It’s a competitive world out there. Individuals are looking for the best roles and responsibilities for career growth. And businesses are seeking the best talent to work on their operations and make them grow. It’s a big challenge for businesses to attract the right talent, increase candidate flow, and convert them to employees.
Recruitment Process Outsourcing (RPO) is an effective approach that can overcome these challenges. RPO is an effective solution to drive your recruitment process and obtain competent human resources.
Recruitment Process Outsourcing means outsourcing the work of ‘recruiting, interviewing, and onboarding candidates to an external third party.
RPO reduces your recruitment burden and improves the quality of talent hired. It also saves time and money, which you can use for more strategic purposes. Let’s look at the key steps of recruitment process outsourcing.
Assess workforce needs
Knowing your workforce needs is essential to acquire the right people with relevant skills, knowledge, and experience. So, as a first step of the recruitment process outsourcing, you must assess your workforce needs, including:
- Identify the roles or positions you need to fill
- Qualifications, skills, and experience required
- Number of new hires
- Job location, salaries, and timeframe
You must list out your expectations from potential candidates filling a vacant position. You must also know who is leaving your organization, who is not performing the expected duties, or which process/team needs more human talent. Such awareness helps assess the actual workforce needs.
Develop recruitment strategy
The next step of recruitment process outsourcing is developing a recruitment strategy. This strategy defines the plan for sourcing candidates, screening them, conducting interviews and other tests, and selecting the right people.
For this, the recruitment strategy must include pointers on the following:
- Roles to fill
- Decision on going for internal or external hires
- Recruitment channels to use
- Parameters to evaluate potential candidates
- Timelines for the recruitment process
- Duties of everyone involved in the process
Search and source
You have made the recruitment strategy. Executing the strategy is the next step in the recruitment process outsourcing. Sourcing candidates and searching for them at every possible channel is the first part of this execution.
Sourcing is crucial to get the right pool of candidates for further selection and screening. The sourcing of candidates depends on the level of job roles, the industry of operations, and business functions. You must define recruitment marketing, messaging, talent pipelining, employer branding, and other factors.
First, you decide whether to hire internally or externally. If internal, you need to advertise it through suitable methods to get the notification to everyone in the company. Or, you can promote someone or hire former employees.
If external, you must identify the relevant potential candidates and attract them to apply for the roles. You can attract them by posting advertisements on social media, job portals, your website, employee referrals, and recruitment agencies. Companies also use job fairs when they want to recruit in high numbers. You can also print your hiring needs and post them at strategic locations to attract the right candidates.
Screen applicants
Screening and selection of candidates is a crucial step in the recruitment process outsourcing. You sort the applications by their resumes, qualifications, experiences, technical skills, interests, attitudes, etc.
Screening methods include:
- Resume reviews
- Phone conversations
- In-person or virtual interviews
- Pre-employment educational and aptitude assessments
- Background check of candidates
- Reference checks
All candidates do not go through all of the above assessments. Some tests are used for shortlisting candidates, and only the shortlisted applicants can appear for the subsequent screenings. It differs from company to company based on sourcing candidates and recruitment methods.
All these tests and assessments help you identify a candidate’s skills, qualifications, talent, and expertise for the job. You do not have to find the perfect candidate, but the right applicant who fits the job role and description.
Evaluate, recruit, and offer jobs
When you finish the screenings and selection methods, you must evaluate them. It is a critical step of the recruitment process outsourcing that cannot go wrong. If it goes wrong, the company suffers in terms of cost, time, and effort.
You must measure applicants’ eligibility, capability, and acumen against the job description. Also, consider the aptitude, culture-fit with the company, and reference and background checks.
Now is the time to offer jobs to your selected candidates if you find everything right with a candidate against the set parameters. The candidate may or may not accept the offer because of pay, location, working hours, or other reasons. Then, you must have the next best candidate list to offer the job to someone else. This step also involves negotiation and signing agreements to comply with necessary employment rules.
Onboard
The last step of the recruitment process outsourcing is employee onboarding. The candidate becomes an employee of the company. Onboarding means making a smooth transition of the employee to the company processes and culture.
Onboarding involves an induction process wherein you introduce employees to company policies, rules, culture, processes, and other aspects. The new employee can ask questions and clarify their doubts.
They also get to know their teams, reporting managers, other team members, and other staff members from supporting teams like HR, Administration, and Accounting. You must conduct relevant training to help them transition to the new role. All in all, the new employees must feel welcome to the job and the team.
How can a recruitment process outsourcing firm help?
These are the main steps of the recruitment process. You cannot miss any step or do it wrong. You must spend enough time, effort, and money to ensure the recruitment of the right candidates for relevant roles.
To avoid this investment, you can outsource this process to external recruitment process consultants. These recruitment process outsourcing firms adopt an effective approach to result in the most fitting employees for your operations.
Amogh Resources is a distinguished recruitment agency in ahmedabad with qualified HR consultants. We meet your hiring needs effectively whether you have five vacant roles, 100 or 10,000. Our expert recruitment process reduces the time to fill open positions in your company, turning out to be cost-effective for you.
By partnering with Amogh Resources, you get access to a wide referral network and database of candidates. We churn out competent candidates for you using the finest hiring technology and industry knowledge. Amogh’s recruitment process outsourcing services deliver the talent you deserve and need for the current competitive environment.