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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Revenue generation or generating new leads is the quintessence of a dynamic business entity. This is where Glocal’s virtual offshore business development managers come into play. With a complete know-how of international business development, we help you explore and expand your business in the right direction. Glocal will not only help your business survive tough times, we also give your business an extensive edge – one that’s indispensable for smart and fast growth.

What you can expect from us:

• Grow smart: Neutralizing high costs involved in hiring new resources.
• Save big: No huge investment needed for expansion.
• Hassle free – Expand to new markets and geographies without sweating it.
• Instant activation – Venture into business development right away without any delay.

The decision to venture into new businesses can be an extremely difficult process and the services offered by Glocal are custom-crafted to work across a range of businesses and industries.

Following are the few key points to keep in mind before scaling up:

1. Target Market
2. Customer Profile
3. Demographics
4. Market analysis

A systematic approach is the best way to ensure boost of your business potential development power. A dedicated and expert business development team clued in your needs to help meet your demands better –

• Understanding who you are going to work with.
• Selecting right resources to fit into your company’s core values.
• A dedicated team of experts.
• Complete control in terms of selection and process.

Planning and achieving market growth needs fundamental marketing activities and techniques. We help you move ahead and trump your competitors by planning and implementing an expansion strategy before the market declines.

Want a boost in your business potential? Get virtual offshore dedicated business development managers NOW!

Email: info@glocalrpo.com , Call: +91 11 46140625

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Gaining a competitive edge in the industry, sustaining successfully and growing over time, is no easy cup of tea! If your partner agencies rely on you for outsourced recruiting, it should be your pledge to deliver results consistently. Here lies the importance of following the right sourcing strategy.

Today, Outsourcing requirement is the buzz amid small and big corporations alike of myriad industry segments alike worldwide. If staffing agencies are multiplying, RPO recruiting firms are multiplying too, but not as rapidly as the former. Directly or indirectly, the key objective is benefiting the end client, i.e. qualitatively and quantitatively filling job posts on time, assigned by corporate organizations.

How do you understand the ideal candidate? It is not a short-cut process. You should get a sourcing map created, review the complete candidate paraphernalia, identify strengths and skills that precisely match targeted job posts, and then proceed for further follow-ups. In a scenario where staffing agencies outsource requirement offshore wherein partner RPO firms conduct the hiring process from a different country, the strategy created should align with the formers’ corporate culture and geographical location.

Strategies that internal HR executives follow to hire talents for their organizations are certainly different from those followed by RPO recruiting firms. While one is direct recruitment, the other is outsourced recruiting! Consider the following points when designing your sourcing strategy, so that you do not miss important points:

• Understand your partner staffing agency in terms of goals, objectives, reputation, experience, corporate culture, etc.
• Every time you receive an assignment from your partner agency, make it a point to receive complete specifications (level of job post, strengths, and skills, salary, etc.) related to each hire. Know precisely what benefits the candidate will receive as an employee once hired
• Understand market perceptions; today’s trend may turn obsolete tomorrow. Adapting to change is the mantra in outsourcing recruitment.
• Consider your business objectives and whether it aligns with your partner agency’s objectives
• Understand the brand identity of the end client, i.e. the organization for which job positions need to be filled. Ultimately during interactions with the candidate, you have to sell the client’s brand!
• Create a communication plan – what and how you will interact with candidates. The end clients and your partner firms outsource recruitment. You and your partner agency knows it not the candidate
• With social media like LinkedIn and Facebook gaining popularity as recruiting channels, it should be part of the sourcing strategy as well in addition to job boards and other advertisement channels
• Understand the channels where you will find your target candidates; updation about latest industry trends and recruiting channels is a must
• Hiring managers have their own sets of expectations when outsourcing requirement. Understand them and get ready to fill them as a successful RPO recruiting firm
• Create questionnaires related to specific industry segments and skill sets.
• Develop your own sourcing resources by adding candidate profiles to your in-house data; this lets you source candidates fast.

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Is your recruiting campaign focused on sourcing ‘talents’ or ‘the best talents’? For the best results, outsourcing recruiting functions from an RPO services provider is but widespread for 90 percent of small and big companies worldwide. Come an assignment for a job opening to be filled or the task to fill over a score of vacancies, how will you react? Reacting on the spur of the moment is no solution. There is no dearth of talents. Every year, lakhs of talents attain professional degrees from universities. Yes, equivalently lakhs of jobs do get created. What finally matters is quality hires.

Multiple players in every industry segment have emerged giving rise to fierce competition. In the wake of the demand for quality talents, the RPO recruiting industry witnessed renaissance and has been seeing a boom for over a decade now. During the last decade, dozens of RPO firms were founded with the count increasing by the year. And while many exited over time, few maintained their competitive edges, while newer entrants are added to the kitty.

One of the key reasons why most organizations today opt for outsourcing recruiting functions is indifference within departments of the organizations including all levels of employees in following a particular organizational culture. The result is failing to precisely follow organizational goals and objectives. What the company wants and what employees want thus fluctuates ensuing loss for the company. Ironically the pool of talents hired by the internal HR department may not always precisely match with the targeted job roles.

Here are few time-tested practices that RPO recruiting experts follow to maintain consistency in delivering results – of recruiting only the best pool of talents:

• Irrespective of how urgent the hiring requirement is, recruiters, resist the impulse to recruit hurriedly. It is only after considering the full picture and based on complete specification and information that they set into action
• They understand how to deal with every candidate from beginning to end right from the sourcing to on-boarding because they have time-tested strategies and technology processes to follow
• For every level of candidates from fresher to mid to senior, they consider those that fit respective job roles precisely
• Conflicting views among recruiting experts and hiring managers are avoided. The complete process is synchronized
• They create interview guides fitting latest trends and developments of the industry in tandem with the company’s vision.

RPO recruiting experts take complete accountability and responsibility for all hiring assignments they undertake. It is only after understanding each assignment – in terms of skill strengths preferred for each job role, background, qualifications, experience, and related paraphernalia. No delivering of results would only mean exiting from the industry either in the short or long run! RPO services providers who are performers do gain a competitive edge and survive in the long run.

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