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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If we were to quiz recruiters from around the world to name one milestone technology that has created ripples in the recent years, the one name that would surface is AI. In fact, a recent survey says that about 67% of the recruiting professionals think that AI will help humans in this field.

AI or automation is still in its beginning stage when it comes to RPO recruitment. It has a long way to go before it can take some major decisions on its own. But even at this stage, recruiters are putting machine learning to work so that the end result is more satisfactory and comprehensive. Here’s where AI is presently assisting in recruitment.

AI can handle repetitive tasks: Even the best RPO companies will agree that if someone could take care of repetitive tasks, people in the organization can concentrate more on building quality and relationship. AI can help reshape talent acquisition by scheduling interviews, follow-up actions, and relation building actions based on a template, performing logistical tasks and so on. These can take up anywhere from 20-60% of a recruiter’s time. Eliminating such low-value tasks will help RPO companies to work smarter.

Candidate engagement: An RPO always desired to maintain a good relationship with candidates and thus nurturing them is vital. If a person requires some information or updates during non-working hours, all you need to do it get a smart chatbot in place. It can enhance candidate engagement by providing a swift, accurate and timely response, be it any time of the day. Such highly responsive chatbots will help win candidate trust, impress them and acknowledge their value. Candidates rate ‘communications’ as one of the fundamental features of good recruiters and thanks to AI, you have it covered.

Trust AI for accuracy: No matter how smart and diligent humans are, for some reason or the other there is always room for error. That is not the case with AI and that’s an advantage. Errors will lead to complications and eventually, some good candidates may slip off your hands just because you wasted a lot of time. On the other hand, when AI is put in charge of repetitive work, you can be sure that those will be done on time without a glitch. Right candidates will be at the right place, most appropriate talents will surface based on the set criteria and so on. AI is unemotional and highly objective, thus ensuring accuracy and consistency.

AI is economical: RPO companies spend a good deal of money employing people to do those low-value tasks. Instead, when AI-guided tools, software or system is put to work, humans can be employed to create value-add for the company. As much as 57% of the recruiters according to a survey say AI is preferred because of its attractive pricing. It is far more pocket-friendly to have a chatbot respond to the candidates than making your employees work over time.

The future of RPO recruitment is definitely intertwined with the future of AI. The market is fairly divided on whether AI can become the ultimate assistant for human recruiters or it will eventually replace them. The answer to this lies in the future!

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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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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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The process breakdown structure (From RPO recruiter point)

An RPO can not only take over the whole hiring process for the company but they can also stand as a compliment to the in-house hiring team and manager for the company. It is clear that hiring is a big and hectic job, involving a number of operations to work upon. From deciding the job specifications, requirements etc. all the way to hiring the perfect candidate, the recruitment process involves numerous tasks. Be a personal interview or just a common aptitude selection round, every process needs enormous focus.

What makes RPO process Beneficial

Well, there are a number of steps in a recruitment process requiring equal concentration and focus. Most of the companies take this recruitment phase as a single procedure and this is where they fail or take heavy pressure on themselves. But as in the case of an RPO, they break down the whole process in the minutes of possible tasks. For e.g.; they take creating requirements, screening, tests, personal interviews etc. all as unique and different tasks. And they give equal and appropriate focus on each of these phases.

As compared to the company approach where some of the phases may remain under-focused and in turn compromising the quality, the breakdown approach gives equal and much-required focus on every sub-process. This results in much-required quality targets.

When it comes to the other benefits associated with an RPO recruiter, there is a number of them to count upon. From being a cost-effective approach to quality output generation, RPOs can provide you all. Once you have partnered with the RPO best matching your requirements, all your work is done. All your troubles related to recruitment will become theirs.

The question that arises now is how to get a perfect RPO, what to look for while hiring an RPO, which names to trust? Glocal is one such name in the field of Recruitment industry that you can rely upon. With the perfect blend of traditional and unique strategies, they can help you stand way above your competitors. The ultimate backbone of any company is their employees, and if chosen wisely they can take your company to new highs.

Glocal “Think global work local”

The reason which makes Glocal the best among the available is their unique approach. They focus on creating the perfect workforce rather than just filling up the job positions. So, if you want a true companion for your hiring policies then Glocal is surely the horse to bet upon.

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1) RPO requirement and options available
It often comes to our mind that in a technologically advanced world, what is the need to hire someone to do something that can be done on our own but what is important to note is that not always we make correct decisions in one go and therefore it is important to have a second opinion. It turns out to be even more beneficial if these opinions come from the ones we call as Expert. Glocal RPO provides you with numerous options to help you find the talent you need for your organization.

2) Roadmap for choosing a good RPO
Choosing a good RPO requires you to proceed further through a proper roadmap and here are few Steps involved in choosing a good RPO

a)  Get support from executive
Executive support is essential for a successful RPO solution. Offering suggestions when you don’t agree with the idea presented by RPO provider is a must. To build a successful RPO solution cooperation of everyone has to be there.

b) Set Realistic Expectations
It is not right to think RPO provider will solve all your recruiting problems as this might lead to unrealistic expectations, and failure in attaining the same would lead to high disappointments. One has to accept the fact that recruitment process outsourcing isn’t perfect. So, it may take an RPO provider some time to figure out what to work out and what’s specifically happening.

c) Include Your Entire Recruitment Needs
Having one RPO provider handle all of your needs will not only make things easier for you but will also benefit applicants as they will have greater opportunity and access to full-time, contract and contract-to-hire opportunities. While creating a roadmap, it is important to include your entire recruitment needs.

d) Compile a List of Potential RPO Providers
Make a list of verified RPO providers. You can search them by location, industry, department, services, and other criteria and then you can directly contact the providers that interest you.

e) Communicate Your Recruiting Pain Points
Identify those three or four things that you would want your RPO provider to accomplish as an expert. Provide them with as much information as you can, in order to build a better relationship with them. For instance, tell them why you are planning to outsource recruiting function, Provide them an overview of current recruitment infrastructure that RPO needs to replace. Provide them the data so as to inform them about the number of hires in the previous year and number of hires expected in the upcoming year along with brief description of responsibilities, salary levels, locations etc.

f) Select Your RPO Provider
RPO cannot be successful without the careful consideration of necessary factors. Therefore it is important to select from technology, processes, staff, and approach that fulfills your purpose. It is critical to select the provider that matches your company’s culture, management style, goals, and objectives. Some might prefer using your existing technology while others might have a complete end-to-end solution.

3) How Glocal RPO fulfills your criteria & what we offer?
We at Glocal provide you with facilities that make your recruiting process smooth. Below mentioned are some of our offerings:

1) A committed crew
One of the advantages of partnering with Glocal RPO is that we have a committed crew that works for you and includes benefits like: Recruiters with end-to-end expertise, Experienced recruiters working as your extended team across industries, Recruiters with experience of both recruitment and HR solutions, recruiters with your area code phone lines, the technology savvy ones who work at the utmost efficiency, the multi-dimensional ones i.e. the ones carrying out both active and passive search by clicking on the top job boards like monster, tech fetch etc. and internal databases such as Google and LinkedIn as well. Moreover, the flexibility to choose your own recruiting team and receiving guidance on strategic workforce planning, developing talent pools, as well as training and development, are some of the added benefits.

2) Match profile mandate with resume quality
Acquiring talent and managing it requires utmost dedication and process optimization. Resume sourcing is one crucial element of this process. For this, you need to identify the right keywords and effective assessment of the resume. Glocal RPO Expert works for making all the difference required while recruiting. We make your resume sourcing process easy and fast. Time is thus better utilized on more productive tasks.

Better results are delivered right from the day you join hands with us. We help your recruiters by letting them save time and focus on other responsibilities.

3) Target jobs according to skills and experience

Job search is another time-consuming task. We aim at targeting jobs according to one’s skills and experience. From filtering calls to negotiating with a continuous follow-up, it is a step-by-step process. A job search can at times be a wearisome process. Glocal RPO helps in turning job task into a less time-consuming task. Our expert is backed by years of expertise in the industry.

4) Boost your team’s business development power
Business Development Manager (BDM) focuses on a generation of new leads and converting them into revenue generating clients. Glocal comes into the picture to help you reduce cost as we have wide expertise in international business development that would help you explore and expand your business capabilities.

5) Save time & costs, get results from Day 1
At Glocal RPO, our recruitment process outsourcing practices are a combination of a well-trained resource and a good process. With knowledge and experience gained over the years, we are continuously training resources for various offshore outsourced recruitment process roles.

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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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From posting the job online to answering submitted resumes, and hiring recruiting, a company’s reputation is at stake. The sooner they realize it, the better. The thing about prospective candidates is- before accepting any job offer, they perform their case study (with the company they are visiting is their case). Thus, analyzing the review about the company and taking initiatives for its betterment must always be prioritized.

1) Vague Job Description
One must be able to convey the message in a way that it reaches the target audience in its crisp form. Therefore, job openings and descriptions when advertised must be clear and concise. Vague job descriptions might become difficult for a person to understand. Inappropriate job advertisements may mislead a good candidate and he/she might not feel like pursuing a job offer that is difficult to understand. So, one must be specific and clear with what the job opening is for and what kind of experience is required.

 2) Tedious Application Process

Invest some time and thought in finding simple and convenient ways to avoid while recruiting good job candidate to assess the candidates without making application process lengthy or boring.  Long and tedious processes might seem to be irritating thereby, causing good candidates to detest the whole process. Usually, the candidates are assured to be contacted once the interview is over. Therefore, providing timely responses to the candidates should be focused upon.

3) Interview Venue
Interview Venue plays an important role in selecting a good candidate. A good candidate might simply avoid an interview because of the inconvenient interview venue.

4) Impolite Behavior
If candidates are treated with rude or dismissive behavior during the interview process, they assume this is how they will be treated once they are hired. Even after an interview, it is important to structure a timely response and find a suitable way to communicate the decision to the candidate. One must not forget to treat candidates like potential future consumers. Lack of humility and interviewer’s discourteous behavior might lead to loss of a potential candidate. Whether you are posting a position online or reverting back to a candidates query via e-mail always remember that the feedback of their interaction with your company might be shared with friends, family and on social media too.

To Conclude:

Hiring is crucial in finding good job candidates for any particular position. In order to hire high-quality employees for your company, it is important to follow these steps and suggestions. Simple hiring processes are more effective, they make things easier for the prospective candidates and at the same time help you move to the next level.

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Social media is now passé. The latest buzzword is social recruiting. If you ask, any kind of recruitment has the human touch to it so it is bound to be a social process. So, you will say that all recruiting by default is social by nature. Then, what is social recruiting? Social recruiting is a different ballgame and recruitment becomes truly social only when the social media is involved in the recruitment process. GlocalRPO is changing the game in recruiting by utilizing this extremely important technique.

Sadly, the minute social recruiting is mentioned, there are divergent and extremely vocal opinions heard. It is in existence from 2007 and has gained momentum ever since 2012. The discussions just don’t seem to end. Only if, other fads had that kind of sticking power that the term social recruiting has.

Let’s see and understand how and why social recruiting is important.

In a recently published study, the data showed that 94% of recruiters were reported to have used at least one social network for talent sourcing in 2015. The social network which was earlier being used for only job search for candidates has graduated beyond that. Now, it is being increasingly used by recruiters for talent hunt and attraction. An easy and cost-effective method of doing things, social recruiting helps in connecting the right candidates to the right job and makes the life of the recruiter easier.

Social recruiting is letting your company speak properly and without any problems effectively and openly on a social platform. Candidates are net-savvy and check out both the profiles of the companies as well as their reputation clearly before making any commitment. This then means that it’s important for candidates – both current and would-be – to get to know the actual situation and also, understand the workings of a particular firm before getting hired there. In fact, reputation is all that matters in social recruiting. Take the instance of Glassdoor, a popular site that lists actual experiences of people working there. Most candidates these days take a look at the company profile, before deciding to get hired there or be considered there for employment.

The other side of the story…

Experts and recruiters point out that social recruiting is more of a fad and a buzzword and DOES NOT produce actual results. Social is good for being social, they claim. Say hi, hello, establish contact but really, it’s tough to hire through that only. A combination of techniques is at play whenever there is any hiring done so social recruiting can’t take any sole credit for closing any potential lead. At best, it can play a supporting role.

So, then, career pages are created, content solely designed for that; but truly, is it the end game? Most firms [and read: recruiters included] think that once the career page is created, and unique content designed, the job is done. No, that’s only the start of the job and not really, the end. It’s of course, that the world is now connected and research supports the data that most people are on Facebook and Twitter and spend productive time being there. What is not yet proved is how many of those people are applying for the jobs and just how many get hired solely on the basis of social media.

Then, is social recruiting as good as dead? No, it is very much alive and well and rocking. It just needs to be sifted with a grain of truth and astringent reality check needs to be done before social recruiting is hailed as the next big thing. It’s good, it’s helpful and it’s there. The true potential will be realized, only once we check out how effective it would be in the times to come. The main parameters would be – how many jobs is it helping in closing, and just how many recruiters are utilizing them effectively and with great results?

This only time will tell!

Please call us for more information on our services –

+425 818 0748

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