Recruitment and selection process is the core of human resources operations and is important for every business, whether big or small. A company’s human resource department should constantly try to delve strategies to narrow down the cost of recruitment and find the best candidates for the profile in hand. Recruitment can be a time and money consuming process if you do not know how to move in the right direction. While recruiting new talent is imperative for any business, it is also important to strike the right balance of cost and time.

Here are a few ways how technology can help save money in RPO recruitment and selection.

Technology for finding the best talent – No, you do not have to buy expensive softwares that are way too complicated to use by common recruiters. However, there is technology available in the market that is both easy to use and inexpensive for any organization to afford. You can use such applications for sorting, managing, reviewing the recruitment process as well as check the resumes and create effective documents. The benefits of using technology to make your recruitment and selection process is more cost-effective.

Technology helps you boost productivity – Productivity increase is directly proportional to the overall growth of the organization, the more you produce the more you sell and the better the profits you earn. Technology helps the organization in automating their processes. This means that a number of tasks are now on an automated mode which can expedite the speed of how things are done.

Lower the risk of a wrong decision – A bad match can be the biggest risk for any human resource department. A wrong talent or someone who quits right before the induction is a complete waste of time money and efforts. RPO recruitment firms with the help of technology can now test candidates beyond their education and experience. Using advanced testing tools, demo software etc. recruiters can create test scenarios where they can understand a person’s response, social skills or problem solving skills. A refined selection process will ensure that you hire the best of the talents.

Enhance strategic planning

Strategy planning is a key element of effective recruitment and selection process. Through analytics, you can analyze how your recruitment strategy is working. You can easily maintain the data of recruitment and selection, which helps in better decision making.

These are some of the ways technology can be helpful in saving money in recruitment and selection.

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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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Why is mobile recruitment on the rise? Let’s understand the top 3 reasons that explain the benefits of this strategy.

According to the data released by the International Data Corp. (IDC) 2015, more Americans will surf the Internet on their mobiles than on their PCs. In the year 2016, it is predicted that half of all Internet traffic to career/job sites will come from mobile devices.

1. The point is if businesses manage to attract the best and the brightest talent, then they must build their sites for mobile optimization since this is where the target audience stays. Top recruitment firms’ which includes Randstad Technologies’ is redesigning their site in order to stay on top of their game and attract the best talent from their comfort zone – the mobile. The top reason for mobile recruitment is on the rise is drawing out the right talent from their comfort zone. The top talent surfs the web on their mobiles and as such, recruitment firms have no choice but to ‘talk to them’ on the mobile. Mobile apps for recruitment job boards such as Naukri are commonplace.
2. And now that hiring has somewhat made a comeback, mobile is the only place to go. Though it is quite tough to sell mobile recruiting as an effective strategy to top leaders in management positions in a firm, yet it is slowly and steadily being given a place of prominence in the recruitment strategies. Why? Because job seekers are more likely to check for latest jobs posted while doing an errand. Recruitment going mobile means that the concept of having to ‘sit at a desk’ and doing something important is now being effectively phased out. As a result, applying for jobs on the go is more the norm now. When a job-seeker sees an interesting piece of a job on the go, they are more likely to apply for it then and there. If there is no mobile app for that job and the recruitment firm doesn’t believe in it, then, the chances of applying for that job diminishes, if he has to come back home and apply.
3. A primary reason why mobile recruiting is on the rise is that of ease of application and convenience and the sense of immediacy. That just means that when a job is posted, the job seeker sees it and applies for it. This means that the recruiter finds it that much easier to close the position. This also translates into the fact that positions are being closed quicker and offers cost-benefits for the firms following this as a strategy. No, wonder then that mobile recruiting is finding favor amongst the top management too.

Going mobile is no more a luxury, but rather, a necessity now!

Please call us for more information on our services – +1 425 818 0748

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It is a fact, as is proven by surveys that higher the quality of hire, enhanced is the organizational performance. As an RPO recruitment company, how many of your hires have emerged as performers? If you have made 100 hires in a month, have all of them been giving their 100 percent and contributing to organizational growth. Count the numbers, keeping track of their performance, and you will know your quality of hire – your success rate in hiring top-notch talents as in Information technology recruiter.

Why will corporate organizations and staffing agencies rely on RPO companies? The answer is simple! Quality hires! And excellent results are always anticipated! Numerous other benefits are associated with a partnership with recruitment outsourcing companies, but again what eventually matters is quality hires. Here lies the pressure for RPO recruitment firms to deliver results. Failing to deliver results would only mean exiting from the scene over time. Hence the need for the industry players to measure their quality of recruitment to sustain and to stay in the competition!

How do you measure your quality of hires? Do you have the essential recruiting metrics covered in your hiring strategy? Flourishing firms keep track of the number of hires over time, since inception. They safely store the hiring data and make it easily accessible as and when the need arises. Over time, they gain feedback from their hiring managers regarding the performance of their hired talents not to mention performance appraisal ratings. They gain information about talent retention. Based on this information, the RPO recruitment experts measure their quality of hires.

Higher performance and enduring retention would only mean maintaining high quality. Higher the count of retained and performing talents, greater is the reputation of the concerned recruitment outsourcing companies.

‘The deeper you dive, the more you explore’ – the maxim appropriately holds ground for RPO companies. It is by diving deep that you can measure your performances, your quality, your strategies, and technology processes you follow in hiring top-notch talents. If your partner staffing agencies bank upon you, for driving their sustained business success, you mutually bank upon them too for your growth and success. Quality is the most important metric irrespective of corporate entities of myriad industry segments relying on staffing agencies and the latter further relying on recruitment outsourcing companies.

IT is the most demanding job segment in the industry today. Hence, the role of Information technology recruiters is challenging. Newer IT developments evolve giving naissance to newer job roles. Quality hire is again the metric here. To maintain quality, today’s successful Information Technology Recruiters define and measure their recruiting metrics via a systematic and reliable collection of data related to their hired talents’ productivity and retention. This lets them differentiate between poorly and excellently performing talents over time. This further lets them delve on their strengths and weaknesses. They devise strategies accordingly so that only performers are recruited and retained so that quality talents are hired consistently. The measuring applies not only to Information technology recruiter but also hiring experts of other industry segments.

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