entire internal recruiting function, you will benefit from our: PEOPLE: Our Hiring Consultants work with your hiring managers to support the day-to-day recruiting activities and a Director of Client Services is assigned to your account as a strategic resource and staffing manager. PROCESS: We bring a standard process for how we manage the hiring efforts, driving a more consistent delivery. We will work with your HR and operations team to integrate our core process with your companys

own internal processes. RESOURCES: Our team brings everything we need to be successfulresearch tools, resume databases, job board contracts, background/reference checking, and moreallowing you to manage one partner (us!). We also bring access to our proprietary Career Network and the ability to generate referrals from over 1 million professionals. To learn how Kana Solutions can improve your hiring efficiency by 30-50%, please Contact us.

Applicant tracking system (ATS) is a curious name for the recruitment software that powers most recruiting functions in Fortune 500 organizations and in many smaller ones as well. One would assume that recruiters and hiring managers would want a tool that assisted them in discovering the right person for a position and not a tool that just tracked applicants.

A Typical Recruitment Process

Recruitment Process enhancements after eScreener