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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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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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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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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The highs associated with hiring an offshore RPO:

• Focus on Client’ requirements rather than job completion

This the first unique factor related to them. Rather than following the standard and scripted hiring procedure, they rather focus on achieving success based on a clear understanding of requirements. Having a clear view of target i.e. what your client needs gives you, make it easier to decide a path of action. It gives you the ultimate idea of the required steps to be taken and what is to be done.

• Well-defined hiring strategy gives quality output.

If an RPO has to follow a traditional hiring strategy then it is no different than your in-house recruiters. Rather the RPOs follow a well-defined and more structured strategy for hiring consultant to require a talent which can only satisfy your conditions but to invest in a talent which can become an asset for you.

• It is supposed to be cheaper but quality & experience have their own price.

Now, another thing which comes between you and hiring an RPO is the cost factor. But you should also consider the fact that quality doesn’t come free of cost, you have to pay for the services that you use. But if the results are good enough for you then, the price should never be an issue. As it is well known that quality and experience have their own value or price.

Some other aspects to look for and benefits that come with an RPO are:

• Basic O-RPO model offers change over customary ability procurement strategies.

• Significant investment savings.

• Selecting a stable O-RPO accomplice is necessary.

• O-RPO is exceptionally fruitful only when you have the procedure arranged and targets are clear enough.

• It does have some pitfalls but nothing can be predicted and changed before the actual implementation.

• Though accuracy and speed are the essentials of hiring consultant, economic benefits are the essentials of every business.

• Creation of an RPO model modified to your requirements is the way to long-term achievement.

• Evaluate and make associations on the premise of collaboration collecting out of the key, operational, specialized, and social arrangement.

Glocal RPO offers you a wide range of such unique services ranging from consultancy to hiring partner. With its unique and well-directed strategies, Glocal ensure you of quality outcomes. With Glocal, comes Global expertise available locally. So, If you are looking for a Hiring partner or an RPO which not only performs your job but share your burden with itself then Glocal is the name you can rely upon.

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#1 Sell your job descriptions better. That’s the first point of contact for the candidates, which is when you catch their attention. Put out boring descriptions of the job description and be sure to turn away a host of ‘interesting and potential candidates’. They will take one look, read lack-luster content and move away. On the other hand, make the job descriptions more interesting and this will surely intrigue the candidates enough for them to pursue the candidature with interest.

#2 Data-driven talent acquisitions will rule. Talent hunt and recruitment will be dominated by hard data. Recruitment will be about data and research did well by candidates on firms and firms on candidates. The focus would be on recruiting the right candidates with the right personality; which will be done through pre-employment assessment screening.  The pre-assessment screening will come to play a major role in the recruitment process and strategy of all firms.

#3 Innovator and enablers will be the flavor of the season. A focus on recruiting trends will be on recruiting those who can perform and excel in their proposed job roles. They will be the innovators who guide and shape the company rather than be guided by the company. They bring something extra to the job at hand. The most innovative firms such as Apple, Amazon, etc boast of employees who are innovators and their rate of workforce productivity is higher compared to other firms. Hence, in 2016, the focus will be on recruiting innovators and those who bring something extra to the table.

#4 Selling talent will prove to be tough. With the explosion of the Internet and the social media, it is easy to find talent and those qualified to do a job. What will be difficult will be that top candidates will be tough to sell. The indicated drop in unemployment rates and the creation of more jobs means more options and candidates being flooded with multiple offers. To be successful, recruiters will need to develop stronger selling skills in order to convince prospects to apply, come for multiple interview rounds and then get them to accept the offers. Increased competition will ensure that top candidates will be flooded with multiple job offers and recruitment agencies will find it tough going.

#5 Multiple-round stringent screening will become the new norm. With bogus CVs, fudged CVs and general misinformation doing the rounds, the focus will be on strict filtering and weed out the dummy candidates. The stringent multiple-round screening will become the new normal and background check, reference check and data verification will become more and more integrated into the recruitment strategy.

Hiring will become more nuanced, complex and extremely competitive, so let’s gear up for the road ahead.

Please call us for more information on our services –

+425 818 0748

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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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