HR managers, recruiting agencies and even brands around the world would rate the introduction of Artificial Intelligence to recruiting as one of the landmark trends in the past couple of years. More than 35% of recruiters in general have already adopted AI into their hiring process. They testify that this decision has made them work smarter. Hospitality recruitment companies are under immense pressure to meet the staffing demands and here is how AI can fuel this market to work smarter.

1. Automate those boring tasks: Some of those tedious tasks of scheduling interviews, updating profile status, coordinating between teams and so on can eat up a lot of time which recruiters can other use to do more result oriented jobs. Bringing in automation to all these tasks will be a smart move which directly impacts your team’s productivity and success level.
2. Efficiency that delivers: In the hospitality industry, the demand for talent is enormous but the availability of the right candidates is scarce. To attract the right kind of talent and convert them into recruits, the hospitality recruitment companies have to perform with utmost efficiency. Artificial Intelligence can up their efficiency level by making the job descriptions more precise which will attract the most suitable candidates. Investing in programmatic job advertising has yielded great ROI for recruiters.
3. Improve candidate experience: In a survey conducted by AllyO, a whopping 83% of recruiters said that they are using AI to improve candidate experience throughout the hiring process. With the least amount of human involvement, AI is able to deliver quality experience to candidates. Chatbots can reply to the hoards of queries and confusions candidates have, automated messaging system can keep them posted on their job application status, data analytics can make application process easier and fun. Such quality experience will not only help the recruiters win the present candidates but will also help build a strong referral talent pool.
4. Keep bias away: Recruitment market is highly advanced and is embracing diversity to enhance the quality of recruits. But at one stage or the other, bias may subconsciously influence the decisions of people. Gender, place of origin, language, age or some other factor may push the recruiters to select one candidate over another even when the other one is more deserving. AI works purely on the basis of numbers and thus completely eliminates bias to hire the best candidates.
5. Smart savings on time and money: Hospitality industry is all about delivering best customer experiences and keeping positions vacant for a long time hits the brand’s quality badly. AI can help hospitality recruitment companies grab the right talents who fit right into the distinct roles and resonate brand personality within no time. Machines can be employed to speed up the screening process and reduce the burden of the recruiters allowing them to interview more suitable candidates. For both businesses and the recruiters this is a great saving in terms of money and time.

The possibilities of how AI can make recruiting smarter are endless. As Machine Learning becomes more complex and efficient, it will redefine the entire process.

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The high cost of recruiting and the time involved for each quality hire has induced many of these staffing agencies to further outsource the assigned hiring functions from recruitment process outsourcing or RPO firms located in countries where they gain a competitive advantage in terms of cost, time, commitment, and quality. And India has indeed emerged as one of the most preferred destinations in this segment. Staffing agencies from the USA, UK, UAE, and Australia increasingly bet bottom dollar on RPO firms in India. No wonder it is required for the RPO company to ‘go global’.

For staffing agencies, it is an expansion of geographical boundaries, as it is more of a partnership venture rather than a client-vendor relationship. No legal hassles involved and no big investments required! They gain in terms of availing the services of a ready recruitment process outsourcing team who are ready to work in their time zone with complete dedication as RPO implementation globally Cultural and operational variations hardly affect, as the team is trained to handle international hiring assignments excellently.

Here are 5 winning tricks for an RPO company to successfully make a mark at the global level:

1. As it is a collaborative venture with both parties located in different countries, the responsibility of delivering results on the part of the Offshore recruiter does count. If the assignment is related to hiring US talents for companies in the US, it is required for the recruiter to access US job boards and interact with prospective talents in American English. Thorough knowledge about US corporate culture and the nuances of US recruiting trends is a must! The RPO company thus should be culturally aligned, corporately capable, and highly responsible of undertaking the assignment
2. Gaining new partnerships in recruitment process outsourcing does take time. Evaluate your team strengths. Going global requires that you are ready to collaborate with staffing agencies from any country and commit to delivering results specific to each country.
3. Once a partnership venture is signed, the next step is instantaneously getting to work and gradually creating a track record of delivering results, i.e. hiring quality talents in the specified time. Winning your partner agency’s trust does matter!
4. Recruitment process outsourcing companies should be ready for change always because RPO implementation globally hiring trends do change and adapting change innovatively and productively is the key to sustaining success and growth

Communication is the essence of recruiting industry. The offshore recruiter employed by the RPO company should be highly adept in communication skills specific to regions.

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Engaging employees, who are performers, are indeed hard to find though it may seem easy when considered casually. It is part of the HR strategy of many an organization of paying incentives to employees for referrals. No wonder incentives may influence an employee to refer below-average candidates, which may not be fruitful for the organization. Hence, the modus operandi works with little success! One of the reasons why the HR department relies on an external staffing agency and the latter on recruitment process outsourcing or RPO firms!

Here are few winning strategies RPO recruitment agencies can follow for hiring top-notch talent:

• Assess and evaluate your in-house data of candidates. Take into consideration the job boards that are the best-recruiting channels, helping you source maximum quality talent every time you browse through. This will help you focus on the most productive hiring channels
• Social media is today the fourth highest recruiting channel in the industry today. Include social media to source potential talents. LinkedIn is considered one of the best social network platforms by many a recruitment process outsourcing experts.
• Interacting in detail with your candidate about the job opportunity and their competency levels for the post will help you identify the right talents fast
• If IT is your specialization, you will certainly come across newer roles created in the market. The IT segment itself is huge with uncountable job roles. Settle on your recurrently recruited roles; this will help you build talent pools for later use. Similar is the strategy for other specialized segments in the industry
• What the reliable and successful recruitment process outsourcing or RPO expert does is exploring resumes of highest performers. Because the skills criteria your client or partner is seeking for a targeted job post may not be the same. Exploring such resumes should be part of your recruitment strategy
• A talent you have recruited may not continue in a single company for years together. Keep watch on such talents. Performers are worth retaining or be given more challenging and lucrative roles in other organizations
• Staying updated with the latest international recruiting trends should be part of your strategy
• Review consistently the implementation of tools and technology processes you follow as an RPO recruitment agency. Adopt time-tested processes so that you deliver results time and again.

Winning strategies key to hiring great talent is having the tactical hiring knowledge and following synchronized processes!

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 According to a recent survey, a major skills gap at the global level has arisen in the engineering orb. The reasons are mainly attributed to declining talent pool with emerging talent not supplementing it, increasing job posts with no enough talents, increasing competition, the gap in salary expectations between employer and the employed. High recruiting costs, i.e. maintaining the HR department with less recruiting productivity add to the quandary. Recruitment process outsourcing companies have indeed come to the rescue, benefiting staffing agencies directly and corporate entities indirectly.

With growing number of players in every industry segment, engineering being no exception, competition has grown tougher. Darwin’s theory of ‘survival of the fittest’ holds ground. For an organization to succeed and survive, recruiting of the right talent pool is vital. It is people who steer or repel and organization. But overall costs on hiring have gone out of control for every organization today. It is often a lack of expertise and strategies in place not to mention lack of updated knowledge that has led to the ineffectiveness in hiring prospective talents. RPO companies are the backing and RPO is here to stay!

Corporate entities are increasingly banking upon staffing agencies to deliver the engineering talents they precisely need. These agencies further relying on recruitment outsourcing companies offshore is no ‘mouth shut’ affair today! Are your offshore recruiters skilled with the required expertise? Are they culturally aligned?

The RPO companies have chosen to make a difference to your brand identity. Visualize about your extended recruiting team from India interacting with American talents and following up with the complete hiring process until their onboarding for your American clients based in America! The accent, the recruiting trends, the interaction, the tests, engineering statistics, engineering skill strengths – all these and more would mean your chosen team be well equipped with the nuances of American corporate culture and ethics. No knowledge about these aspects and it would be a big blunder! So does the same rule applying to recruitment activities for UAE, UK, Australia, etc. from India! Here lies the importance of choosing recruitment process outsourcing companies that well meets your hiring and zonal criteria.

Let your engineering talent recruitment outsourced from one of the most reliable recruitment outsourcing companies be directed towards:

• Maximizing your brand identity
• Enhancing resource planning
• Saving you on operational costs
• Reducing time to fill vacancies
• Facilitating operational benefits
• Maximizing candidate quality
• Maximizing employee engagement.
• Maintaining the recruited talent pool.

Eventually what matters at the end of the day is quality hires!

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