The process of identifying an organization’s talent needs, acquiring, and retaining talents for those needs is essentially human capital supply chain management.
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Recruitment Process Outsourcing is an excellent solution for businesses who need to manage the peaks and valleys of business demands. Use RPO during periods of growth, like taking on a large, new project, adding a new department or opening a new office. As a market place partnering with the top RPO companies in UK, USA, India and the Philippines, serving clients locally, and nationwide, we have the experience necessary to make hiring more efficient.
RPO enables you to take a more strategic approach to hiring – shortening your time-to-hire and increasing talent quality and quantity – all at a lower cost.
Outsource your recruiting process to Highventures Recruitment Associates Network or submit your JOB Advert checking on the RPO Job Type. We’ll handle the entire recruiting and hiring process for you, functioning like your internal recruiting department. Our expertise, tools and technology reveal candidates with the specific technical requirements you need – even if we have to go to your competitors to find them.
Here’s what we do:
- Discuss scope of hiring and job requirements
- Prioritize open positions to fill the most critical needs quickly
- Define hiring process and communication expectations
- Source potential candidates from multiple sources
- Contact potential candidates
- Perform initial phone screen
- Present candidate resumes
- Administer any assessments you request
- Coordinate and schedule interviews
- Share interview feedback from the candidate
- Manage offer and negotiation process
The RPO team will consist initially of a Recruitment Team Leader and Talent Acquisition Specialists for the start. Providing the End to End Recruitment Process from the business development and job detection to the placement on your behalf.
Highventures will provide the accomplishment of Recruitment Process Outsourcing (RPO) which will save you time and money adding a great value to your organization all in a flexible solution. We perform all those tasks, from scratch to end in an efficient way to make sure that our clients are fully satisfied by our work, and that we meet all their requirements.
EVERY CLIENT IS DIFFERENT & EVERY CONTRACT IS DIFFERENT
BUT WE NEED TO MEET UNDER ONE SERVICE LEVEL AGREEMENT.
The quickest way to derail an RPO relationship is to have an executive who does not want it to work
IF YOU THINK YOU’RE READY TO START YOUR RPO PROJECT, READ THIS AND THINK AGAIN.
If not done correctly, an outsourcing solution can be a costly proposition, but more importantly, can lead a lot of missed opportunities to acquire key human resources. “War for Talent” is definitely on and no organization can afford not to have a battle plan.
Attracting and retaining talent is undoubtedly one of the top items on any executive’s priority list. One the most talked-about answers to this challenge is Recruiting Process Outsourcing (RPO). It has become one of the hottest buzz words and fastest growing areas of Human Resource Outsourcing (HRO), with HRO in turn representing as a sub-set of outsourcing initiatives within the broader Business Process Outsourcing (BPO) industry,
As with any other outsourcing engagements, a successful RPO initiative is characterized by clear rules of engagement and consistent quantitative assessment of objectives and delivered results. Although most of the companies realize that need, often RPO engagements fail to establish a well-defined Service Level Agreements (SLA’s)
If you want to succeed in implementing an RPO, you must define Key Performance Indicators (KPI) in accordance to the scope of services being outsourced, establish a Service Level Agreement that would spell out the expected results for each KPI, and then monitor execution of the SLA on a frequent basis.
While the classic definition of Recruitment Process Outsourcing implies transferring the entire talent acquisition and retention function to an outside provider, some organizations choose to only outsource a sub-set of recruiting processes. Each company defines what a successful RPO engagement is based upon their unique needs.
Applying the “end-goal” per-placement/per-hire KPI’s is absolutely fair when a provider has full control over the entire lifecycle like for recruitment agencies working on a contingency model, but other, more granular indicators should be used when you engage a RPO shop for something like phone screening prospective candidates or data cleansing
Generally an RPO provider is consulted for sourcing and/or phone screening, in order to focus into talent attraction pipeline. Several “advanced” recruitment companies, being “victim of their own success” in detecting plenty of hiring demands and opportunities from their clients, start to outsource resume sourcing to focus on their core business development and final interviews in the hiring process, all the remaining phases of the recruitment lifecycle (hiring manager interviews, reference background checks, offer negotiation, acceptance and on-boarding).
Is reasonable to apply the “time-to-hire” and other end-goal measurements access the RPO provider’s performance? The answer is not really. That is where a Service Level Agreement is needed to be negotiate by the 2 ventures partnering in a RPO project.
Since the RPO provider in this case has no control over the entire lifecycle, a better set of indicators of their performance would be “Time to-Qualified submission”, “Cost per Qualified Submission”, “Number of Qualified Submission per a Period of Time”, it’s extremely important to define specific assessment criteria and allowable deviations, such as experience, education, pay range, location/relocation requirement, citizenship limited, etc..
It’s also important to measure internal recruiter’s buy-in and performance by introducing another KPI – “Time-to Feedback”, which is usually the average amount of time elapsed between the time of candidate submission by the RPO vendor and fully-completed feedback submission returned to the vendor by the internal assessor.
Oftentimes, it seems the HR managers are more focused on the immediate cost savings and run a risk of a wrong sourcing selection by going after a vendor who can offer the cheapest rate for a full-time equivalent basis,
SLA’s are meant to capture and summarize productivity and performance expectations, escalation and response procedures, communications and negotiation process which leads to openness, understanding between customer and RPO provider and effectively used to constantly monitor the overall success.
RPO Service level agreements are very simple in concept: they are agreements between an outsourcer and customer on numbers and often on the quality of the people to be hired. They are developed before the RPO engagement starts and may also contain incentives for the provider. They are almost always negotiated, rather than simply imposed by either party.
An SLA might say that the RPO provider will present 15 pre-screened candidates matching client’s open job orders per week for each full-timer recruiter assigned to the account, or that standard turnaround time should not exceed 48 hours from the time of receiving a completed job requisition. It is important to understand that an SLA is a two-way agreement
SLA’s guide the planning and sourcing efforts and help HR leaders establish processes to create robust talent agency
SLA’s outline customer satisfaction. If the agreements are properly negotiated, they, in effect, contain the ingredients of satisfaction. RPO provider and HR manager who have decided what success and quality look like will most likely find that they can quickly determine if things have worked well or not and where improvements need to happen.
SLA’s can be used as a way to compensate and manage RPO Providers. When a portion of RPO provider’s compensation is based on meeting the goals of the SLA, the day-to-day management of RPO provider becomes one of coaching them to success rather than that of monitoring activity. RPO providers will do the best they can to excel to maximize their margins. This approach ensures that providers focus on delivering results that clients see as the priority in their business. An SLA typically contains multiple sections or sub-documents designed to fully describe the entire PRO engagement via a set measurable objectives and goals. Below is a list of sections comprising a typical RPO SLA’s
- Objectives and needs assessment
The Objectives section is really meant to be a roadmap for the engagement. It is very helpful when it comes to discussing Provider scalability
- Scope Statement
The Scope Statement outlines the general areas of responsibility granted to the provider. It also typically spells out methods and sources to be used, sourcing and screening processes and candidate submission procedures.
- Pricing and Cost Estimates
The Pricing and Cost Estimates related the cost or services to the cost per KPI. Depending on the scope of work, this could be either cost per resume, cost per qualified submission, or cost per hire.
- Organization Chart
The Organization Chart shows the key players on each side, with their respective responsibilities and roles clearly defined and assigned.
- KPI’s, measurements and metrics
The sections on KPI’s, measurements and metrics contain non-monetary performance measurements, such as the expected volume of submissions from a single resource per a period of time, and turnaround times on both ends. It also establishes the frequency and protocol for on-going performance monitoring.
- Work schedules and communication
The Work Schedules section describes expected hours of operation and cross-team communication procedures.
- Response and Escalation Procedures
The Response and Escalation section is a logical extension of the communication plan. Its objective is to establish a process for issue. Given that the RPO market is getting saturated with providers whose claims cannot be validated immediately, time spent in ascertaining, negotiating and monitoring a solution is definitely time well-spent.
- Recruitment Associates are specialized in several sectors as : IT ( SAP, Sun, Microsoft, Web & Digital Development..) as well as Finance, Sales, Marketing, Project Management.. As well as Manufacturing, Oil & Gas industry, Health, Teaching… From the low and mid level to the high caliber profile and Executive Managers.
- Talent Sourcers & Recruitment Associates combines many years of experience not only in Recruitment Business Industry but also in several operational fields, management, Finance, IT, Business, Logistics and industry experts.
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From US$ 740 to US$ 970 monthly for remote Recruiters which will include:
- Up to 10 Vacancies / month*
- Unlimited resumes / Vacancies
- Unlimited* CV sent / Advertisements / Social Networking
- Job Posting, Name sourcing, CV sourcing, Data Processing, Reference Checking, Passive candidate screening, follow up, Business Branding, Tracking System registration, Daily reports.
- Customized Recruitment Consultants or Resume sourcers allowance. (from 2 to 9 years exp.)
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We will be:
- Posting client job orders on Highventures, partner job boards and other associated sites as per the instructions of the Client/Managing consultant/Project Manager.
- Screening candidates who respond to job advertisements to ensure their resumes meet the bottom line requirements.
- Sending candidates who have responded to job advertisements emails to clarify any questions that you may have to qualify them or disqualify them from a position they have applied for.
- Utilizing on line sources such as job boards & social media to source passive candidates who match client job orders and to inquire if they may be interested in the position.
- Ensuring all candidates are entered into the company Applicant Tracking System, correctly skills coded and associated keywords set up.
- Submitting batches of resumes for each client job order to the Managing Consultant to review.
- Taking feedback from Managing Consultants and refining searches to improve matches/quality of candidates that are submitted.
- Providing feedback to candidates as instructed by the Consultant.
HOW TO SUBMIT YOUR RPO REQUEST
- Register/Login as a JOB LISTER or RECRUITER | Submit a Job from your DASHBOARD.
- Put the Job Title your looking for and check both options needed in the job type : RPO and Full time or Freelance. (One job advert can open gates to several options)
- In order to enhance results, please kindly provide most of the informations you can related to the job description (Use yours or download the Job Qualification form). You will keep contact with all the Recruitment Associates and RPO providers via the chat box in the main page or phone or email and will receive candidates directly to the provided email. Job Form
- Post the job from your purchased job packs (45 days) or simply post the job for free (1 week) Submit your job assignment
- Submit your job requirement (Job Form) and send us or add the link of your Service Level Agreement, Contract and KPIs - Send us all copies gned scanned copy of the Terms & Conditions to [email protected] with the link of your job advert.
- Your RPO project will be introduced to our Recruitment Associates Network (working remotely and independantly) and to Specialized RPO Firms in UK, USA, Morocco, Romania, India and the Philippines for your to compare and decide on the best RPO strategy.
- You choose your providers - Negotiate directly with RPO firms - Highventures will be the contact point for Recruitment Associate assigned in your project.
