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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RPO Sector Growth growth statistics (growth in past 5 years)

Continuous growth pattern:

Focusing on the trend in the past 5 years, the industry has seen nothing short of an exponential growth both in terms of revenue generation and market acceptance.

• Exponential growth

The growth seen by the industry has been rapid. With a moderate acceptance of 20% in the year 2009 to a market acceptance of more than 50% at present, the industry has seen marvelous results. From the 20% offshore components in the year 2009 the RPO sector increased to figures of 24, 31, and 38 in subsequent years and now stands at a high figure of 65% in 2016.

Reason For growth:

The question that arises is; what are the reasons that this market is experiencing such a boost? Well, the answer to these lies below:

• Benefits associated

One of the most important reason is the benefits associated with the process. gives you the much-needed savings both in terms of time and money. The heavy cuts in cost and time of hiring surely promote the idea among the brands running tight on schedule and manpower.

• Results-oriented approach

Another key reason for the popularity of this approach among companies is the approach these offshore follow. They blend their unique and target-oriented approach to achieve the much-needed goals.

• Sharing of risks

Partnering with an RPO “make your problems theirs”. You can shoulder a number of your responsibilities to them. This gives you the control over the flow of work but reduces your risks to half.

Significance of these stats and growth associated

These stats clearly signifies and validate the benefits associated. It clearly depicts that the benefits mentioned are not mere some points mentioned on a paper, they actually exist. The growth this sector has seen is clearly signified that companies have seen success after partnering with this sector. The results provided by the sector are the only reasons for this increasing percentage of market acceptance. All the facts clearly depict the progress and reasons and how the offshore RPO Sector Growth has emerged into a reliable industry. The trust is evident from the increasing numbers of off-shore partnerships.

Glocal has also emerged as a trusted name in the RPO Sector Growth industry. We focus on fulfilling the actual requirements of the clients rather than just filling up the positions. Our team focuses on the unique and innovative ways of hiring a candidate. We want you to use your resources effectively.

“We believe that the workforce is the core foundation for your organization, and turning them into assets can be the key to success.”

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 Cost Reduction by sharing Risk

• RPO firms take on the responsibility of fluctuations that occur during hiring, thereby reducing extra cost by sharing risk.

At the point when a business downturn hits and selection and hiring needs all of a sudden drop, so does an organization’s requirement for Staff selection. In like manner, when the business is venturing into another item classification or locale of the world, selecting necessities may all of a sudden spike. Outsourcing the enrollment capacity permits an organization to go along the cost danger of those assets to the business accomplice. Enlistment Outsourcing firms like Glocal RPO tackle the obligation of proficiently changing asset levels while procuring vacillations happen so the customer does not shoulder the weight of conveying pointless staff, or on the other hand, being short when more prominent assets are required.

 Efficient Recruitment cycle

• RPO vendor helps you determine existing inefficient practices, efficiently working towards improvement of which can lead to a reduction of cost.

A standout amongst the most widely recognized issues we see with the enrollment lifecycle is that it’s an incoherent and awkward large number of practices—great and terrible—crosswise over authoritative capacities, offices, divisions, and districts. Regularly, this causes cover in promoting purchases, preparing and onboarding strategies, and additionally poorer procuring choices and at last higher operational expenses.

Acquiring an RPO venture gives you the chance to reexamine these procedures. The RPO seller will analyze your enrollment procedure workflow(s) to figure out where cover, exorbitant expense, and wasteful practices may exist. At that point, an outsourced model can be made for you, giving you benefit levels and achievement measurements that surpass business as usual.

These practices have been demonstrated more than once to yield expanded effectiveness and fulfillment with the enrollment lifecycle, bringing about general cost lessening for your organization.

 Reduced time to hire

• Outsourcing Major Parts of your recruitment system automatically saves time and leads to cost reduction.

Time is precious and procuring new expert-level workers takes a considerable measure of both. From sourcing resumes to directing meetings and arranging offers, obtaining another worker imposes your interior assets. Besides, everyday work demand stays unfilled, your business loses the advantage of that worker’s commitment and squanders enrolling and budgetary assets that could be devoted to different activities. Outsourcing all or some portion of your inner enrollment capacity can lessen your opportunity to employ significantly by utilizing:

All these facts clearly depict that hiring RPO is surely an intelligent step and saves a lot of time and cost along with quality assurance.

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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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Critical areas – To facilitate the success of your outsourcing venture, a few core functional areas need continuous monitoring by both, the service provider and the client. These critical areas cost communication and performance management. Cost is often one the most important factor cited for choosing a service provider; therefore it is necessary that both parties scrutinize the pricing and scope of the outsourced project before signing a contract. Establishing effective communication strategy is a priority. In order to effectively manage your offshore outsourcing ventures regular feedbacks, consistent contact between both parties, and transparency are all critical factors. Another critical area in outsourcing is performance management which includes both – adherence to timeline and quality of the project.

Managing risks – cutting down on cost is one of the primary reasons for outsourcing, so it is important that you must make maximum savings in terms of cost. To avoid cost risks, sign up with a firm that provides services with no hidden costs for training, maintenance or infrastructure. Ensure that you’re getting complete financial transparency. Another risk area which needs management is communication risks. Open, regular and direct communication with the outsourcing vendor is crucial to the success of your project. Choose a vendor that has established communication systems like Phone, Chat, and Email.

Apart from the aforementioned, you also need to manage knowledge transfer risks, for increased productivity, you must make sure there’s a seamless knowledge transfer between your offshore vendor and your company. Ensure that all important information is sent directly to your outsourcing partner. You’ll also need to work on performance risks, to avoid such risks, decide on a timeline with your service provider, at the inception stage of the project and make sure that the work is completed within this timeframe. Regular analysis and reviews of the work can help in tracking the progress of the project. In the end, don’t let these risk factors stop you from leveraging the benefits of outsourcing.

Managing your in-house team – Before outsourcing, it is important to get your company organized first. You can begin by evaluating your in-house competencies and uniformly distributing work between your in-house team and your offshore vendor. Deploy a dedicated a team to monitor your vendor and to attend to queries. Train your resources on effectively managing an offshore team. Educate your team about the importance of transparency and communication with the service provider. Having a strong in-house team can help you in managing your outsourcing ventures successfully.

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