Recruitment Process Outsourcing (RPO)
in SCHMITMAN we search... we find talents
Many companies nowadays opt to delegate their recruitment processes.
This end-to-end service is known as Recruitment Process Outsourcing (RPO). The hallmark of RPO is temporarily becoming the recruiting team for our client’s organization.
FIND THE BEST TALENTS
We optimize your recruiting proccess.Or let us do it for you
We find the best candidates for your business.
Recruitment Process Outsourcing (RPO)
The Recruitment Process Outsourcing (RPO) covers all the steps we go through to fill a job position. To attain this, we work on two complementary objectives.
We try to identify the ideal candidate for a specific role. Also, we look for people to find a workspace for their professional and human development. Therefore, recruiting is much more than a shortlisting of candidates based on qualifications. It is about achieving empathy with candidates and clients to verify if they can build a working relationship that empowers both.
Stages of Recruitment
Naturally, the recruitment process Outsourcing demands that you devote enough time to know your client’s organization: its mission, values, and leadership style.
Taking note of the employer’s brand strengths and weaknesses is of strategical importance if you want to attract talent. As you analyze the organization’s organigram and check how the to-be-hired role fits, you’ll get plenty of details about what they expect.
According to mid-term business plans, you can predict future skill gaps, and make recommendations.
full-cycle recruitment process: six steps
The “Candidate persona” provides a full understanding of who would be the best fit for our job position. We craft an outline of the human traits and qualifications of our target-candidate.
Apart from technical skills, we also explore the educational background and previous experience the role requires -including specific industries or organizations. We note the mandatory specific/technical skills and certifications, and we define the leadership style that would fit the company better.
Motivational and career development aspects are also crucial for RPO. Considering the organization’s business plans, we figure out desirable skills to consider while screening or assessing our candidates.
Not only do we determine actual requirements, but also we foresee career development opportunities. On the other hand, together with the salary, we draft some attractive benefits packages.
Our team draws up a talent recruitment strategy based on the ideal candidate analysis. We define which channels and communication style to use in each case. For this, we rely on recruitment intelligence: past data always provide a solid ground to make decisions.
By using metrics, we can spot the best channels to identify potential candidates. We track engagement rates from job posting visualizations and email responses to improve our outreach and increase conversion.
As for talent sources, our executive recruiters work jointly using business intelligence tools fed by historical data and talent mapping. We also do some brainstorming about social networks to use. We devote plenty of time to finding communities or platforms which gather this kind of professionals.
Sometimes we analyze specific Calls-to-Action to promote engagement. If our employer’s brand is weak, we may launch a campaign to improve awareness before moving on.
Our communication strategy and scope vary entirely depending on the projects and companies we recruit for and the target-candidate we headhunt. In each case, we try to put together a tailor-made plan. As we shortlist our best prospects, we proceed with the screening interviews.
Executive Recruiters use the screening interviews to evaluate if candidates are qualified for an open position. Typically, it is a phone-call or meeting (face-to-face or virtual) to provide information about the company that is hiring and answer questions about the role. We check if the person is suited for the job and willing to pursue the process.
In this dialogue, we explore their expectations for a new job and why they feel attracted to the organization. We also use trigger question to consider what type of organizational culture the candidate thrives in or wishes to join. We delve into the range of compensation that would meet the candidates´ goals and check if there is relocation availability, if necessary. After each screening interview, we share the outcomes and candidate’s qualifications and decide if we will be moving on to the next stage,
Recruitment Process outsourcing may also include the assessment of specific skills. For example, when hiring developers, executive recruiters are often in charge of handing in coding challenges or accompanying candidates in further on-site technical interviews.
Many times the executive recruiters also take part in salary and employee benefits negotiations. In competitive sectors such as IT, we must consider these points in advance.
If we draft possible benefits before the screening interview, we’ll be equipped to negotiate with qualified candidates and improve their engagement.
Finally, we monitor candidates’ feedback to put in place better practices. We believe that holding a short call with declined candidates who are not moving forward makes a difference.
Providing and getting feedback is vital to building human-centered recruitment: applicants feel cherished, and we gain valuable information to improve our work. Another advantage of following-up on candidate experience is that it promotes a healthier employer brand awareness. Thus, we prepare the ground for more engaged candidates in future recruitment process outsourcing projects.
Talent recruitment strategy
As for talent sources, our executive recruiters work jointly using business intelligence tools fed by historical data and talent mapping. We also do some brainstorming about social networks to use. We devote plenty of time to finding communities or platforms which gather this kind of professionals.
Sometimes we analyze specific Calls-to-Action to promote engagement. If our employer’s brand is weak, we may launch a campaign to improve awareness before moving on.
Our communication strategy and scope vary entirely depending on the projects and companies we recruit for and the target-candidate we headhunt. In each case, we try to put together a tailor-made plan. As we shortlist our best prospects, we proceed with the screening interviews.
Success Stories: global recruitment services for Arcor
Arcor, one of the leading companies in the Latin American food and sweets markets, outsourced to Schmitman to satisfy a specific demand.
Arcor needed a partner for its Bolivian subsidiary to support the business’s recruitment processes.
Sufficient knowledge of the characteristics and realities of the Bolivian labor market was a must. We decided to incorporate a team member in Bolivia who worked jointly with the Bolivia and Argentina team. The two-month RPO lengthened and has continued until today. The consolidation of competitive lists based on the profiles requested by Arcor and coverage in record time has been the foundations for this long-term relationship.
CONCLUSION ABOUT rpo recruitment process
Recruitment Process Outsourcing is a powerful tool to deliver the best talent in record time. A full-cycle recruitment process success depends on our ability to align with the clients’ culture and needs. By profiling the ideal candidate and using recruitment intelligence tools, we can decide which sources to use to identify the most promising candidates. The more consistent our practices along the recruitment process, the better candidates’ experience we will achieve.
FIND TALENTS WITH US
Instead of using your own internal resources to hire talent, outsource to experts to provide your company global recruitment services.