Recruitment is an ever growing market. Employers and employees are always on the lookout to select the best resources to meet their requirements. RPOs or recruitment process outsourcing firms have entered the market to make both these ends meet. Employers often opt for RPOs thanks to their speed of recruiting and cost effective services. But the benefits of such collaboration go much beyond the obvious and help the companies in varied ways. Below are the benefits of hiring the top RPOs.

Analyse data for your advantage: A top RPO like Glocal RPO can help you analyse data in order to understand the hiring needs better.  This will streamline recruiting process by calculating the number of candidates available in the talent pool and their adaptability time.

Hire to meet your specific need: RPOs have expertise in all things recruiting. Thus, they are the best option when it comes to finding a specific talent. They not only target their recruiting strategy to attract such talent but also adopt techniques to deliver within the stipulated time.

Test the quality of the candidates: One of the major challenges that recruiters face while hiring for entry level jobs is the quality of candidates. Recruitment Process Outsourcing agencies like Glocal RPO can help fill this gap. Because they test candidates beyond their education and experience, they will be able to analyse social and cultural aspects as well. Thus you can be confident that the employees are capable of contributing to the company culture and bringing in diversity.

They help fetch you more visibility: When you collaborate with a dynamic RPO it’s a long term association. During those phases when you don’t have any hiring requirements, these RPOs can double as your reputation managers. Seasoned Recruitment Process Outsourcing agencies like Glocal RPO can be highly instrumental in employer’s branding in the recruitment market. Such quality visibility will influence candidates to select you over your competition in the market.

For these reasons, your firm should consider partnering with an RPO that can help your company in ways that go beyond hiring and be instrumental in your growth.

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Someone so wisely said, “You cannot manufacture talent… you need to recruit it in the first place.” A multitude of companies is on the constant lookout for people with specific talent and skill sets to shoulder responsibilities with them. On the other side of the spectrum are the millions of skilled, trained and efficient individuals yearning for great work experience. Bridging the gap between these two ends of the society are the RPO recruiting companies.

It was at the beginning of this millennium that RPO recruitment picked up the pace and more companies started outsourcing their hiring responsibilities to a third party. Almost 2 decades down the line, we have seen major changes ushering into the field of RPO and they are bringing in more value addition than ever before. From being mere recruitment consultants, RPOs are evolving into a collaboration between employers and RPO firms. A strategic relationship is on the rise as RPOs enhance the role they play.

Why do we see an uptick in recruitment process outsourcing?

 Companies are facing constant challenges in talent acquisition and hiring. Smarter and highly skilled RPOs like Glocal Rpo are thus becoming important players, with their ability to automate the entire recruitment process and planning. It is encouraging to see how emerging RPOs are channelizing technology and their creativity to grab hold of many sought-after candidates.

Recruitment managers are often driven by sales and margin. In the process one may lose out on finding the suitable talents to handle companies’ operations. RPOs on the other hand spend their maximum time in finding the resources with the right skills, intelligence and attitude; for your business. Companies thus have started to trust them more to shoulder their recruitment responsibilities.

Thirdly, outsourced business solutions recruitment today has become more and more niche specific. RPOs are focusing their efforts in connecting the top talents with particular expertise, to the employers and thus creating balancing the demand supply chain. These firms not only acquire the talents based on their skills but they help companies boost their ROI due to reduced costs. At the same time, businesses can hire the candidates locally around the globe.

Also partnering with the right RPOs today has become equally crucial to enhance your employer brand. Considering the fact that young generation esteems a great company culture and company values more than the higher salary. By constantly keeping clients updated about market expectations, analysis of the competition, trends and so on, RPO recruiting companies assist in building a positive and attractive employer brand.

So, in a nutshell, modern recruiters have far more data, analytics in the form of advanced recruitment tools at hand making their services more target oriented and efficient. 2017 saw a great deal of technology-induced into RPO market which is expected to intensify as time goes by.

As employers from varied fields are on the hunt for talents that fit their requirements the best, the future of RPO looks pretty vibrant! Employers and employees can expect more specific, quality oriented and satisfying service from this industry. Leading RPOs like Glocalrpo know how to strike the right balance between top talents and all the ambitious employers.

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So here’s some of the best career advises from 2017:

Stay humble and work hard

Humility and work ethic are two traits that set you apart and it is important to practice it and not just pay lip service. Major organizations want smart as well as hard worker. So lead with your hard work and humility in your professional life.

Interpersonal Skills

In today’s cut throat competition, big companies are no longer satisfied with just skill, they also seek an excellent level of communication and interpersonal skills to help their organizations in multiple levels.

Success is all about people and not plans

If you sincerely want to take your career into high gear, plans only will not work as you would be requiring help from other people. In an interesting interview, the cofounder and investor of Linkedin advised to build a strong network.

Take Calculated Risks

Taking calculated risks could be the stepping stones to a great career. Be prepared for rejections – a natural part of any endeavor. At the end of the day if you believe in your actions, you’ll succeed.

A Healthy Work Life Balance

Make sure you dedicate time to doing what you love – it can be sports, your kids or even watching movies. At the end of the day you should have ample time to think, introspect and move ahead.

Give your team something to cheer about

As they say give credit where it is due, ensure all your team members get the credit they deserve. This would not only motivate them but attract more talent towards your team.

2018 brings in new hope and a new desire to strive harder to achieve your work goals. It’s important to stick to what you do best and up skill yourself have the competitive edge.

Keep following Glocal RPO Blogs for more exciting stories and career tips coming up in 2018!

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As an entrepreneur having multi-million dollar companies as your competitors is the terrifying thing. We are sure you the story of David and Goliath, once in a blue moon the underdog win. But does this leave any space for startups to grow as big names continue to pile up billions every year stockpiling more market share?

It definitely doesn’t. So how do you do it? Below are some fine points that would help you
weather the storm in a highly competitive market:

• Know your advantage:
  As a growing tech startup, you should clearly understand your unique advantages.

As a startup you have various advantages:

• As a startup, you can pivot more quickly and efficiently with changing market scenarios.
• Limited numbers allow you to be more customer-centric allowing more personal
  engagements.
• Adapt your product according to customer feedback.
• Better customer retention with one-o- one engagement.
• Developing cutting-edge technology according to customer insights.

Avoid toe-to-toe competition:

If a big corporation plunders the market in your operational space it’s better to avoid toe-to-toe
competition. This ensures you never go bad.

• Unprecedented customer service:
  A well-tuned startup can easily trump its bigger competition in customer service.
• Maximize your backend:
  In today’s tech economies it’s necessary to provide well-designed, dependable and extensive
  backend services that are available 24#7.
• Partner with competitors:
  Yes, sometimes it’s best to work in tandem with the dominant.

In case you found the blog helpful, do log into http://www.glocalrpo.com and learn how to foray into new domains and markets with Glocal’s ORPO’s virtual offshore business development managers. Want a boost? Send us your queries: info@glocalrpo.com

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The deeply routed attributes of recruiting space human tendency have led many academicians to question the inherited diversity training. Published reports suggest that unless carefully monitored data-driven recruitment conclusions have the potential to learn our prejudices.

Why talk about biases?

The conscious effort to mitigate this biasness has several underlying benefits which ensure a better overall result. While it does create an environment where each can share/discuss his/her ideas freely, its main advantage is that it helps you create a more multi-culture, diverse and inclusive company.

What defines the unconscious bias?

So, after using the term quite a few times, the question arises what categorizes biasness? Unconscious bias is the brain’s penchant to rely on observed patterns such as cultural stereotypes and ethnic exclusions.

So how can you change something, you have no control what so ever?

For starters, it is important to realize the implications of such attributes. The mindset of not just the HR but also the senior management must acknowledge the fact that unconscious bias does exist and if persisted with the company may miss out on the best pool of talent.

How it can impact hiring!

• Resume Revision

You might have preconceived notions interpreting the information on a resume you are reviewing. The best possible way to avoid this is by clearly defying the attributes you are expecting in your candidate. Decide the priorities, the final points you are looking for: experience, education, soft skills etc. and stick to that.

• Interview Stage

Confirmation bias is the most common form in the interview stage which is the tendency to pay attention to or seek out information that confirms a belief. Another would be Similar to Me bias which as the name suggests is people’s tendency to like the people similar to them.

The best ways to counter such bias is to appoint a structured hiring process where the team spends time reflecting criteria, planning questions and creating a procedure for review of the answers in advance.

Glocal RPO is one of the leading offshore recruitment process outsourcing company. We stand for sustainable innovation, consistent excellence, and enduring partnerships. Learn more about us: http://www.glocalrpo.com. Send us your queries: info@glocalrpo.com

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In the digital age of social and virtual recruiting, cold calling strategies still hold a relevant place. Even today while screening candidates an obvious approach is a phone call. Yielding immediate results cold calling is an easy way to sustainability. For a successful business, employee recruitment is of utmost importance and is one of the driving factors.

We have penned down some of the best practices for recruiting cold calls to candidates to impress job seekers and attract best talents:

1. Always sell your company –

One of the most effective ways of recruiting cold calls is to describe the company and the job in the best way to the candidate. It’s imperative to exhibit why the company is such a good place to work and why top talent should choose them over other organizations.

2. Discover what motivates candidates –

Reviewing the career objectives of a candidate’s CV is an easy way of accessing what drives the candidate in terms of professional growth. Demography, geography and psychographics data is the key to uncover their interests and motivators.

3. Engagement with the candidate –

A caller should NEVER come across as mundane or boring. In such cases, the candidate to comes across as disinterested and uninspired. Regardless of the number of calls per day, a recruiter should never miss out on an engagement with the candidate at any point of the day.

4. Follow up on cold calls –

Adding a personal touch of follow-up calls will make the candidate walk away with a positive impression even if they don’t get the position. One of the biggest bone of contention of job seekers is that they never hear back from the recruiter after the first point of contact. It’s worth all the time to recruit the best talents.

5. Understand their skills, dug into them for information –

Make sure you are aware of the basic skill set required to fill up a position and they are relevant to the candidate’s career goals. No point wasting time on a candidate whose profile has no value to the position you are attempting to fill.

      6. Call recording for recruiter training –

An excellent resource for training recruiters from a business point of view and molding strategies accordingly. The right tone, important cues, candidate insights can be learned from these recordings.

For more information on how Glocal can help source you the best talents for your specific roles, contact: +1 425 818 0748, Email: info@glocalrpo.com

#GlocalRPO, #Recruitment, #Sourcing, #RecruitmentTraining, #Sourcers, #GlocalRPO, #Glocal_USA

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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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What we look for in a Candidate:

We focus on the candidate as the talent that could turn your company into a brand. Following is the key parameters on which we focus while hiring the suitable perfect candidate for you.

The SEVEN qualities “the Talent Goal”

1. Talent is versatile

Talent is not confined to a particular domain. A person who is talented can excel in any domain or field. It is not wrong to say that talented employees come as an all-around package. These perfect candidate can give you the much-needed edge as compared to the ‘confined skill set people’. They can get you out of any tough situation and can excel your performance.

2. Talent means confidence

If a person is talented enough to tackle a situation, then they are also high on confidence and similarly, the person who is confident can show his talent in his corresponding domain. This clearly depicts that talent and confidence go hand in hand.

3. Talent is flexible

In this highly competitive world, a person can only survive if he is adaptive and flexible enough to tackle any situation. The goals and targets tend to switch every now and then, therefore, having a flexible person in your employee force can help you tackle these dynamically changing requirements.

4. Talent is target oriented

Talent aims at results. If a person is talented and is confident towards its work then there are heavy chances of success and hence success in achieving your goal. If a person is goal oriented and capable enough to lead any task then success is bound to happen. And to ensure that they keep on doing this work you should ensure that they are perfectly complimented for their achievement.

5. Talent seeks for opportunities

Having talent gives you the confidence to speak up your views and points. This confidence allows you to stand up to your ground and seek new opportunities. Which is again beneficial for your company rather than the employee’ individual growth only.

6. Talent gives communication confidence

Communications are the basic skills to target in a candidate. Communication acts as the bridge between employees and as they are the pillars of any organization, therefore, it is another essential aspect to look for while hiring a candidate.

7. Talent never dies

Talent is a skill that never ceases to end. If you get a talented employee, he can prove to be your best asset for a long-term basis.

These are the skills our Glocal RPO teams look for a perfect candidate while hiring. We believe that having a talented employee gives you the talent that can prove to be an asset for you.

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Key points to consider while selecting an Offshore RPO

• Quality and methodology

RPOs are highly outcome oriented. But it is highly required to consider whether the outcomes actually corresponds to your requirements. So, to clearly analyze if the output quality of the RPO matches the standards that you have set is highly recommended.

• Cultural Feasibility

Every organization is a mix of several cultures and backgrounds. The company also have some specific cultural ethics. SO to analyze whether the RPO’ working procedure actually meet the cultural and social aspects of the organization. Whether the RPO operates as per the cultural and works environment ethics of the organization? Is it feasible for both the RPO and the organization to understand and work as per the ethics and environment of each other? If all these questions can be answered in a positive manner only then the RPO can suit your requirements.

• RPO Abilities

This area basically focuses on the expertise of the RPO and looks for the fact if the RPO is skillful enough to fulfill your needs. IF their technological expertise is suitable for you. If the RPO is capable of standing up to your expectations regarding geographical constraints, social constraints. If the services and the scalability they provide are suitable enough to fulfill your industrial needs. Are they evolved enough to withstand the changing trend, if their technologies and methodologies are flexible enough to adapt updates or changes? All these facts need to be focused while partnering with an RPO.

• Finances involved

Money or finance has a lot of significance in any business, so it is highly recommended to take all the finance-related aspects and possible troubles in mind. Be it the financial risks involved in any business, or the possible contract period for your organization with the company. It is essential that they suit your requirements and are financially feasible for you to execute.

How Glocal stands on these points.

Glocal RPO has turned into a trusted and reliable name in this industry only due to their unique and flexible hiring practices. With Glocal comes global expertise but in a much dynamic way. Their flexible policies can adjust to the requirements of any culture or society. Their target or goal-oriented approach makes them a reliable horse to bet. Whether you want to hand over the complete hiring process or just assistance for your in-house hiring team, Glocal provides you with all sort of dynamic services.

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Is your recruiting campaign focused on sourcing ‘talents’ or ‘the best talents’? For the best results, outsourcing recruiting functions from an RPO services provider is but widespread for 90 percent of small and big companies worldwide. Come an assignment for a job opening to be filled or the task to fill over a score of vacancies, how will you react? Reacting on the spur of the moment is no solution. There is no dearth of talents. Every year, lakhs of talents attain professional degrees from universities. Yes, equivalently lakhs of jobs do get created. What finally matters is quality hires.

Multiple players in every industry segment have emerged giving rise to fierce competition. In the wake of the demand for quality talents, the RPO recruiting industry witnessed renaissance and has been seeing a boom for over a decade now. During the last decade, dozens of RPO firms were founded with the count increasing by the year. And while many exited over time, few maintained their competitive edges, while newer entrants are added to the kitty.

One of the key reasons why most organizations today opt for outsourcing recruiting functions is indifference within departments of the organizations including all levels of employees in following a particular organizational culture. The result is failing to precisely follow organizational goals and objectives. What the company wants and what employees want thus fluctuates ensuing loss for the company. Ironically the pool of talents hired by the internal HR department may not always precisely match with the targeted job roles.

Here are few time-tested practices that RPO recruiting experts follow to maintain consistency in delivering results – of recruiting only the best pool of talents:

• Irrespective of how urgent the hiring requirement is, recruiters, resist the impulse to recruit hurriedly. It is only after considering the full picture and based on complete specification and information that they set into action
• They understand how to deal with every candidate from beginning to end right from the sourcing to on-boarding because they have time-tested strategies and technology processes to follow
• For every level of candidates from fresher to mid to senior, they consider those that fit respective job roles precisely
• Conflicting views among recruiting experts and hiring managers are avoided. The complete process is synchronized
• They create interview guides fitting latest trends and developments of the industry in tandem with the company’s vision.

RPO recruiting experts take complete accountability and responsibility for all hiring assignments they undertake. It is only after understanding each assignment – in terms of skill strengths preferred for each job role, background, qualifications, experience, and related paraphernalia. No delivering of results would only mean exiting from the industry either in the short or long run! RPO services providers who are performers do gain a competitive edge and survive in the long run.

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