The recruitment industry is highly dynamic, versatile and a challenging market. On one hand, the recruiters are under immense pressure to keep up with the ever-increasing demand for talent and on the other hand they have newer techniques and technology to help them hire better. The transport and logistics recruitment agencies are able to hire better and faster thanks to assistance in various forms.

The one thing that remains to be the biggest key factor in determining the quality of hire is undoubtedly the skills of the candidates. Here are some of the skills that are currently in great demand in the transport and logistics market.

1. Valuable industry knowledge: Logistics is an ever-evolving industry, and the candidates that keep themselves updated with the latest trends and practices will score high during the recruitment process. A keen understanding of the industry’s best practices, technology, supply chain etc. shows the candidate’s passion’s for his profession.

2. Keen about numbers and analysis: The transport and logistics recruitment agencies rate a candidate’s analytical skills pretty highly. He should be able to read, analyze and interpret data in such a way that it enhances the performance of the company and saves time. A person with such skills will surely be successful in this industry.

3. Problem-solving ability: Transport and logistics operations are highly dynamic and thus the candidates who desire to make a career in this market have to be essentially a problem solver. Understanding if and where there is a glitch in the process, he should be able to take quick decisions by addressing the problem. The ability to stay calm in the face of a problem, objective thinking and redesigning the process to ensure the cycle doesn’t stop is what makes a great employee.

4. Technically sound: Technology is an inevitable part of the transport and logistics industry. It is an absolute must for a candidate to possess a sound knowledge of the technology in use. Such skills ensure that competent employees are in charge of the supply chain and are capable of handling any unexpected hurdles along the way.

5. Communication and interpersonal skills: Most of the transport and logistics recruitment agencies require candidates to have good communication skills. As they would be interacting with larger and various teams, they should be highly proficient to coordinate and communicate aptly to ensure that the work runs smoothly. The ability to give and understand clear instructions is vital in this industry as even the slightest of miscommunication will cost time and money to the company.

6. Have a cool head on his shoulders: The Transport and Logistics industry is one of those stressful industries where a calm and level head person is highly appreciated. One should be a team player striving and pushing his colleagues to achieve the goal rather than lose his cool for petty issues. The one who has a broader perspective and a higher vision will definitely excel in this market.

To find such skilled candidates, recruiters have a long checklist that covers various skills vital to surviving in this industry. Mock tests are in trend to evaluate how a person responds to challenges and stress. Thus, by sparing a little more time on analyzing the candidate, recruiters can hire highly skilled professionals who will add to the quality and the performance of the companies.

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Recruitment Process Outsourcing (RPO) is slowly gaining momentum. More strategic than traditional recruiting, RPOs have emerged as a major player driving recruitment industry using technology and unique hiring techniques.

With growing demand come many myths surrounding the industry. While Recruitment process outsourcing services are still a new and evolving industry, the myths floating around create confusion in the minds of clients. Today, let’s talk about how these myths are just mere misconceptions and in reality what potential does RPO hold for the future of recruiting.

1. RPO services are expensive

That is not true. It has been proved that RPO holds the potential to cut the entire cost of recruitment process by 15%-40%. RPOs channelize the whole process as strategic as it can be and establish long term collaboration, which reduces the overall expenditure of the company on recruiting.

2. You lose control over recruitment

RPOs always work in collaboration  with their clients. They do not take over your recruitment but rather amalgamate with you and the internal HR team to build a strategic, supportive, yet uncontrolled recruitment process. Healthcare recruitment agencies for example work with the hospital to customize the hiring process and to screen the exact professional skills they require.

3. RPO services benefit only for long term

It is true that Recruitment process outsourcing services are best suited for long-term relationship. But having said that. RPO services are as effective for a short term or one time hiring.  RPOs follow a flexible process, which can be used whenever the need arises.

4. RPOs work only for big companies

This is one of the biggest misconception, which floats around RPOs. From a start-up to a multi-million company, anybody can hire recruitment agencies to find the right talent for them. RPOs work in tune with a brand’s scalability and business demand and not according to the size of the company.

If you were reluctant to hire an RPO due to any such myths, hope we have given you the right perspective. With clearly defined process, access to proper data and mutual trust, well-designed Recruitment process outsourcing services can hire valuable talents for you along will saving your money and time.

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The Best RPO Companies are in a league of their own. They definitely are exceptional at everything that the rest of the recruiting companies do, but what sets them apart from rest of the lot is one specific characteristic – they care more about people than their targets!

Best RPO Companies care about the candidates:

• Approachability: Candidates come with their own inhibitions and emotional baggage. A top RPO like Glocal RPO believes that the first step will be to listen to them. Then by building greater awareness about the market, you can get them interview ready. Candidates rate approachability as the top character of a good RPO.
• Engagement: Recruiting process is lengthy and more often than not, candidates remain clueless about what’s happening in the background. Best RPOs, understanding this mindset, will keep the individuals updated and being available for queries.
• Best offers: When candidates approach a recruiting agency they desire the most suitable job and the best RPOs strive to find jobs which is the best fit for the candidate. This will not only be selected based on the compensation package but skill development and career growth as well.

Best RPO Companies care about their clients:

• Niche services: The best RPOs are wizards of the industries they recruit for. Their agents have a keen eye for skills and can screen candidates to meet your specific job requirement. They follow pragmatic recruiting models to shortlist, analyze and nominate candidates for each vacancy.
• Judicious time management: Clients incur a loss if a position is kept vacant for long. Best RPO Companies understand this and treat every client as a priority. You can trust them to grab the best talents for you in the shortest period of time.
• Brand ambassadors: Businesses agree that RPOs are their partners in brand building. The Best RPO Companies go the extra mile to highlight your band values, work culture and job satisfaction. The gen-next professionals put a high value on these than just a hefty salary.

This one characteristic of the Best RPO Companies is what every RPO should aim to imbibe to be successful.

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Healthcare is one among several industries that has seen a sharp surge in the hiring volume. A study notes that healthcare organizations were hiring 40% more than they did previously, and that can be termed as a crisis! There are several elements that have resulted in this situation and the healthcare recruitment agencies are battling vigorously to keep up with this demand. More than 60% of the organizations feel that the competition is getting tougher and tougher to hire top talents in this industry.

If we go by the current trends, these healthcare recruiting challenges are only going upward. RPOs need to find creative and substantial solutions to address these business challenges. Let us take a look at how they can be dealt with.

Speedy onboarding process:

The time-to-hire in the healthcare industry is annoyingly lengthy because of which top talents may slip right out of your hand. Technology can step in here to fasten the process. With the help of recruiting software and AI-assisted screening, RPOs can shortlist the talents much quicker for the healthcare client interview and onboard. It is also vital to have a full-featured screening solution allowing candidates to check the status of their application and to give online approval.

Replace growth in the compensation with attractive incentives:

With competition being so fierce to recruit the top healthcare talent available in the market, the clients who offer the best compensation are often the winners. But dynamic healthcare recruitment agencies like GlocalRPO can break this norm by offering incentives that are equally or far more attractive than salary. Lively work environment, flexible work timings, unparalleled career growth opportunities, loan forgiveness and signup incentives can all influence the candidate to opt your client over high-paying competitors.

Retain those good employees:

The biggest recruitment competition in the market is for highly qualified healthcare professionals. The number is less and the demand is enormous. The solution to this challenge is hire less and retain more. If your healthcare client has good employees already working with them, why not promote them to higher positions. This will address the demand almost instantaneously and by retaining the employees, the organization will win their trust. Work towards creating a talent pipeline that helps in retaining talents and one can have more satisfied employees.

Promote the local talent market:

The healthcare recruiting crisis is more profound in some regions in the US compared to the metropolitans. Healthcare professionals seem to favor the buzz of the bigger cities. To address this very peculiar challenge the healthcare recruitment agencies need to take an emotional approach. As yourself, what does the countryside have that the metros don’t and the list can be surprisingly convincing. The laidback life, the pleasant fields, fresh air and healthy food, all these are more valuable than monetary gains. When clubbed with good facilities, these factors can convince a good physician or a therapist to opt for a low profile location.

Challenges will continue to darken the skies for healthcare recruitment agencies in the years to come. But with innovative thinking and problem-solving attitude, you can continue hiring top talent for your healthcare clients.

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Simple steps to help guide your decision-making while partnering with an RPO Agency.

Nowadays, when there is such an increase in business competitors, more and more companies are choosing RPO agency to outpace one another.Choosing an RPO agency as a partner can be a huge asset. Except, it should never be an impulsive decision and clear communication and planning are key to any successful partnership. Success in recruiting does not happen on its own. Rather, it requires dedication and cooperation between RPO agency and the client company.

To make the process easy, here are some do’s and don’t while choosing RPO Partnership. 

• Leadership and Shareholders

Company’s HR Department or in-house recruitment is not sufficient to make a partnership successful, company’s leadership involvement is essential at the beginning stage. Both RPO agency and companies client needs to allocate leaders to supervise the partnership. If something is not working in the requisite partnership, contract staffing recruiter and leader allocated by the company must work together to get things working again and build the trust that may be lost. One of the best ways to ensure good cooperation is to conduct meeting once a month to discuss all the goals and agenda of the company.

• ConductRegular InternalSurveys 

Partnering with RPO agency can be exciting, but they should not be hired and then abandoned. The success lies in keeping an open dialog and conducing internal survey regularly with the RPO companies. Understanding some key point is important for an RPO Partnership-

1. Goals and objective of the partnership should be discussed on matters such as cost, time-to-fill, and gaining efficiencies in lacking areas.
2. Business needs and culture of the company should be clear.
3. Management and support of on-going recruitment process

• Set clear expectation on the impact of recruitment outsourcing 

It is critical to get clear forecast on what the companies want from its RPO agency. Goals of the partnership should be established, weather it is cost reduction, to reduce time to fill, where you want to be in a year, what kind of candidates you want to reach, and how your recruiting strategy will be better than it was before the partnership.

• Open to changes in management strategy 

Change in recruitment process may hit someone’s soft corner and can make them resistant to change, being open minded about RPO is the key. You should be clear while entering into a recruitment outsourcing company that time and money is essential for an effective management change. Not being able to do so may result in lack of adoption of new procedures, unsatisfied hiring managers, increasing complaints and failure to achieve the goals of the program. 

• RPO should be in sync with over-all business strategy

 Outsourcing your recruitment is a strategy, to improve focus on other critical HR activities, gain access to best expertise and technology. RPO agency should be aligned with your business ethic to get you the best candidate.

Recruiting outsourcing companies is not a one-time thing. Companies and RPO agency will have their own challenges and best practices for reaching success. Staying on the same page will help achieve best result from RPO agency and its partners.

This may seem difficult, but RPO’s are experts for a reason: They have the experience, the technology and the skills to ensure their clients get the very best candidate to build a long-term talent acquisition strategy.

As they say, “Recruiting should be viewed as business partner, someone who is critical to the success of the business.” – MATHEW CALDWELL. At Glocal RPO our solutions are customized to meet your mandates by deep diving into the heart of your hiring needs.

Request a free consultation at: +1 425 818 0748 | info@glocalrpo.com

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The other half, in exceeding them

Glocals Writing down values for your company may seem a little easy but most of the companies still lack clarity around how these translate into desired behaviors.

For us, the critical part is that the values while important-are less important than the behaviors they inspire. Ever since our inception, the values that drive us towards executing our vision are:

Integrity:  Keeping up with the promise of delivering the best, our core values are integrity, teamwork, performance, learning, and courage. We do what we preach adhering to the law, transparency, and ethics.

Responsibility: Glocals is a progressive and socially aware company as we take responsibility for every contract we sign with the client. We are completely accountable for what we do.

Innovation: We promote and support novelty and risk-taking without jeopardizing our outcomes. We believe in continuous learning and immersing ourselves in new challenges and problem-solving strategies.

Creating performance Culture: We have a systematic approach to managing the performances of teams and individuals. Our virtual offshore team is backed by years of expertise and undergoes training regularly.

Reverence: We appreciate diverse perspectives.

Quality driven services:  Tailored to your company’s specific requirements, we offer custom crafting solutions.

Impact Oriented:  Glocals expert mobilizes around clients using their expertise and business-oriented insights to deliver desired solutions. With us, you achieve your goal and witness fast growth.

Profitability: We deliver incremental value by maximizing the profitability while adhering to your company’s core values.

Let us know what your business needs are, and we’ll start your search today: +91 11 46140625

Email: info@glocalrpo.com

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Other benefits of RPO include a reduction in turnover rate, improvisation of recruiting processes and control over aspects of seasonality or rapid growth which make it unfeasible to keep up with the hiring needs.

Generally, recruitment process outsourcing solutions are flexible depending on your needs. Still, companies that choose to outsource the screening process and employment search must reflect on the policies, reputation, database, practices, SLA, and costs of recruitment agencies.

Searching for a suitable recruitment partner involves a number of decisive factors. Here, we have defined a process for you which will help you associate methodically.

Formulate a basic strategy with due research – Generally, RPO partnering is not a temporary arrangement. It’s a two-way street and requires that you share your issues and concerns in return of which your RPO firm will dig out the source of your problems and offer solutions. Therefore, instead of following a herd mentality and starting discussions with RPO companies, first, you must figure out existing issues and formulate a basic strategy that can you can share with the likely partners.

Select and build a database of credible RPO firms – Once you settle on your needs, you can start searching for an excellent RPO company to meet your requirements. While you search for them, you should be tuned into an appropriate selection criterion – the size of the firm, experience, talent acquisition strategy, social network, global presence are few indispensable factors that should be screened at the onset, to do the same its best if you build a database of credible RPO firms.

SLA – Talking with probable RPO firms does not mean that you are committing to associate. When it comes to actual partnering, verbal credentials are of no use. Before getting into an agreement you must test the waters first. A dependable and reliable firm should be willing to take up sample assignments to demonstrate their abilities. Signing up a service level agreement should be the last thing on your to-do list. Once you discover the right firm, you must sign an SLA which summarizes deliverables from both parties.

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The high cost of recruiting and the time involved for each quality hire has induced many of these staffing agencies to further outsource the assigned hiring functions from recruitment process outsourcing or RPO firms located in countries where they gain a competitive advantage in terms of cost, time, commitment, and quality. And India has indeed emerged as one of the most preferred destinations in this segment. Staffing agencies from the USA, UK, UAE, and Australia increasingly bet bottom dollar on RPO firms in India. No wonder it is required for the RPO company to ‘go global’.

For staffing agencies, it is an expansion of geographical boundaries, as it is more of a partnership venture rather than a client-vendor relationship. No legal hassles involved and no big investments required! They gain in terms of availing the services of a ready recruitment process outsourcing team who are ready to work in their time zone with complete dedication as RPO implementation globally Cultural and operational variations hardly affect, as the team is trained to handle international hiring assignments excellently.

Here are 5 winning tricks for an RPO company to successfully make a mark at the global level:

1. As it is a collaborative venture with both parties located in different countries, the responsibility of delivering results on the part of the Offshore recruiter does count. If the assignment is related to hiring US talents for companies in the US, it is required for the recruiter to access US job boards and interact with prospective talents in American English. Thorough knowledge about US corporate culture and the nuances of US recruiting trends is a must! The RPO company thus should be culturally aligned, corporately capable, and highly responsible of undertaking the assignment
2. Gaining new partnerships in recruitment process outsourcing does take time. Evaluate your team strengths. Going global requires that you are ready to collaborate with staffing agencies from any country and commit to delivering results specific to each country.
3. Once a partnership venture is signed, the next step is instantaneously getting to work and gradually creating a track record of delivering results, i.e. hiring quality talents in the specified time. Winning your partner agency’s trust does matter!
4. Recruitment process outsourcing companies should be ready for change always because RPO implementation globally hiring trends do change and adapting change innovatively and productively is the key to sustaining success and growth

Communication is the essence of recruiting industry. The offshore recruiter employed by the RPO company should be highly adept in communication skills specific to regions.

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 According to a recent survey, a major skills gap at the global level has arisen in the engineering orb. The reasons are mainly attributed to declining talent pool with emerging talent not supplementing it, increasing job posts with no enough talents, increasing competition, the gap in salary expectations between employer and the employed. High recruiting costs, i.e. maintaining the HR department with less recruiting productivity add to the quandary. Recruitment process outsourcing companies have indeed come to the rescue, benefiting staffing agencies directly and corporate entities indirectly.

With growing number of players in every industry segment, engineering being no exception, competition has grown tougher. Darwin’s theory of ‘survival of the fittest’ holds ground. For an organization to succeed and survive, recruiting of the right talent pool is vital. It is people who steer or repel and organization. But overall costs on hiring have gone out of control for every organization today. It is often a lack of expertise and strategies in place not to mention lack of updated knowledge that has led to the ineffectiveness in hiring prospective talents. RPO companies are the backing and RPO is here to stay!

Corporate entities are increasingly banking upon staffing agencies to deliver the engineering talents they precisely need. These agencies further relying on recruitment outsourcing companies offshore is no ‘mouth shut’ affair today! Are your offshore recruiters skilled with the required expertise? Are they culturally aligned?

The RPO companies have chosen to make a difference to your brand identity. Visualize about your extended recruiting team from India interacting with American talents and following up with the complete hiring process until their onboarding for your American clients based in America! The accent, the recruiting trends, the interaction, the tests, engineering statistics, engineering skill strengths – all these and more would mean your chosen team be well equipped with the nuances of American corporate culture and ethics. No knowledge about these aspects and it would be a big blunder! So does the same rule applying to recruitment activities for UAE, UK, Australia, etc. from India! Here lies the importance of choosing recruitment process outsourcing companies that well meets your hiring and zonal criteria.

Let your engineering talent recruitment outsourced from one of the most reliable recruitment outsourcing companies be directed towards:

• Maximizing your brand identity
• Enhancing resource planning
• Saving you on operational costs
• Reducing time to fill vacancies
• Facilitating operational benefits
• Maximizing candidate quality
• Maximizing employee engagement.
• Maintaining the recruited talent pool.

Eventually what matters at the end of the day is quality hires!

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Sourcers are specialized professionals who have the technology and expertise to source resumes and the essential information as per client requirements. Recruitment is the quintessential of all the recruitment services. It involves pulling out JDs, screening of sourced resumes, shortlisting of potential candidates, interviewing and inducting of the selected employees into the company. Glocal, as a business development manager, helps the client organization in marketing, proposal management, strategy and business planning, turning the organization into one of the most banked upon resources in the industry. Explore the complete range of services offered by Glocal at its corporate site. Glocal is the name you can bank upon for recruitment process outsourcing services in India.

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