Resources For Client Companies

Information For Companies

The Outsource Option

Contemporary recruiting continues its ‘speed of light’ evolution and there is no doubt it will continue. It is a front line concern for every company today and its importance has grown exponentially over the past five to ten years. Competition for talent is compounded by many factors including economic conditions, candidate employment options and a range of apps that they can employ to receive recruitment overtures. Burgeoning discipline-specific talent communities, social networks, profession-based communities, and IM and micro-blogging have fragmented the traditional candidate sourcing paradigm and as a result, candidates are both more savvy and more selective. Because of the increasingly splintered and complicated nature of recruiting the role of simple “recruiter” had to be expanded into a broader program management function that now necessitates multi-pronged strategies. Middle and senior executives who were previously contented with conventional recruiting processes now feel that outsourced recruitment process is a competency to be integrated into their business model. Companies with tighter budgets and deadlines find professional hiring consultants to be a vital component to the growth and stability of their operations. Professional interview, selection and hiring consultants can offer functions ranging from representing the interests of a company and its career offerings in specific candidate communities, candidate identification, submission, hiring and on boarding, even protection of the expenditures associated with it.

Why Should a Recruiting Process Outsourcing (RPO) Organization Be Considered?

An accomplished recruiting organization is constantly building a diversity of contacts based on a range of recruiting project requirements and professional disciplines and levels, and will have a vast network of relationships and associations that it has established over years of contacts. Therefore, it can provide technically qualified candidates with experience in the type of recruiting needed. Not to be confused with “staffing agencies” who recycle candidates and place them in temporary assignments, a direct hire RPO will “actively recruit” talent in specific categories or within specific industries.

Turnaround time may be a critical. Open positions create “holes” and anxiety in an organization and merely knowing a candidate exists is worlds away from having them on board. Candidate identification is just the beginning. Securing their successful recruitment requires carrying out an entire process. Getting things right, from the start, is crucial. Effective recruiting is centered on credibility, so unless your company and its opportunities are both accurately conveyed and neutrally perceived by the candidate, there is no second chance. The most common reasons for not using RPO services are ones of perceived cost and control but workload backup in internal departments are a drain on resources that cost companies money. When analyzing the potential of working with an RPO, versus trying to do the work in-house, in terms of which saves time and money while providing accuracy in identification, vetting, selection, candidate orientation to company expectations, qualifications and culture, company advocacy, and related challenges – in short, hiring, the choice may be clear.

Experienced professional firms represent a company’s recruiting interests among viable candidates. In-house recruiting may sometimes be subjective and predisposed to precipitately filtering out rather than ruling in viable candidates, where a trusted recruiting organization operates as a first-party campaigner that provides valuable third-party perspective. Additionally, an RPO creates an awareness of your company and its career offerings in candidate communities. A recruiting advocate can help ensure that your company gets noticed in the background buzz of other companies that have ‘household name” status in a particular location or of which candidates perhaps have a greater top-of-mind awareness. An RPO can be a fountain of information about your company that, because of third party positioning, is independent and unbiased, and therefore more accepted. A substantive hiring partner will be diverse enough to provide a good overview of the marketplace at large, variable enough to offer opinions from multiple impartial perspectives, experienced enough to develop plans with you to substantiate your company’s claims, and flexible enough to provide these services in a reasonable time and at reasonable cost.

What Can Be Expected from a Recruitment Process Outsourcing Organization?

Recruiting and hiring partners should not be viewed as one whose magic is somehow performed and all your wishes come true. They are an independent source and provider of information to candidates about your company that may affect its ability to attract them and augment recruitment objectives, and a provider of information to the company about candidates that would not otherwise be available to it. You should look upon an RPO as an extension of your own company, and utilize them much the same as you would any other department that is critical to operations. They should be thought of as an off site but on task advocate for your company that works with you.

Sometimes, RPOs are viewed as a commodity and expected to produce immediate results. While contingency models may appear to be the safest for the client, they may imply lack of client commitment to the project and often produce watered down results, the consequence of which is, you, the client, feeling as though you’re being told to take it or leave it. This is not how an RPO should be working for you. Your hiring partner should be permitted to develop advocacy protocols specific to your needs and designed specifically for you and then be permitted to recruit for you on specific projects on an exclusive basis.

Critical traits inherent to your RPO

The Recruiting and Hiring Consultant you choose should have the office environment, technology systems and personnel required to efficiently perform the type of recruiting required.

The one thing you must be able to depend upon more than anything else from your RPO is the knowledge that the candidate information provided to you is as thorough and factual as can be ascertained. A hiring consultant must be responsive and communicative in providing service.

Quality: A hiring partner should instinctively act as an “employee” of the client company regarding the work and results it provides. It should be prepared to meet reasonable expectations set up by the client for its recruiting objectives. The RPO should be aware of standards, should have a separate quality assurance and control function, and offer “out-of-specification recommendations” for hiring.

You should be able to retrieve information from an RPO regarding interview and selection as easily as if you walked down the hall to HR offices in your building. Communication should extend to having representatives be available to discuss project issues, track progress, and provide timely response in a user-friendly format for the client.

The PRO should have a sense of when your project should be completed. Just as in other areas of your business, a hiring partner should be judged upon its ability to meet their commitments. In most businesses the occasional “Everyone Wants Everything Yesterday” principle emerges but an RPO works within confining time frames. A recruiting partner effectively is an employee of your company and will endeavor to hire correct candidates efficiently.

The GMW Group, Inc. – Shaping Companies. Recruitment Solved.

Do you need us to call you?

No problem, Click below and request a call back.