Simple steps to help guide your decision-making while partnering with an RPO Agency.

Nowadays, when there is such an increase in business competitors, more and more companies are choosing RPO agency to outpace one another.Choosing an RPO agency as a partner can be a huge asset. Except, it should never be an impulsive decision and clear communication and planning are key to any successful partnership. Success in recruiting does not happen on its own. Rather, it requires dedication and cooperation between RPO agency and the client company.

To make the process easy, here are some do’s and don’t while choosing RPO Partnership. 

• Leadership and Shareholders

Company’s HR Department or in-house recruitment is not sufficient to make a partnership successful, company’s leadership involvement is essential at the beginning stage. Both RPO agency and companies client needs to allocate leaders to supervise the partnership. If something is not working in the requisite partnership, contract staffing recruiter and leader allocated by the company must work together to get things working again and build the trust that may be lost. One of the best ways to ensure good cooperation is to conduct meeting once a month to discuss all the goals and agenda of the company.

• ConductRegular InternalSurveys 

Partnering with RPO agency can be exciting, but they should not be hired and then abandoned. The success lies in keeping an open dialog and conducing internal survey regularly with the RPO companies. Understanding some key point is important for an RPO Partnership-

1. Goals and objective of the partnership should be discussed on matters such as cost, time-to-fill, and gaining efficiencies in lacking areas.
2. Business needs and culture of the company should be clear.
3. Management and support of on-going recruitment process

• Set clear expectation on the impact of recruitment outsourcing 

It is critical to get clear forecast on what the companies want from its RPO agency. Goals of the partnership should be established, weather it is cost reduction, to reduce time to fill, where you want to be in a year, what kind of candidates you want to reach, and how your recruiting strategy will be better than it was before the partnership.

• Open to changes in management strategy 

Change in recruitment process may hit someone’s soft corner and can make them resistant to change, being open minded about RPO is the key. You should be clear while entering into a recruitment outsourcing company that time and money is essential for an effective management change. Not being able to do so may result in lack of adoption of new procedures, unsatisfied hiring managers, increasing complaints and failure to achieve the goals of the program. 

• RPO should be in sync with over-all business strategy

 Outsourcing your recruitment is a strategy, to improve focus on other critical HR activities, gain access to best expertise and technology. RPO agency should be aligned with your business ethic to get you the best candidate.

Recruiting outsourcing companies is not a one-time thing. Companies and RPO agency will have their own challenges and best practices for reaching success. Staying on the same page will help achieve best result from RPO agency and its partners.

This may seem difficult, but RPO’s are experts for a reason: They have the experience, the technology and the skills to ensure their clients get the very best candidate to build a long-term talent acquisition strategy.

As they say, “Recruiting should be viewed as business partner, someone who is critical to the success of the business.” – MATHEW CALDWELL. At Glocal RPO our solutions are customized to meet your mandates by deep diving into the heart of your hiring needs.

Request a free consultation at: +1 425 818 0748 | info@glocalrpo.com

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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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Other benefits of RPO include a reduction in turnover rate, improvisation of recruiting processes and control over aspects of seasonality or rapid growth which make it unfeasible to keep up with the hiring needs.

Generally, recruitment process outsourcing solutions are flexible depending on your needs. Still, companies that choose to outsource the screening process and employment search must reflect on the policies, reputation, database, practices, SLA, and costs of recruitment agencies.

Searching for a suitable recruitment partner involves a number of decisive factors. Here, we have defined a process for you which will help you associate methodically.

Formulate a basic strategy with due research – Generally, RPO partnering is not a temporary arrangement. It’s a two-way street and requires that you share your issues and concerns in return of which your RPO firm will dig out the source of your problems and offer solutions. Therefore, instead of following a herd mentality and starting discussions with RPO companies, first, you must figure out existing issues and formulate a basic strategy that can you can share with the likely partners.

Select and build a database of credible RPO firms – Once you settle on your needs, you can start searching for an excellent RPO company to meet your requirements. While you search for them, you should be tuned into an appropriate selection criterion – the size of the firm, experience, talent acquisition strategy, social network, global presence are few indispensable factors that should be screened at the onset, to do the same its best if you build a database of credible RPO firms.

SLA – Talking with probable RPO firms does not mean that you are committing to associate. When it comes to actual partnering, verbal credentials are of no use. Before getting into an agreement you must test the waters first. A dependable and reliable firm should be willing to take up sample assignments to demonstrate their abilities. Signing up a service level agreement should be the last thing on your to-do list. Once you discover the right firm, you must sign an SLA which summarizes deliverables from both parties.

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Employers are relying on pre-screening techniques and assessments early on in the interviewing process. It is usually being used early on and after a few initial screenings, primarily between initial phone screenings of candidates and before the first interview or maximum at times, between the first and second interview. Some firms prefer using them when there are only a few candidates in the fray. In fact, as per latest released data, surveys indicate that more than 80 percent of the Fortune 500 firms prefer using assessments for executive positions and that even small firms are increasingly relying on them.

Many companies these days, do not want to depend on the CV, past credentials or job experience but would rather ‘test the candidate’ for attitude, best fit in the firm culture. With the job place becoming extremely fluid, it is becoming extremely important to see that the right kind of candidates is hired and this is being vetted by the process of pre-employment assessments.

Pre-screening employment assessments are helpful since it ‘proves’ to be cost-effective compared to traditional methods of recruitment. It reduces the effort in hiring the ‘right’ candidates somewhat and acts as a filter for getting to the right candidates. In fact, psychologists point to the objectivity of pre-assessment techniques. Despite best intentions, sometimes, those hiring get blinded by the candidate’s charisma or their ability to talk and persuade. These pre-assessment techniques prevent that as the candidate’s charisma is checked by the results obtained in these tests.

Pre-employment tests are being increasingly used since candidates are ‘becoming extremely manipulative’ about personal information. As such, candidates’ CVs are being given less credence now. More emphasis is now on judging their capabilities for the particular job position advertised and pre-assessment screening is playing a major role in that.

These pre-employment screening questions help evaluate the character traits, personality, style, ability to lead, delegate responsibilities, problem-solving skills and making decisions in crucial times. These help decide whether a candidate should be hired and whether he will gel with the company’s culture or not. Interviews only last a short while and it is difficult to understand the candidate’s fitment in that duration, so the best option is to check their responses to these questions, part of the pre-employment screening procedure. These help decide if they would suit the company and if the company would suit them too.

Assessments measure skill, behavior, personality, emotional quotient which is critical for success in the workplace. Hence, pre-employment screenings are here to stay!

Please call us for more information on our services –

+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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Not every one of you must have missed talent hunt episodes on the television screen – of dancing and singing superstars. The whole outsourcing process of selecting the finalist is easy. But do you think it is as easy to find top-notch talent for an organization? Certainly not! And it is not a single talent that makes up an organization. From a dozen to thousands for small and big entities respectively, it is only the quality pool of talents who become drivers of growth – growth for the short and long run!

Thanks to outsourced recruiting. High-quality hires are indeed shrinking so is the demand for such hires going higher. To put it right, it is this imbalance that has led to increased competition amid corporate organizations and staffing firms alike. But the strengthening of recruitment of high-quality hires and their retention has seen a boost via outsourcing recruitment through external agencies – especially RPO companies. Yes, RPO is currently the most cost-effective and qualitative solution available today for hiring quality talent pools. Visit the web and you will find the industry abuzz with this abbreviated terminology!

Visualize about overachievers, who have seen the ebb and flow and greatly benefited from repeat success and growth. They won’t actively seek new employment. Of course, they are open to more lucrative and striking opportunities. There are numerous examples of corporate honchos of big brands presented with bigger roles in bigger brands, even transcending industry segments! No wonder, besides outsourcing recruitment, many companies promote performers with more challenging and bigger roles faster. Such strategies do boost employee morale besides the company cutting on extra hiring costs.

Innovation does rule the roost. Today’s strategies will certainly turn obsolete tomorrow, so are the use of systems, technologies, and processes. Adapting to the change innovatively is the key to staying in the competition. 90 percent of small and big organizations today have opted for outsourced recruiting, i.e. assigning part or all of the internal hiring functions to external service providers, especially staffing agencies for quality hires. No results, change of the provider is for sure!

Ultimately the service provider has to stay innovative in every aspect, spelling success for its client by delivering quality hires every time. Hence the increasing dependency of staffing agencies on RPO agencies for further outsourcing recruitment on behalf of their clients! It is no client-vendor relationship between the staffing agency and the RPO firm, but rather a partnership venture, both mutually responsible for quality hires.

The kind of skills and the kind of talent needed for every opening position at all levels (fresher, mid, senior) is best known to the hiring managers and related departments within an organization. For a successful hire via outsourced recruiting, specifying precisely the same is a must. The RPO expert then accordingly prepares a recruiting approach based on the specifications and work starts!

Hiring quality talents does sound simple. But it is not. Ask the RPO expert and you will know how complex hiring & outsourcing process tasks are well simplified!

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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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Visualize about a big corporate identity having 100 job openings. Handling the openings qualitatively and fast at one go is not the cup of tea for the internal HR team. And if staff retention rate is low, it only adds to the recruiting costs and loss for the organization. Growth and expansion would mean further addition to the staff count, which means further job openings. What every organization wants is evidently improving recruiting efficiency and containing costs. And what ultimately matters is recruiting the right potential talents, who become drivers of growth, not only for the short term but also in the long run. This objective is no wonder increasingly and satisfactorily met by offshore recruiters.

When we speak about staff retention, what every candidate seeks is growth in terms of position, roles, and remuneration. Come to any dissatisfaction in this aspects and jumping jobs robotically happens! Managing talent is hence equally challenging as recruiting them.

Reflect on the costs incurred in hiring talents, the training imparted, and the duration they spend in contributing to organizational growth. Loss of talents would only mean a big loss for your company. Are you rewarding your performers? If not, get it right. Retaining top-notch talent does matter!

The HR department of many an organization worldwide follow systematically and time-tested talent acquisition and management practices so as to maintain a balance in talents recruited and retained. Well, offshore recruiters will do their jobs, hiring for you prospective talents, precisely identifying and defining their strengths and skills in sync with targeted job posts. Managing them is the challenge here. You may come across dedicated outsourcing agents who not only undertake hiring responsibilities but also undertaking follow-ups regularly, thus contributing to talent retention.

Increasing recruiting bandwidth qualitatively and at low cost is indeed part of the HR strategy of small and big organizations alike. Staffing agencies have only multiplied irrespective of the geographical boundary. These agencies further partner with offshore recruiters too, qualitatively, cost-effectively, and exactly meet their clients’ hiring needs. This cyclic process is indeed a boon to the industry, serving the needs of what employers want and what candidates want!

Offshore’ or ‘off the shore’ in recruiting terms applies to RPO agencies working beyond geographical boundaries. Don’t you think staffing agencies partnering with RPO companies located in countries like India gain a big competitive advantage? But then offshore recruiters who are accountable, responsible, run state-of-the-art offices, and deliver results only experience a win-win situation in the partnership deal!

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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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