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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1) Failure to identify organizational selling points
It is important to put one’s self in the candidate’s shoes while recruiting them. It is necessary to identify the benefits of joining one’s organization and then being able to present the same to the candidates. It becomes the duty of managers to inform the candidates about accomplishments or challenges that can be found in a job, failure to do this will lead to failure in attracting candidates towards your firm.

2) Failure to stay in touch
It is important to stay in touch with the candidates till the recruitment and selection process reaches its end. Failure to do the same might form a wrong image in the mind of candidates as it might indicate lack of interest in going towards the next step and this might lead to loss of a potential candidate.

3) Failures to conduct an effective in-person interview
At times the judgment based on the first impression might be wrong. Shy and introvert candidates might be misjudged due to their reserved behavior whereas extrovert candidates might lead interviewers to focus on personality instead of skills. Therefore, it is important to plan things well in advance. Ensure that the questions formulated will be effective in confirming talent and skills of a candidate and then train your interviewers accordingly to avoid ‘Hiring a wrong person’.

4) Failure to conduct reference check
Reference check must be on the priority list of a recruiter, failure to which leads to gaps in information and leaves a recruiter with no option of comparison. References are important for confirmation of the various skills that candidates offer.

Failures to implement a good recruitment process results in hiring a wrong candidate.

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This article will help you determine the keys that will help you prove a business case that validates engaging an RPO provider.

1) Understand and frame a business-critical problem

It is very important to figure out that the Problem RPO needs to solve is the one that is causing you to lose money or keeping you from making it. RPO for any firm is a must-have. One needs to understand and frame the problem in order to find stepwise solutions to the same. A problem which is scary, urgent and has some risk involved is the one that would need RPO and not otherwise.

Some of the issues you need to build your business case on are:
i) Attrition.
ii) Cost-impacting issues like Gaps in recruitment process quality and its efficiency.
iii) How well are customers being served?

2) Match the benefits and problem of RPO

In order to get your problem solved you need to connect the dots to confirm what is it that RPO can bring while comparing returns against liability.

RPO brings improved sourcing, attraction strategies, experts, scalability and wisdom along with it. One must check if all this needs to be done by contracted workers or can be matched internally.

RPO needs to bridge a gap which can’t be done otherwise with the same efficiency and at the same cost. If RPO is able to solve a revenue-focused business problem in a way you can’t solve it for yourself or you should not be solved for yourself, RPO is right for you.

3) Predict and model measurable results

You must be able to predict and model necessary issues in your business case. One needs to find out how the given outcomes will be measured. RPO broadens your options for finding solutions to the problems and managing them further.

A business case is not an opinion but an ability to prove that your strategy is going to yield measurable cost savings or increased revenue.

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Here’s what you need to do to improve hiring process:

1 Choose multiple channels

Any savvy organization will exploit the right hiring channels and methods for a given position. While the standard channels include – internal recruiters, executive search firms, advertising, employee referral programs, campus recruiting, temporary staffing agencies and of course, RPO’s, not all of them are appropriate for filling every position. Irrespective of the organizational level or position recruited for, it is imperative to understand how to find the best talent – which media they use, how they are networking etc how they can Improve Hiring Process. These details are a prerequisite for accurately targeting the most desirable talent.

2 Start with the outcome in mind

When people are asked whether it is more important for them to hire quickly or correctly, most of them reply “it is more important to hire correctly.” It is essential to persistently keep the outcome in mind—to create value through discovering the right talent.  Start backfilling dates on your calendar. If a position is open today, calculate now, when the candidates need to be interviewed for the first second rounds of interviews. Block off dates on your calendar right now. Also, be sure that you don’t start without ensuring that the hiring manager is available for interviews.

3 Add technology in all aspects of your hiring processes

Technology helps in increasing hiring quality and speed while reducing costs. Presently, job boards make up the most use of the Web, offering access to innumerable resumes within hours. But, did you know, the Web can also be a great tool for screening thousands of resumes? In future, companies will exploit the power of the Web to gather and instantaneously match data on applicant’s skills, experience, and motivations against job criteria. Some organizations are already making use of the Web for online testing as well as assessment. Other uses of technology in hiring process include candidate self-scheduling and tracking.

Other than using the Web for hiring process few more technological applications can also be used such as phone-based assessment or video conferencing both of which can help purging the need of travel and save time for the hiring managers.

 4 Plan your recruitment lifecycle, not the requisitions.

As a talent acquisition professional or a human resources business partner, you are required to fill multiple positions by being efficient with your responsibilities and time, for utmost efficiency focus on planning your recruitment lifecycle instead of requisitions. Here are few steps you can follow:

• Block timeslots for key tasks in your calendar.
• Screen resumes in one go.
• Schedule calls and meetings for specific timeslots.

Avoid hurriedly tossing from one requisition to the next. Plan your activities around the key aspects of the recruitment lifecycle, and applaud yourself on being organized, structured and in tune with your client’s needs.

 5 Streamline

Managing applications and resumes is a rather challenging aspect of the recruitment process. There are a number of efficient software applications and systems that you can invest in to streamline this process. Leveraging applicant tracking systems can help in making this process more efficient.

In the end

Every hiring manager is looking out to save his/her time and efforts and what best way he/she can Improve Hiring Process. Our suggestion to them starts taking a formalized and structured approach to hiring. It’ll provide you a roadmap to better hiring, which ultimately leads to improved performance of your organization as a whole. In due course, you’ll find out it was totally worth the investment!

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