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.
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:
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.
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.
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.
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.