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Recruitment Process Outsourcing
Recruitment Process Outsourcing
Recruitment Process Outsourcing
Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all
To quote the Recruitment Process Outsourcing Association, "Recruitment Process Outsourcing is when a provider acts as a company's
internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling
through the on-boarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a
company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental
compliance."
A clear demarcation between RPO and other types of is Process. In RPO the service provider is the fulcrum of the process, while in other
types of staffing the sane is part of a process controlled by the organization buying their services.
Advantages
2 Economies of scale enables the providers to offer recuritment processes at lower cost while economies of scope allow them to operate
as high-quality. Economies of scale and scope are said to arise from a larger staff of recruiters, databases of candidate resumes, and
investment in recruitment tools and networks.
3. RPO solutions are also claimed to change fixed investment costs into variable costs that vary with fluctuation in recruitment activity.
Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or forcing costly layoffs of recruitment
Problems
If a company failed to define its overall recruitment strategy and hiring objectives, then any recruiting program may fail to meet the
company's needs. This is especially true for outsourced programs like RPO. RPO can only succeed in the context of a well defined
As with any program, a company must manage its RPO activities. A company must provide initial direction and continued monitoring to
1 The costs charged for recruitment transactions may total more than the cost of the internal recruitment department.
2 RPO service providers may fail to provide the quality or volume of staff required by their customers.
3 Placing all recruitment in the hands of a single outside provider may discourage the competition that would arise if multiple
4 An RPO solution may not work if the company's existing recruitment processes are performing poorly.
5 An RPO solution may not work if the service provider has inadequate recruitment processes or procedures to work with the client.
6 RPO may not resolve difficulties that organizations have hiring staff when the organization is perceived negatively by potential
employees. This will instead require improved branding and an adjustment of image.
This methodical and focused approach has helped CAMO Technologies foster long term relationships with Clients and Consultants.
Objective:
Ensure precisely channeled selection of resources, to enable achievement of the company's business goals.
Objective:
In the planning stage, we evaluate the needs and requirements of our clients to determine the required set of skills, understand
organizational behavior and relationships. Working as a cohesive team with our client, we identify the required experience and other
characteristics, which are necessary for the successful candidate.
The initial planning enable us in identifying the needs of both the company as well as the candidates, which further leads us in deciding
on a search strategy to target on specific skills, education, personality and experience.
Mapping Exercise
During the mapping exercise, we performing industry specific desk and field research on companies and relevant people so as to identify
the key competencies. It includes job title, principal accountabilities, key result areas (KRAs), authority to be infested, external / internal
contacts, reporting procedures and supervisory relationships, working conditions / environment, job specifications, compensation
package, location and other necessary details.
Preliminary Interviews
For preliminary interviews, we select the potential candidates on the basis of prior work experience, qualifications, strength and
weaknesses and the ability of candidate to fit into the work-culture and ethics of the client organization. The potential candidates are
contacted and interviews will be conducted to find out their interest and suitability.
Client Interviews
After the informal reference checks, we schedule a meeting between the short-listed candidates and the client with proper travel
arrangements and handling of reimbursement of travel expenses. The consultant asks both the client and the candidates for the
feedback after every interview.
Kana Solutions Inc's Recruitment Process Outsourcing (RPO) services allow your company to focus on your
core business. We bring to bear an entire internal recruiting infrastructure – the people, process, technology
and resources. Your company will benefit from a hiring process that is more predictable, consistent and
efficient.
Regardless of your company size, Kana Solutions has a solution that can meet your needs and put you on
the playing field with the world’s top companies. For some clients, we provide the entire internal recruiting
department. For others, our team works alongside the existing internal recruiting team to augment the
company’s hiring capacity.
Whether we are supporting some of your jobs or serving as the entire internal recruiting function, you will
benefit from our:
PEOPLE: Our Hiring Consultants work with your hiring managers to support the day-to-day recruiting
activities and a Director of Client Services is assigned to your account as a strategic resource and staffing
manager.
PROCESS: We bring a standard process for how we manage the hiring efforts, driving a more consistent
delivery. We will work with your HR and operations team to integrate our core process with your company’s
own internal processes.
RESOURCES: Our team brings everything we need to be successful—research tools, resume databases, job
board contracts, background/reference checking, and more—allowing you to manage one partner (us!). We
also bring access to our proprietary Career Network and the ability to generate referrals from over 1 million
professionals.
To learn how Kana Solutions can improve your hiring efficiency by 30-50%, please Contact us.
Applicant tracking system (ATS) is a curious name for the recruitment software that powers most recruiting functions
in Fortune 500 organizations and in many smaller ones as well. One would assume that recruiters and hiring
managers would want a tool that assisted them in discovering the right person for a position and not a tool that just
tracked applicants.