Services Offered by Recruitment Outsourcing Consultancy in Bangalore

When recruitment process outsourcing began, it was a very much niche and limited to hiring and the process.  Eventually, to match up with the competition in the market, many providers started adding services that served as differentiators. These days the clientele are looking not just for recruitment or hire but add-ons like application process personalization, candidate engagement and brand building as well, that too as a part of the package.

Furthermore, branding has become an integral part of the RPO delivery model and this is because its helps filter every aspect of the process of recruitment.  Let us look through services that the RPO service providers offer their clients – 

Recruitment Process Outsourcing – RPO involves a gamut of services clubbed into one right from job profiling, sourcing, screening, testing, interviewing, on boarding and orientation using data driven methodologies and technologies. It takes care of complete lifecycle of recruitment 

Temporary / Permanent Staffing/ Contract to Hire  -  The services include providing staffing solutions that vary from temporary, permanent as well as contract to hire where staffing is done through an umbrella employer company.

On site Recruitment Consulting – The service involves bulk recruitment at a particular location to meet urgent workforce requirement.

Outplacement Services – The service helps employees of companies that are looking to lay off its employees with job consultancy services. This service includes career advisory, counselling, training in current job search techniques, helping with resumes and cover letters, to name a few.

Branding and Sourcing Solutions -  This service involves creating positive influences in order to attract, hire and retain the best talent by establishing an emotional connect with them and thereby enhancing their productive capabilities. 

To meet the ever-increasing needs of clientele, even RPO’s are utilizing advanced recruitment technologies that help in brand awareness and engagement as well as digital tools that like video interviewing, mobile based job application facility, feedback and follow up features. Some recruitment agencies partner with their clients and involve brand specialists for highlighting and spreading their brand message across point of contacts of their candidates. 

3 most valuable contributions of Recruitment Process Outsourcing

An RPO or Recruitment Process Outsourcing Provider is a third party resource which handles all the HR activities for the company. Smart or dumb, Recruitment Process Outsourcing is the call of the day.

Now-a-days companies rely on third party service providers who expertise in Recruitment Process Outsourcing. The internal hiring, training, selection process as well as the induction formalities are all handled by the RPO agency. To derive maximum benefits of such a strategy it is essential to understand the nuances of the game.

The various culminating factors are-

• ·         Increase in productivity issues
• ·         More saving in time and money
• ·         Narrowing the gap between the contractor and the company

Productive task force is the primary benefit of the RPO. As more and more RPOs come into existence, we can safely come up with a more target-oriented workforce. Time cuts are another benchmark when it comes to using RPOs for hiring of new recruits. Also cost cuts can be brought about because there will not be any need to assign newer jobs to present employees. So RPO helps to propel the business forward.

The service provider and the outsourcing company can be expected to bridge the gap between them so as to maximize the profit margins for both of them.

When it comes to Indian Recruitment consultancies, hype for RPO services are pretty high. Cities like Pune, Bangalore,. Noida and Gurgaon are leading, when it comes to providing RPO services. You can see many Services providers in Bangalore too. If you are looking for a best RPO consultant Bangalore, then you can find countless service providers by a simple Google search.

So to conclude, high quality workforce can be attained by the use of Recruitment Process Outsourcing.

The pros and cons of Recruitment Process Outsourcing (RPO)

Recruitment Process Outsourcing is here to come.

Recruitment proves to be a tenacious task when it comes to small and medium sized businesses. The reason for this, being recruitment requires large scale efforts in terms of money and man-power. So recruitment is now-a-days outsourced to organizations which specialize in recruitment processes. These RPO firms serve to hire the right candidate at the right package.

The RPO providers ease the work of the HR department of organizations which usually is involved in taking care of the internal corporate relations. RPOs go through heaps of resumes, schedule interviews of shortlisted candidates and perform the joining formalities as well as the induction programs.

The various opportunities which work well with the RPOs are-

Economies of Scale

Economies of Scope

Variable Cost

As the scale of recruitment in RPO organizations is markedly larger as compared to the HR department of small and medium sized businesses, the costs of recruitment in an RPO is low. The scope of recruitment is also high as compared to the internal HR department. The fixed costs of recruitment is claimed to have changed to variable costs due to the quality and volume of recruitment handled by RPOs.

The various challenges faced by RPOs are communication between the RPO and the sponsoring organization as well as the communication between the candidate and the RPO is a major risk undertaken. Going through the expectations of both sides is a tricky situation. An outside provider may not be able to conform to the specifications of the HR and the right perspective of hiring the candidate. Finding the right candidate is a process which acts on mutual trust which can be easily broken by the RPOs. Some RPOs do cheat on short term gains and so are more involved in scrupulous means.

So in order to provide a cost and time effective solution to end-to-end recruitment, we must give a try to RPO providers.

RPO – Recruitment Process Outsourcing

What is RPO Means?

After the boom of BPO - Business Process Outsourcing and KPO - Knowledge Process Outsourcing, now it is the turn of RPO - Recruitment Process Outsourcing. The first two types of process outsourcing have been a global phenomenon. RPO is a fairly new process outsourcing that has been gaining grounds locally and aiming to lift out the burden of head-hunting business of the corporate sector.

Why RPO?

With recession having hit every sector of the industry right from banking, IT, finance, retailing, manufacturing, pharmacy and life sciences business houses quickly resorted to downsizing, cost cutting and took to austerity measures by spending less on everything, including the hiring process. So with not much going on hiring front, many organizations went into downsizing their HR team or letting it hibernate. Also, the hiring patterns being seasonal or cyclical, the fixed cost of maintaining a recruitment function within a business house during the quiet times that can go ready when needed would otherwise be unnecessary for the business. Over the last 2-3 years things have started to look up with Asian countries being led countries like India, China, Malaysia, etc performing well. On our home front, the corporate sector in India is steadily growing and hiring has become imminent. With a need for new recruitment, many companies that had downsized HR departments post recession are taking to RPO.

Benefits of RPO

The major benefit exists on the cost front, with the potential to fundamentally change the recruitment cost. By establishing a variable cost structure with the service provider, RPO gives the opportunity to establish better value for money, with the recruitment costs truly paying only towards the recruitment outcomes. Some of the RPO have specialized in the process of hiring candidates from specific domains and verticals. RPO is not just about recruitment agency or a headhunter into short-listing candidates for a business house. It actually goes way beyond this. A RPO firm assumes ownership of the entire hiring process for the business house that includes everything from resource management of putting together the whole employment value proposition, to the sourcing strategy for every element of recruitment. For a business house to hand over this level of responsibility to a recruitment firm sounds like a big risk and nonetheless a big step for the recruitment firm.

With every employee of a company being its numero uno asset, it becomes imperative getting the right people is of critical nature for any business house’s growth and development in the long run. As companies spend a lot on every employee’s training, appraisal, salary, retainment, growth and development, it is critical to outsource the responsibilities to the right RPO firms which act as the specialized consulting firm to recruit the requisite human resource with proper blend of skills and talent.

The upswing in market has slowly and steadily seen many businesses emerge out successfully. The slump in the job market now looks to be a thing of past, with some business houses even giving the first big pay hike to their employees.

RPO in India

With such a scenario, the RPO in India need to improve on the quality of services they are offering. Since the job market is growing steadily, many new HR firms are mushrooming and do not have the right kind of expertise and knowledge to deliver. Most of the RPO in India are very much metro centric. RPO in city like Bangalore are doing pretty well. Since most of the corporate offices are located in Bangalore and there is sudden spurt in hiring, and many HR firms offering their services, it is difficult to pick the right one to outsource the hiring process to. For many companies though the benefits exist in RPO, there are some issues that need to be looked into about your RPO partner. Since this sector has been gaining traction only as early as nineties, the industry has mushroomed, with more vendors competing in the same space. RPO still being a relatively new industry, only few vendors are specialized in providing RPO quality services. Many observers are expecting to see the industry continue, with acquisitions and merger and consolidation activity among vendors, with weaker vendors falling by the way side. In the near future many plan to go to smaller towns to tap the local market as many bigger companies are setting up their units in small towns due to low setup cost and to tap the local talent pool. With the employment scenario taking a healthy turn in India, hiring of RPO firms by companies for their recruitment solutions would certainly play a vital role in near future. And this would certainly ease the burden on the HR operations of a company.

Ultimately there is no correct conclusion as to whether RPO is the right path for a business to tread on for its manpower procurement; the answer will depend on particular business circumstances, and the attitude of individual HR departments towards the value that they can bring by themselves to the process. The key selling point for most vendors in this space is niche expertise. And as the oft-predicted talent shortage begins to take its toll, any company that doesn’t have sufficient expertise in- house, is likely to look to a third party – RPO, for solutions. The established vendors have the regularly updated repository of the talent pool with them that gets updated on regular basis using different tools that exist to facilitate that. One thing seems for sure that RPO in India or RPO in Bangalore is here to stay in the HR executive’s playbook.