A) Cost-savings: Internal Use:

By building pipelines and folders with ready available screened candidates thru a network of key influencers, by utilizing our timely and effective recruitment process will reduce cost and provide revenue.   This is why on-site A1 employee’s keeps hire expenses away from our clients. Likewise, when the business is expanding into another product category or region of the world, recruiting needs may suddenly spike. Outsourcing the recruitment function allows a company to pass along the cost risk of those resources to the business partner. Recruitment Outsourcing firms using RPO models take on the responsibility of efficiently adjusting resource levels when hiring fluctuations happen so the client does not bear the burden of carrying unnecessary staff, or conversely, being short when greater resources are required.

B) Faster Time to Hire

Time is money and hiring new professional level employees takes a lot of both. From sourcing resumes to conducting interviews and negotiating offers, acquiring a new employee taxes your internal resources. Plus, each day a job requisition remains unfilled, your business loses the benefit of that employee’s contribution and wastes recruiting and budgetary resources that could be dedicated to other initiatives. Outsourcing all or part of your internal recruitment function can reduce your time to hire dramatically by leveraging:

C) Streamlined Recruitment Processes

One of the most common problems we see with the recruitment lifecycle is that it’s a disjointed and uncoordinated multitude of practices—good and bad—across organizational functions, departments, divisions and regions. Often, this causes overlap in advertising purchases, training and on-boarding procedures, as well as poorer hiring decisions and ultimately higher operational costs.

Procuring an RPO project gives you the opportunity to rethink these processes. As the RPO vendor we will help examine your recruitment process workflow(s) to determine where overlap, excessive cost, and inefficient practices may exist. Then, an outsourced model can be created for you, providing you with service levels and success metrics that exceed the status quo. These practices have been shown repeatedly to yield increased efficiency and satisfaction with the recruitment lifecycle, resulting in overall cost reduction the company.

All of these factors contribute to achieving lower cost per hire – your ultimate goal.

A global database of thousands of screened, especially skilled professionals and sourcing channels that significantly increases your talent pipeline. Access to a greater amount of recruiting and screening professionals than we can carry on your own staff, who can scale their volume of work with the requisition load.

  1. Vendor and process management that allows you to focus on making hiring decisions while leaving the less strategic administrative duties to RPO partner. External Use: Staff augmentation can reduce business costs and increase profitability by:
  2. Diminishing overhead costs (such as benefits and taxes) associated with maintaining full-time, in-house staff.
  3. Reducing the costs of paying year-round employees by contracting work for finite projects.
  4. Decreasing training costs—hiring highly skilled professionals accelerates the quality and speed of training and development.
  5. Gaining flexibility by allowing managers to quickly terminate contracts in the event of a budget shortfall.

D) Time-savings: External Use: Many companies discover that they can hire consultants more quickly than full time employees since the hiring process usually doesn’t involve HR or require extensive interviews. And because the budget for hiring consultants is typically separate from the budget for hiring full-time employees, companies can often hire contract to hire employees even when there are limits on increasing headcount. Also provides a proof of concept model.

  1. E) A focused and unbiased workforce:External Use: Because consultants are hired to undertake specific projects and meet firm deadlines, they approach tasks with precision and focus. Their goal is to ensure the client’s success. Since they aren’t concerned with promotions or office politics, they can provide objective and direct feedback from an unbiased perspective.
  2. F) Flexibility:External Use: Our On-site staff enables companies to adapt quickly. By adding specialized talent available to them, businesses can expand their in-house team when project deadlines require a larger workforce. This flexibility allows companies to respond faster to changes in the market and exploit opportunities for growth.
  3. G) Attain assistance without administrative complications: InternalUse: Utilizing our folders of candidates records, US-Verify, background, testing, screening records, and past assignment recommendations can save us time in re-deploying the candidate to your new assignment. Also provides quick reference for year-end audits or compliance issues regarding taxes or payroll issues. External Use: Agencies providing on-site staff oversee payroll, benefits, unemployment, coaching, termination and performance issues, so businesses don’t have to devote additional time and expenses to administrative concerns. Agencies can also manage project plans, budgets, and resources to ensure that project milestones and spending stay on target.
  4. H) Maintain current organizational control: Internal Use: External Use: With on-site placement, the current full-time staff provides direction and guidance to new employees. The company’s executives manage projects, delegate tasks, and prioritize project importance. By integrating new workers with the existing employees, businesses can stay in control while protecting staff satisfaction.

This model can be a viable option for companies seeking to equip themselves with the most expert talent in the industry. Businesses can reduce costs, achieve project goals, and increase the company’s growth—all while maintaining oversight, control and the strength of the current organizational structure.