What Are the Steps in Recruitment Process Outsourcing?

Recruitment Process Outsourcing is the process of renting out the support for talent acquisition function to any professional third party. Here, talent acquisition refers to recruiting, tracking and interviewing eligible candidates for onboarding and training them as new employees.

Simply put, recruitment process outsourcing (RPO) includes everything that a hiring requires. However, it is purely based on an agreement between the employer and the placement consultant. For example, a manpower consultant in Delhi may agree to provide the support for sourcing and screening candidates only or carry it out as an end-to-end onboarding process, which includes presenting a job offer, interviewing, negotiating and ultimately hiring the candidate. 

The RPO is an outstanding alternative for remote assistance, especially when business discontinuity is all around.

Why is an RPO important?

There are many reasons for any employer to hire an RPO. Here are the most common ones:

• It helps any organization with speedier, agile and feasible recruitment solutions.
• The organisation or employer does not need to struggle a lot for discovering the candidates with a right set of skills and talent as per the job role because the best RPOs have a culture to provide quality services by default.
• The companies or employers can save hundreds of dollars on standardized recruitment because it takes up the charge of the entire recruitment process at a relatively low cost.
• Some companies cannot invest in AI or advanced recruitment tools and technologies that ensure a variety of tiresome tasks to be done in no time extraordinarily.
• The employer may ask for customising the offer, opting in only a few talent acquisition services that are challenging to carry out by the in-house recruiters.

Steps involved in Recruitment Process Outsourcing

1). Assessing hiring needs

Every employer comes with some unique requirements. Standardised requirements can hardly be found. Besides, the RPO needs to discover what you expect specifically from the knowledge, skills and experience required for the job role. Additionally, you may expect these things to be done expertly from them:

• Analyse the size of the company, salary structure, work culture, growth rate and current reviews of employees to get an insight of the company.
• Clearly determine the job vacancy & requirements of an ideal candidate.
• Figure out the gaps in your team & recruitment performance so that they can be addressed in no time.
• Tracking & comparing inputs with output to determine the bottlenecks and hence, reduce the load on a specific team.
• Regulate performance analysis so that missing qualities, skills and proficiencies can be added to the team.
• Stay actively engaged to remain mindful of who is going to leave, which can help you to hire the replacement without causing much of delays.

2). Prepare job description

Once the requirements are clear, it prepares a comprehensive job description (JD). It helps the potential employees to learn about the company’s requirements clearly. Generally, the JDs are prepared in the form of the checklist or the list of duties & responsibilities that must be compared by the candidates before applying for. It ensures the applications from the right candidates.

An excellent job description carries all these things:

• Job-Title
• Company name & description
• Core values
• Department
• Duties & responsibilities
• Qualifications and skills
• Location
• Industry pay
• Demand (specific skills, knowledge, experience & training etc.)
• Added qualities or a plus to qualities
• Compensation, perks and benefits
• A conversational CTA

3). Talent research

Talent search refers to identifying the right talent and attracting it to apply for the requisite job role. An internal advertising for referrals and external communications through social networks and job portal can also help. The overwhelming talent acquisition requirement can be easily achieved through job fairs and print promotions.

4). Screening & shortlist

Once the applications start coming in, the RPOs move to screening and shortlisting candidates.  It is done in four phases, which are as follows:

• Screen applications as per minimal qualification requirements.
• Sort CVs with the credentials, experience, certification & skill sets that are preferred for the job role.
• Filter applications that enclose both the preferred credentials and minimal qualifications.
•  Filter out any concerns mentioned in the CVs before interviewing.

5.) Interviewing

It’s a one-on-one round, wherein the shortlisted applicants receive an offer for interviews or rejection. The size of the hiring team and their requirements decide on the phases of interviews, as in how many rounds it should be completed. The most preferred rounds are:

• Telephonic screening or video interviewing
• Psychometric testing to assess the productivity of the candidate
• Face-to-face interviewing

6.) Measuring and offer the role

Evaluation brings this process to closure. This is a crucial step as it decides the candidature. So patiently measure the eligibility, productivity and competency of the final candidates. The ones who have patiently completed the paperwork won’t make this ending odd. The acceptance rate will be higher.

In some odd cases, there may have zero candidates to onboard. At that time, follow these guidelines:

• Check for the references
• Make exceptional job offers while mentioning the start date, conditions to work, working hours, compensations etc. in the offer letter
• Make all applicants feel welcomed through non-working stuffs.
• Measure the recruitment process

7). Onboarding & induction

This is the last step when the finalized candidates become the employees of the company officially. Once communicated about the joining date and time, pre-employee screening goes on. It includes references and background checks. After that, the induction is hosted, wherein the company’s policies and rules are shared. The candidates may question and settle down their queries about anything related to the company and policies.