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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Hiring a new candidate can be an exhaustive process, especially if the newer candidate is to replace a very productive employee. You need someone with same skill sets and the prowess to help your company grow.

Recruitment Process Outsourcing (RPO) is a business process, which help organizations hire employees. These RPO providers handle the entire process according to your values culture, and business goals. Given below are the benefits, RPO have for the businesses: –

Quality Hiring

In-house recruiters have to go through a lot of profiles, and they might not be able spend the required amount of time to track and screen candidates to fulfil the requirement of the company. RPO recruiters are always in touch with job seekers, making them a reliable point of the contact between quality candidates and the company.

Scalability

Companies go through peaks and lows, RPOs help you to flex accordingly. If your company is expanding the business, you would need more staff, and if it’s downsizing, you will implement hiring freeze. RPO adapts to any situation and helps deal with these extreme contingencies.

Analytics and Reporting

RPO helps you to track every stage of the recruitment process with real-time reporting and insights, helping in better decision making. Such insights make the future audits of recruitment much easier.

Talent Pooling

RPOs provide companies with the best people for the job. These candidates are pooled and actively engaged with, creating a community for future hiring.

Ends the need for Direct Advertising

RPOs help in significantly cutting back costs on advertising. The candidates directly go the RPOs, ending the need to advertise. These RPOs have all the necessary resources for tracking the best talents available.

Personalised hiring process

Sometimes, the usual recruitment strategies do not prove ineffective in finding the required talent. RPOs help customize recruitment process and create new processes to target specific talent or meet specific objectives.

Now you know, RPOs are more than just cost and speed. Choose an RPO that understands your culture, values and hiring goals. Some of the best RPO companies such as GLOCAL helps you do a complete overhaul of your business, taking your company to new heights.

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Hospitality and Leisure industry is one of the most vibrant industries currently in the US. Tens of thousands of people every year go on business trips, family and personal vacation, corporate tours and all of them look for brands that deliver the best kind of hospitality. This presents itself as a wonderful opportunity as well as a challenge for hospitality businesses. To deliver on the expectations of their customers, they need to have the best and the most amicable staff. Hospitality recruitment agencies have emerged as the go-to solution for businesses to meet their hospitality staffing needs. Before getting collaborated with an RPO, here are the 7 questions you should ask them to ensure they are capable of delivering what they promise.

1. What is unique about you that your competitors don’t have?

There are several recruiters in the market and they all are here to do business. What sets them apart are some definite differentiators. Ask the RPOs to define their unique qualities and how they can help find the best candidates for you.

2. Can you give us a brief about your work history?

Experience and background check is something that should never be overlooked. Before hiring a recruitment agency, ask their portfolio and the proof of their previous work. Look out for information that looks fishy. It might be an indicator that the agency is not genuine.

3. What do your ex-clients say about you?

Client feedback and recommendation holds great value when it comes to recruitment market. Ask the RPO to share what their previous and present clients say about their services. This should include feedback from companies as well as candidates which will help you to get a holistic picture of their work approach.

4. Tell us a bit more about your expertise.

This is an era of niche recruiting. When you are going through the list of Hospitality recruitment agencies, ensure they have expertise in this industry. The best way to examine this is to discuss with them the approach and techniques they adopt for their clients. Those who incorporate latest technology and smart methods should be your top choice.

5. What additional services can you offer?

Recruiters can offer a wide variety of services related to recruiting and hiring. You have to ask for a list of add-on services that a particular RPO has to offer. They might assist you in onboarding, training, employee engagement, retention, determining competitive compensation and so on. Such services put more value on your collaboration with them.

6. How good are your refund/replacement or guarantee policies?

Both parties desire to have a long term collaboration in business. But there will be times when you are not satisfied with the services of the RPO. To ensure smooth cancellation of the deal, you should always have a good idea about their policies. Most agencies offer replacement services in case you are not satisfied with their results.

7. Can you give us a breakdown of the fees?

Based on the recruitment needs that your company has, ask the RPO to give you an estimate of the fees they would be charging. Compare 2-3 quotes from different companies to get a fair idea about the trending fees. If there are hidden charges or conditions, you may want to get clarity on those before signing the deal.

Asking such questions will help businesses analyze the quality of the hospitality recruitment agencies and select the best one who can deliver most suitable candidates within the stipulated time and budget.

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Growth and challenges are the two faces of the same coin in the hospitality industry. Those who dare to evolve and innovate will conquer over their challenges. Increasing competition and consumer demands always keep the business owners on their toes. The hospitality recruitment agencies too have to keep up with trends if they desire to attract and hire top talents. 2018 is going proving to be another promising year for the industry and here are the recruitment trends you need to embrace as a recruiter.

Decentralised social hiring:

Social platforms have grown from being entertainment and interaction platforms to being talent pools. Facebook, LinkedIn, Instagram and so on are the ‘go to’ channels for talent sourcing and screening. Experienced recruitment process outsourcing services providers like Glocal RPO are decentralizing their social media recruiting campaigns and targeting the talents based on location. The chain of hotels and franchises are preferring to have their own social presence to connect with the customers and to attract candidates for job vacancies.

Hiring is aided by data and analytics:

For the past couple of years, hospitality industry like most recruitment markets has started to rely on data and analytics. Going forward, expert analysts will regularly assist recruiters in estimating metrics such as the time to find the right talent, cost of hire, turnaround time for offer acceptance etc for every profile. This will help hospitality owners to plan ahead of time and save both time and money while hiring talents.

Partnering with RPOs:

Hospitality HR teams are collaborating with hospitality recruitment agencies for not only filling managerial positions but all profiles across the industry. Partnering with RPOs has manifold benefits including access to a ready-made talent pool, expert recruitment process outsourcing services, shorter turnover period and some valuable time saved which can be utilized for operational improvements in business.

Hospitality recruitment agencies intertwine technology and innovative recruiting skills which is why they are able to hire the best talents for their clients.

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Easy opportunities are hard to come in this highly competitive business scenario, but no one can let those slip through. Today, where competition is the core of any business you can’t let take any opportunity on ease. But as these opportunities are highly dynamic in nature so it’s hard to predict them and create a plan that can suit all the situations. IF you are an organization running a highly dynamic Future Business this problem gets more complicated in your case. With daily changing requirements of clients, the need for new skills is also arising. That means you need to hire more talent for your pool.  But constraints are always there.

Now, what are these constraints? With daily increasing requirements, the first problem or better-called requirement that arises is the increased need for manpower. This surely looks like a normal requirement but is indeed a complex job. Any organization has to face several problems while hiring the much-needed strength for their pool.

When you develop a need for new talent or in other words when it’s time to hire the first aspect you look for is skills. But who will screen those skills out of the number of candidates? Most of you will answer that your in-house recruitment team is there for the job. Off-course you have a highly skilled team that can filter out raw talent but there are several constraints when you rely completely on your in-house team:

• Is this their only job?

Well, this is highly un-probable to occur. Most of the organizations don’t spend a heavy amount on creating a specific team for recruitment. As per the trend, the job is given to the top most reliable names in the company. How it affects your organization? Isn’t this the question that is on your mind at present?

Here are the core effects:

Workload decrease efficiency: There are heavy chances that the members of your recruitment team are already overburdened and giving this responsibility will only decrease their efficiency in other tasks too.

Chances of shoving other responsibilities: There are chances that in order to execute this recruitment process they have to shove another important task.

Fatal deadlines: Your Company may miss out on some strict deadlines due to the delay in work caused by them. And in turn, can risk your whole project to failure.

Alternative:

The next question that arises: What is the alternative? How can this problem be solved? Well. The answer to this resides with “RPO or Recruitment Process Outsourcing”. Off-course it’s a well-heard term for you, and you are well aware of what it means.

But how it will come in handy? Let us have a look:

When you have an unexpected number for hiring, your in-house recruitment team is already overburdened and you are on planning for an important project or a business expansion. Whatever the case may be, having an RPO partner can surely get your job done. Other than the basic benefits like cost reduction, time reduction, burden sharing there is a lot of other factors to consider too. For instance what if you need to fill up a position that is highly important and complex too? Well, either you need a free in-house recruitment team, which is not associated with another task (surely this is highly un-probable), or simply you can rely on your partner RPO, which will not only fulfill that position with high precision but will assure you that you got the perfect talent for your pool.

Glocal-“How we serve your needs?”

Here at Glocal RPO, we have a team of skillful and highly experienced recruiters who can cater to your needs with precision. Whether you are looking for a project based hiring partner or a long-term Future Business deal, Glocal can provide services which will not only cater to your requirements but will, take your talent pool to the next level. So, book for a trial with Glocal today and see the difference.

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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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Are you keeping an eye on the changing trends of the recruitment process outsourcing industry? Much has changed over the last several years! Yes, the scope has expanded, and many an existing approach has narrowed. Are the narrowing and Expanding RPO Paraphernalia being noticed? No wonder, if you conduct a research on the market, you will certainly find few Recruitment Process Outsourcing Companies carving distinctive niches, few having exited, and again a horde of new identities trying to enter the name game. This is the trend in every industry segment and RPO is no exception.

Indeed Darwin’s theory of the survival of the fittest does hold ground here. And for an organization, when it comes to choosing a staffing agency, the best matters. So does the same rule applies when staffing agencies further seek the partnership of recruitment process outsourcing companies to meet their clients’ hiring needs qualitatively? Nonetheless increasing competition has led to the delivery of quality solutions so does the Expanding RPO Paraphernalia being noticed.

Is it only big organizations that outsource talent? Is it only big staffing agencies that are considered the better bet? Well, small and medium-sized companies are equally playing the outsourcing and partnering game! And this is indeed happening not at the snail’s pace but fast. No wonder, this has only added to the increased competition. Ultimately what the client would want from the staffing agency is a pool of quality talent who would become excellent drivers of growth. Subsequently, what agencies would look for from Recruitment Process Outsourcing providers is increased returns on their investment. Both parties commonly seek reduced hiring costs, condensed overall operating costs, fast service delivery, and constant growth.

The outsourcing requirement may be small or bulk, temporary or for the long term. Better the services provided, bulkier goes the requirement and long-term relationships are maintained. For bulk services, Recruitment Process outsourcing companies need to follow an imposing assortment of processes and technologies and involve the right people. Once you get the tutelage of big brands, you become a big brand automatically. Even a small list of clients would be enough to drive your growth and reinforce your identity in the market. Think of the big players that lead the industry. Hiring talents for these organizations can make a big difference to your overall brand image!

Direct sourcing is today an almost hidden concept. Finding the right skills according to targeted job posts is what is facilitating the boom of the recruitment process outsourcing industry. But then it is equally a challenge for recruiters to recruit as well as candidates to be recruited in the ever-growing myriad industry segments!

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