Recruitment and selection process is the core of human resources operations and is important for every business, whether big or small. A company’s human resource department should constantly try to delve strategies to narrow down the cost of recruitment and find the best candidates for the profile in hand. Recruitment can be a time and money consuming process if you do not know how to move in the right direction. While recruiting new talent is imperative for any business, it is also important to strike the right balance of cost and time.

Here are a few ways how technology can help save money in RPO recruitment and selection.

Technology for finding the best talent – No, you do not have to buy expensive softwares that are way too complicated to use by common recruiters. However, there is technology available in the market that is both easy to use and inexpensive for any organization to afford. You can use such applications for sorting, managing, reviewing the recruitment process as well as check the resumes and create effective documents. The benefits of using technology to make your recruitment and selection process is more cost-effective.

Technology helps you boost productivity – Productivity increase is directly proportional to the overall growth of the organization, the more you produce the more you sell and the better the profits you earn. Technology helps the organization in automating their processes. This means that a number of tasks are now on an automated mode which can expedite the speed of how things are done.

Lower the risk of a wrong decision – A bad match can be the biggest risk for any human resource department. A wrong talent or someone who quits right before the induction is a complete waste of time money and efforts. RPO recruitment firms with the help of technology can now test candidates beyond their education and experience. Using advanced testing tools, demo software etc. recruiters can create test scenarios where they can understand a person’s response, social skills or problem solving skills. A refined selection process will ensure that you hire the best of the talents.

Enhance strategic planning

Strategy planning is a key element of effective recruitment and selection process. Through analytics, you can analyze how your recruitment strategy is working. You can easily maintain the data of recruitment and selection, which helps in better decision making.

These are some of the ways technology can be helpful in saving money in recruitment and selection.

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So, it’s done. You have decided, you want a job. But, how will you reach out to your recruiters? As they said, “It’s easier said than done”, the decision to start looking for a new job is easy, but the execution is much more complicated. We at Glocal RPO, have created a step-by-step process for you, that gets you visible amongst employers/recruiters.

Get Yourself Together

Ask yourself is your resume up-to date? If not, then this is first thing you need to do. If yes, you need to share it with as many in people in your network as possible to increase your changes of receiving a referral.

In the digital age, you definitely need to have a social media presence so, make sure, you have a shiny presence. Brownie points, if you also have a website.

Figure out the Right Agency

One of the time-tested approaches to finding the right agency is to asking friends who have worked with you in the past for recommendations, HR professionals in your network for a referralor search for ‘recruiters’ or ‘recruiting agencies’ via LinkedIn or Google.

Also, one need to keep checking agency sites to find necessary information on whether they would be able to help. As, one needs to keep in mind that, here one-size-fits-all approach doesn’t work. There are several agencies which cater to companies from only a specific region or a sector.

Be Brave

Once, you’re done with finding the right agency, be brave to reach out. Since, recruiters are extremely active on LinkedIn their profiles, that means you should take out sometime to research who you are dealing it.

There are two ways to do it. Either send a LinkedIn message or email or the other option to upload your resumes on the agency websites (some agencies provide this feature). This gets you into the company’s candidate management system for future opportunities.

In addition to these, you can also reach out via phone. Although, most industries discourage unsolicited calls, sometimes this may do the job for you.

 Follow-up

Have a reminder set to check on recruiters. Sometimes, the process may be dragging so, don’t be afraid to reach out politely to ask for an update. Recruiters, at any time are dealing with thousands of candidates, a little reminder would make sure you don’t get lost in the mix.

As you start applying, you will have positive as well as negative experiences. The right approach is to not take anything personally. One should understand that, things sometime do not fall in place ut one should not stop trying.

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Every company has a presence of its own which we can term as its ‘brand voice’. It is that one thing that makes you stand out in the crowd highlighting your uniqueness. When this ‘voice’ is efficiently promoted to prospective candidates, we call it Employer Branding.

What it means in recruiting?

More than anywhere else, employer branding is crucial in talent acquisition. An expert in the field says that employer branding is the scent of a company, distinct to itself. Most often than not employers turn to recruitment process outsourcing companies to create a formidable branding for them. It is very important for RPOs to package your company’s values, character, best practices and expertise through employer branding, to attract talents to choose you over your competition. While RPO recruitment is streamlining top talents for you, it is your employer branding that may become the deciding factor.

Reputation matters to the candidates:

If you always thought that higher salary is all that matters while hiring, think again. More than 70% of the recruitment process outsourcing companies agree that employer brand matters the most. In the present era, top talents are ready to work for lesser salary if company values match with their aspirations.

It brings your marketing cost down:

The best way to reduce your recruitment advertising cost, as much as 40%, is to have a strong employer brand. Candidates more often than not turn to your brand voice to assess who you are. Your employer brand is a great advertising tool in itself enticing top talents to get associated with you.

Bids you better against your competition:

The positive reviews you have online along with your employer branding can propel you over and above your competitors. When there are several companies offering the same kind of job, candidates’ attention can be grabbed through your policies and work culture.

Attracts the right talent:

RPO is now a vibrant market and fast growing market and there is always competition to bag the right talent. Companies who ignore employer branding often end up paying more to acquire the right talent. The flip side of it is that when you design a substantial brand voice, top talents will come looking for you.

Reduces recruitment time:

The time taken to fill a vacancy is very crucial for RPO recruitment. If they become complacent, good talents may just slip out their hands. Employer branding may help reduce this recruitment duration saving time and money for employers. You as a company would not want to keep a top position vacant for long, do you?

A good word about you:

With technology connecting candidates so easily and quickly, they often talk about the reputation of a company. Where people discuss a good company, they discuss more a bad company. With a weak employer branding, you may fail to create a good impression on candidates and it may act against you. Good impression spreads a good word about you, making you more desirable to the potential candidates.

Employer branding is your company’s reputation or digital persona. Taking your brand image seriously will yield you both short-term and long-term results. Collaborate with a good RPO to rise above your competition.

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Hospitality and Leisure industry is one of the most vibrant industries currently in the US. Tens of thousands of people every year go on business trips, family and personal vacation, corporate tours and all of them look for brands that deliver the best kind of hospitality. This presents itself as a wonderful opportunity as well as a challenge for hospitality businesses. To deliver on the expectations of their customers, they need to have the best and the most amicable staff. Hospitality recruitment agencies have emerged as the go-to solution for businesses to meet their hospitality staffing needs. Before getting collaborated with an RPO, here are the 7 questions you should ask them to ensure they are capable of delivering what they promise.

1. What is unique about you that your competitors don’t have?

There are several recruiters in the market and they all are here to do business. What sets them apart are some definite differentiators. Ask the RPOs to define their unique qualities and how they can help find the best candidates for you.

2. Can you give us a brief about your work history?

Experience and background check is something that should never be overlooked. Before hiring a recruitment agency, ask their portfolio and the proof of their previous work. Look out for information that looks fishy. It might be an indicator that the agency is not genuine.

3. What do your ex-clients say about you?

Client feedback and recommendation holds great value when it comes to recruitment market. Ask the RPO to share what their previous and present clients say about their services. This should include feedback from companies as well as candidates which will help you to get a holistic picture of their work approach.

4. Tell us a bit more about your expertise.

This is an era of niche recruiting. When you are going through the list of Hospitality recruitment agencies, ensure they have expertise in this industry. The best way to examine this is to discuss with them the approach and techniques they adopt for their clients. Those who incorporate latest technology and smart methods should be your top choice.

5. What additional services can you offer?

Recruiters can offer a wide variety of services related to recruiting and hiring. You have to ask for a list of add-on services that a particular RPO has to offer. They might assist you in onboarding, training, employee engagement, retention, determining competitive compensation and so on. Such services put more value on your collaboration with them.

6. How good are your refund/replacement or guarantee policies?

Both parties desire to have a long term collaboration in business. But there will be times when you are not satisfied with the services of the RPO. To ensure smooth cancellation of the deal, you should always have a good idea about their policies. Most agencies offer replacement services in case you are not satisfied with their results.

7. Can you give us a breakdown of the fees?

Based on the recruitment needs that your company has, ask the RPO to give you an estimate of the fees they would be charging. Compare 2-3 quotes from different companies to get a fair idea about the trending fees. If there are hidden charges or conditions, you may want to get clarity on those before signing the deal.

Asking such questions will help businesses analyze the quality of the hospitality recruitment agencies and select the best one who can deliver most suitable candidates within the stipulated time and budget.

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It’s no secret that hiring highly qualified candidates is one of the most important steps in building a successful company. And, when your organization is ready to expand into new markets worldwide, finding the right talent becomes even more complicated. If you are company is in a similar situation, you need to hire a global staffing agency. Glocal RPO, which itself is one of the leading global staffing agencies, lists the benefits of hiring such an agency for your recruitment needs.

Bigger Talent Pool

Having a global talent pool means plenitude of highly motivated, dedicated, and hard-working employees in regions around the globe. This comes with the added benefit of being to tap local talent pool allowing companies to diversify and strengthen their team.

Striking Competence

Competitive edge without a talented workforce is like going to a battlefield unarmed: the company has a plan in place but doesn’t have what it takes to win. This becomes much easier if the company is able to leverage the knowledge and understanding from a diverse team.

Cultural Understanding

Each country has its own expectations and demands. When a company hires local nationals as opposed to sending foreign nationals in the country. Plus, the advantage of using local knowledge, experience, and understanding helps creating a lasting, positive impact in their new market.

Some of the successful strategies for international hiring: –

If a country wants to start with international hiring, they need to make sure they have a comprehensive strategy to begin with. Having a global hiring strategy helps create and sustain a strong talented team.

The understanding of Local Labour Requirements

When working on an international hiring strategy, one of the most important aspects is to pay special attention to specific legal requirements of the country. The presence of different labour laws present in each country means the companies must be aware of the payroll, benefits, withholdings etc.

Working with Local Experts

When in a new market, companies can benefit from the experience of others to help them navigate the legal and culture provisions in place. By partnering with local experts, companies get the advantage of a team that knows what it takes to succeed and stay compliant in a given market.

Make a Long-Term Employee Retention Plan

Hiring employees is just half the job done. The big challenge comes when trying to retain that talent, which is especially difficult with foreign employees. Organizations need to develop a plan to keep international employees engaged and happy to ensure they continue to contribute to the company’s goals. This is done through constant communication between all team members and empowering global employees to contribute to the overall vision for the company.

While, International hiring is a key component of global expansion, it is important to develop a plan that incorporates best practices and strategies its moves. Following such practices would meaning there is no stopping to your company to touch the sky.

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With the gig economy on rise, companies increasingly have contractual and temporary positions to hire candidates. In simple terms, ‘Temporary to hire’ is a term used for provisional job positions, where a candidate is hired on a temporary basis mainly via temporary staffing agencies.

Such temporary positions are beneficial for both companies and candidates. Where companies can decide whether a person is fit for full time role, candidates get to work on new projects.

Let’s look at 3 chief benefits of temporary to hire positions:

1. Shoulder increased workload

Temporary to hire positions arises when companies have an urgent opening because of new projects or need more staff anytime during the year. Temporary staff bring in their own skills and talent, and usually cost less than full time employees. So, if a company has an increased need of staff, hiring temporary candidates is the best fit to save time and cost.

2. Potential candidates for full time role:

Companies need to invest a lot of time and energy to find full time employees who not only match the company culture but also contribute with their skills and expertise. For healthcare recruiting companies hiring a candidate in a temporary position is a great way to assess their skills. Employing them for a 3 to 6 months role helps the company decide whether a candidate is good for future or not.

3. Candidates with a varied set of skills

It is noted that best performers often take up temp-to-hire openings to expand their skills. When temporary staffing agencies recruit such candidates for their clients, they are getting the better end of the deal. You can be assured that such candidates with varied set of skills will stepin during the time of crisis and bail you out.

Temporary to hire positions are a win-win for both companies and employees and provide ample time for both to for foresee a future together.

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Recruitment industry around the world is facing a shortage of staffing. As much as this is a challenge, it is also an opportunity to recruit new graduates with a more innovative screening process. Here’s what hospitality recruitment agencies should look for while they are vetting young men and women for various job profiles.

1.How prepared are they?

When candidates come to attend an interview, their preparedness shows their seriousness. Their resume, their knowledge about the industry in general, the company they are applying for in particular and their understanding of the job requirement has to be tested by the recruiter to measure how diligent they are about their work.

2.Presentable personality:

Hospitality is an industry where a presentable personality weighs as high as skills. Candidates stepping out of culinary schools should know how to dress well, be presentable, display a pleasant personality and yet not look cocky. Recruiters should test their emotional skills as well as to determine how hospitable they are.

3.Shadow testing:

Mere questionnaires cannot help hospitality recruitment agencies completely assimilate the skills of a candidate. Testing them with real-life situations and shadow tests is the best ways to judge both their skills as well as the emotional maturity to handle tough situations. If someone displays great attitude and work ethics, onboard them and develop their skills.

4.Do they have a purpose?

RPOs need to assess if the candidate has a concrete idea of what he wants to do and where he wants to reach. Only those who are driven by purpose and passion will go a long way. Hospitality recruitment agencies should look beyond a candidate’s hospitality degree. Leading RPOs like GlocalRPO will try to understand how realistic, specific and determined candidates are about their career goals. Only those who have the passion will withstand the hardships of the hospitality industry.

Behavioral-based interviews that test emotional skills, passion and purpose will help hospitality recruitment agencies hire the best college graduates for their clients.

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Growth and challenges are the two faces of the same coin in the hospitality industry. Those who dare to evolve and innovate will conquer over their challenges. Increasing competition and consumer demands always keep the business owners on their toes. The hospitality recruitment agencies too have to keep up with trends if they desire to attract and hire top talents. 2018 is going proving to be another promising year for the industry and here are the recruitment trends you need to embrace as a recruiter.

Decentralised social hiring:

Social platforms have grown from being entertainment and interaction platforms to being talent pools. Facebook, LinkedIn, Instagram and so on are the ‘go to’ channels for talent sourcing and screening. Experienced recruitment process outsourcing services providers like Glocal RPO are decentralizing their social media recruiting campaigns and targeting the talents based on location. The chain of hotels and franchises are preferring to have their own social presence to connect with the customers and to attract candidates for job vacancies.

Hiring is aided by data and analytics:

For the past couple of years, hospitality industry like most recruitment markets has started to rely on data and analytics. Going forward, expert analysts will regularly assist recruiters in estimating metrics such as the time to find the right talent, cost of hire, turnaround time for offer acceptance etc for every profile. This will help hospitality owners to plan ahead of time and save both time and money while hiring talents.

Partnering with RPOs:

Hospitality HR teams are collaborating with hospitality recruitment agencies for not only filling managerial positions but all profiles across the industry. Partnering with RPOs has manifold benefits including access to a ready-made talent pool, expert recruitment process outsourcing services, shorter turnover period and some valuable time saved which can be utilized for operational improvements in business.

Hospitality recruitment agencies intertwine technology and innovative recruiting skills which is why they are able to hire the best talents for their clients.

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Businesses are as good as their employees! An organization with a high potential may cease to grow if the right staff and the right management are not in place. On the other hand, committed and passionate staff can propel an average company to perform exceptionally.

As a business owner or a decision maker, do you think your HR managers are in a position to recruit the best talent for every single vacancy that you have? Can they do it on time without going into stress frenzy? Most probably the answer will be NO, and that’s a fact. Thus, the staffing companies in US are becoming predominant players in bridging the gap between candidates and companies by making hiring process efficient. If you as a business are planning to hire a staffing company, look out for these 7 fundamental traits.

1. Client and candidate’s perspective is honored: A successful staffing agency analyses their services from the point of view of their users. This attitude helps them to understand their shortcomings and tweak the services to be client-centered. This gives you an assurance that the agency is not just selling you what they have but striving to provide what you need.
2. Aware of workplace culture: Every company has its unique work culture and a seasoned staffing agency like Glocal RPO will spend the time to understand this culture. The business values, attitudes, social atmosphere and the beliefs together create a company’s brand voice. Successful RPOs will resonate this culture to the candidates and find the most suitable talent for you.
3. Niche recruiting services: A top RPO is essentially an expert in one or a combination of niche markets. They focus their energy on studying and analyzing those specific fields, create a formidable pipeline of talent and create their own space. With such expertise, they can find you the best talent with the least hire-to time.
4. Believes in building bonds: The staffing companies in US always believe in building lasting bonds with their clients. They go beyond the boundaries of finding you the right candidates and act as your brand representatives. They can act as your expert analysts when it comes to understanding recruiting and employer branding.
5. The flexibility of services: There will be situations in your business when you need to rethink or redefine a job profile. A seasoned staffing company will stand by your decision and restructure their recruitment services rather than scrap the contract. Thus they put the client before money.
6. They value the referrals: The fact is, if something is good, you will refer it to your friends. Similarly, staffing companies in US, thanks to their strong bonds with clients and candidates, are highly referred. They place themselves on top of the list when it comes to recruiting and their clients will be happy to refer them to others.
7. Employing useful technology: What makes the best RPOs best is their updated skills and technology. With so much of data available in the market, some recruiters might get lost sorting it all. But the top RPOs like GlocalRPO will employ the best analysts to handle the data and use their learning to match the apt candidates with the right company.

The best staffing companies in US continue to rule the market because they want to deliver the best of recruiting to every client.

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The recruitment process is on the verge of some major changes. As businesses become more demanding, acquiring skilled candidates has become an exhausting process. Most of this endless toil goes waste because of the time and effort it requires. To ease this crisis, some major trends are reshaping hiring as we know and could become the building blocks for the future of recruitment.

Most of the trends that we have thus far witnessed in 2018 emphasize 2 major elements. Hiring is becoming more and more candidate-centered and technology aided. In the present job market, talent is picking the companies they want to work with and not the other way around. On the other hand, RPO is working more strategically with the help of technology. Let us take a look at some major trends that are expected to shape the future of RPO.

Diversity taking center stage:

Building a diverse team has become so important that about 78% of the companies consider it vital to improve work culture. Recruitment process outsourcing companies like GlocalRPO are shortlisting talents not just on the basis of skills but holistically as well they are contributing to the growth of the organization. Gender balance is also is becoming more important. About 62% of the companies believe that diversity can boost their profit. Diversity is not just hiring a whole variety of talents but creating an environment where they all feel they belong. Its way essential to the growth, prosperity and financial performance of your company.

Revamp interview process:

No doubt traditional interview tools and techniques have been doing a good job, but their drawbacks are becoming more prominent. Thus, more than 60% of the recruiters are of the opinion that we need to revamp the way we select a candidate for a job. In the US IT recruiting process and globally, interview processes should go beyond required skills and assess a candidate’s soft skills, his weaknesses and test him with a job audition. Companies are considering virtual reality and casual meetings to have an unbiased assessment.

Recruiting driven by data

Data analytics is revolutionizing every single field and RPO is no different. As hiring becomes more and more data-driven, the success rate increases. Although the idea of data analysis is not new to recruiting. In the past year or so, the amount of data available has been enormous both in quantity and variety. In a nutshell, data driven recruiting has the ability to transform the human resources industry. With the help of cloud based computing solutions and more advanced software, data can be analyzed much faster and deeply, the talent pool can be analyzed more efficiently and and outcomes can be more accurately predicted.

AI making inroads:

Artificial Intelligence seems to be the buzz word everywhere. AI is already gaining grounds in recruiting and about 35% of the recruiters think it will enhance the industry greatly. Recruitment process outsourcing companies can automate candidate screening process and matching candidates with the right job vacancies. Chatbots can be deployed to respond to candidate queries. On the flip side, AI has its own limitations when it comes to recruiting. But as machines learn more and more, they can surely make a difference in hiring.

All these trends hint upon recruitment process outsourcing services becoming a smart work rather than a hard work. RPO like GlocalRPO is realizing the trends quickly and adapting them into their system to help the organizations achieve their recruitment goals.

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