“Why RPO Services ?” is a big question but we have attempted to answer it in this video.
Have a look :
Monday, 21 November 2016
Tuesday, 4 October 2016
Thursday, 29 September 2016
Three Common Misconceptions about RPO Services:
As much as we feel proud about the rise of
RPO industry in recent times, we are also aware of some glaring misconceptions
that are perpetuated in the market. So here are the most common misconceptions
about RPO Industry and the real truth, of course:
Misconception – RPO Services are only for Big Companies.
Truth - On the contrary, small and medium sized companies are the ones who usually get to enjoy the fruits of good sourcing and recruitment practices. As we have had our fair share of working experience with some small yet cool companies, we can vouch for the fact that they are in a dire need of qualified talent and it is very difficult for them to attract the right talent making a professional recruiter their go to guy.
Misconception - RPO Services is costly.
Truth - On the contrary, small and medium sized companies are the ones who usually get to enjoy the fruits of good sourcing and recruitment practices. As we have had our fair share of working experience with some small yet cool companies, we can vouch for the fact that they are in a dire need of qualified talent and it is very difficult for them to attract the right talent making a professional recruiter their go to guy.
Misconception - RPO Services is costly.
Truth – A
Professional RPO can always work under a budget constraint. As we have said above, small and medium sized
companies who work under a budget constraint can easily avail professional services
at a cost that can be compared to their usual recruitment costs. Moreover the
process of outsourcing is more inclined to the long term benefits of a company
which can be boon to the small and medium sized companies who strive for long
term growth.
Misconception – You loose control over your recruitments activities.
Truth – This
is one of the most common myth RPO Services had to suffer. There is no point of
loosing your control really. In fact you gain control. You can either outsource
your entire recruitment activities or use the recruiter for only some special
tasks in general. You are given a complete control over the final say and a RPO
service provider is completely accountable for everything in his hand over
which can be easily verified using quantifiable metrics.
Wednesday, 28 September 2016
What is Sourcing and how it is done?
The whole process of recruitment is about
two processes: Sourcing the right candidates and selecting the best fit. Sourcing
is the first and most important methods in the recruitment process, that is
kick started as soon as the “Go ahead“is given to fill the vacant position.
What is Sourcing?
Simply put, Sourcing is nothing but searching for talented candidates for the vacant position. The basic purpose of sourcing is to create a talent pool of qualified individuals by using various methods available. Sourcing begins with defining our criteria and locking-in our requirements and then choosing the best method that can give us a better ROI. Traditional sourcing has always been about communicating the job details to the qualified candidates; more the number, better the results.
Over the time sourcing has been through
Advertising in newspapers, specialist and organizational publications and Job
centres. While they are the major go-to methods during those early years; there
have been methods that are duly adopted that made the process of sourcing an
effective one. Recruitment Consultants and Recruitment agencies have made it
easy for the employers by developing standard procedures coupled with their
strong technical and professional skills. In this era, the word sourcing is
synonymously used with the term “CV Sourcing” for the fact that most of major sourcing methods are
centered on CV Sourcing.
Consider this: There are almost an 80 million C.Vs online and 40,000 C.V locations which can effectively targeted by using present day technology to find the list of qualified and talented candidates for the job. These locations may include job boards, niche resume databases, search engines, professional groups, social media sites and networks. C.V Sourcing, being a most important aspect in Recruitment, RPO Service agency is equipped with an entire department with all the technical resources whose major work is to search this wealthy mine of CVs to find the best active candidates and screen them based on their clients requirements and present the fresh list of the creamy layer.
Find more on C.V Sourcing here
Consider this: There are almost an 80 million C.Vs online and 40,000 C.V locations which can effectively targeted by using present day technology to find the list of qualified and talented candidates for the job. These locations may include job boards, niche resume databases, search engines, professional groups, social media sites and networks. C.V Sourcing, being a most important aspect in Recruitment, RPO Service agency is equipped with an entire department with all the technical resources whose major work is to search this wealthy mine of CVs to find the best active candidates and screen them based on their clients requirements and present the fresh list of the creamy layer.
Find more on C.V Sourcing here
Monday, 26 September 2016
Wednesday, 21 September 2016
Why Outsource your Recruitment Process?
True
that you have a well built a strong H.R team who are well versed with
your company and also are well aware of your company needs. But a more
fundamental level there is a small difference between knowing the problem and
finding the solution to the problem. Especially in a market where the
talented individuals are very hard to find, it’s rather a herculean
task to find the right fit. Do you really think your H.R. team can manage this
task all alone while simultaneously managing their other responsibilities? No,
not really possible.
Scaling
up your H.R team might seem like a worthwhile approach. But that doesn’t sound
practical too. Most of your recruitment needs are short term and
employing a permanent team to aid these short term needs doesn’t
sound practical. Does it? It’s a twofold problem: You need an expert team to
handle your specific recruitment needs and you want them dedicated to your
company which is essential for better results. Here’s a simple
solution to tackle this problem: Recruitment Process Outsourcing Services.
A
Recruitment Process Outsourcing Service (RPO) is service where you outsource
your recruitment process to an external service provider, a group of
professional experts who dedicatedly work towards a common goal of
finding the perfect fit for your company. Equipped with a huge network and all
the advanced technical facilities, they have an unparallel access to
everything that helps in doing their job in the best possible way in a short
amount of time. They literally search entire world and make it possible for
you to get access to the right talent. Being the Be it, the highly
technical works like Sourcing data that calls for a
dedicated personnel or high-profile works like “ExecutiveSearch‘’ that demands for a professional help, a RPO service provider
saves both your time and money while delivering a seamless quality service.
The
fact that RPO Services is estimated to grow by more than 50 percent
is the next few years shows how welcoming the market proves to be. Going by
this stat, its high time companies start to avail the RPO Services,
because while you are just contemplating the benefits, your competitors might
have gone ahead with flow to reap the rewards.
Tuesday, 20 September 2016
Wednesday, 14 September 2016
The Evolution of CV Sourcing:
The
whole process of recruiting comprises of two areas in general: Sourcing and
Selection. Sourcing is a process of extracting the information of suitable
candidates and making it possible for them to attend the selection process.
Let
us first get a hang of the recruitment process to get an idea about the
evolution of CV Sourcing and gauge its
importance. The process of recruiting dates back to the early days, Julius
Caesar himself is said to have implemented a referral scheme; gifting each of
the soldiers for one fellow soldier they bring into the army and that is how
sourcing suitable candidature is taken care of.
For the most part of the successive years, this referral system has been pretty handy in filling the vacant positions. The pre-50’s, where industries are often in the demand of workforce in large numbers gave rise to wanted boards that hung in front. This period is followed by the coveted 60’s where advertising the jobs in local newspapers for sourcing candidates is practiced. The following 20 years paved the way for the recruitment consultants, who day in and day out had to squeeze their work hours on the telephone, sourcing candidates using then methods of specialized magazines and job boards. These methods were okay for those times, but as the job market grew in 90’s, online job boards made it easy for the employers to reach job seekers. The considerable increase in the internet users helped this process too. Fast forward 10 years, sourcing candidates using online job portals with an able support from platforms like LinkedIn became a norm now. But as the job market today grew by leaps and bounds and cut throat competition associated with it, these methods of operation prove to be ineffective. Yes, they are not good as they seem, period. Puzzled? Check out our next post in the series to find out the reason.
Click
here for our next post: The Importanceof CV Sourcing.
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