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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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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It’s no secret that hiring highly qualified candidates is one of the most important steps in building a successful company. And, when your organization is ready to expand into new markets worldwide, finding the right talent becomes even more complicated. If you are company is in a similar situation, you need to hire a global staffing agency. Glocal RPO, which itself is one of the leading global staffing agencies, lists the benefits of hiring such an agency for your recruitment needs.

Bigger Talent Pool

Having a global talent pool means plenitude of highly motivated, dedicated, and hard-working employees in regions around the globe. This comes with the added benefit of being to tap local talent pool allowing companies to diversify and strengthen their team.

Striking Competence

Competitive edge without a talented workforce is like going to a battlefield unarmed: the company has a plan in place but doesn’t have what it takes to win. This becomes much easier if the company is able to leverage the knowledge and understanding from a diverse team.

Cultural Understanding

Each country has its own expectations and demands. When a company hires local nationals as opposed to sending foreign nationals in the country. Plus, the advantage of using local knowledge, experience, and understanding helps creating a lasting, positive impact in their new market.

Some of the successful strategies for international hiring: –

If a country wants to start with international hiring, they need to make sure they have a comprehensive strategy to begin with. Having a global hiring strategy helps create and sustain a strong talented team.

The understanding of Local Labour Requirements

When working on an international hiring strategy, one of the most important aspects is to pay special attention to specific legal requirements of the country. The presence of different labour laws present in each country means the companies must be aware of the payroll, benefits, withholdings etc.

Working with Local Experts

When in a new market, companies can benefit from the experience of others to help them navigate the legal and culture provisions in place. By partnering with local experts, companies get the advantage of a team that knows what it takes to succeed and stay compliant in a given market.

Make a Long-Term Employee Retention Plan

Hiring employees is just half the job done. The big challenge comes when trying to retain that talent, which is especially difficult with foreign employees. Organizations need to develop a plan to keep international employees engaged and happy to ensure they continue to contribute to the company’s goals. This is done through constant communication between all team members and empowering global employees to contribute to the overall vision for the company.

While, International hiring is a key component of global expansion, it is important to develop a plan that incorporates best practices and strategies its moves. Following such practices would meaning there is no stopping to your company to touch the sky.

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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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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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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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Every organization does want to employ a pool of talent who become real drivers of growth. Facts have proven that better the talent pool, faster the growth and success of the organization. Gone were the days when direct hiring by an organization’s HR team held sway. Today, it is more of indirect sourcing. Because spotting lies and embellishments is no easy job. It is indeed close to impossible! And if the identification does not happen, it is the only loss of costs and time not to mention the loss to the organization in the long run. With RPO recruitment, the resume of the candidate is justified. Yes, strengths are identified and right hiring decisions are taken. Had RPO teams failed to spot lies and embellishments leading to the hiring of the wrong talents, the segment would not have witnessed the boom it is witnessing today.

Look around in the hiring terrain worldwide. You will find people talking, dining, and sleeping about RPO recruiting! Such is the buzz! Is the candidate count the same every year after year? Of course not! Visualize about the countless institutes conferring professional degrees to lakhs of aspirants. Imagine about the almost equal and more number of job posts created! Does every talent fit into a targeted job post? Certainly not! Defining strengths and weaknesses and accordingly choosing the right candidates harmonizing their skill sets with targeted job positions is no less a challenge. RPO recruiting emphasizes on this aspect. And hence, the hypersonic rise of this industry segment.

Yes, hiring decisions can go wrong. Have you, as hiring managers and recruiters, conjectured why? Certainly what employers want is specific so are your hiring goals set according to top requirements. Change and innovation is the order of the day. The strategies you have followed yesterday may not prove successful today. For consistent results, adapting to change is a must! Never work based on intuition. Follow time-tested strategies, systems, and technology processes. This applies to the RPO recruitment segment as well. Because what matters, in the end, is hiring quality talent!

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