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Flexible Recruitment Model – 3 Key Options

Having a flexible recruitment model
can improve your quality of hire.

So you have an internal recruitment team and they do a good job at managing regular recruitment volumes, but what happens when those volumes spike?

There a few options to choose from...

  • Contract Recruiters
  • Agency Recruiters
  • RPO Provider

...but unless you’ve thought it through in advance, you may end up with something that is expensive, poor quality or both. Having a flexible recruitment model can cut costs and improve your quality of hire.


Option 1: Contract recruiters. This option can work if you have the following in place: 

  • A good project lead who  keeps everything on track, and 
  • Clearly documented processes for the contractors to follow 
  • An intuitive recruitment technology ie minimal training required 

The success of this option also depends on your ability to access recruitment talent. The biggest pitfalls for this option are (1) your ability to find quality recruiters on short notice, and (2) ensuring that these recruiters don’t leave mid-project for another opportunity. Both of these obstacles could equate to missed hiring deadlines.

In short, if you can find and keep the right people, contract recruiters are an attractive option in terms of cost, particularly if your hiring deadlines are more flexible.

Option 2: Agency recruiters. If you wish to use this recruitment model, ideally your organization will have a pre-approved panel of suppliers. If not, put a little bit of time into vetting the suppliers or get ready to manage some variable performance. In the US recruitment agencies typically cost 15-25% of the first year salary depending on the type of role, so they represent a significant investment decision. 

If you go down the agency path, you’ll also have to decide whether to give the project to one company or many. Both options come with their trade-offs. Multiple providers mean you potentially have lots of people out their scouting for you, however, what you don’t control is the amount of time they spend on your jobs. You also end up with multiple relationships to manage and more people to educate which can be time consuming. On the positive side you may benefit from the competitive dash to fill your roles. You also have the option of handpicking different suppliers for different role types. This type of specialization can be a plus, but it typically also comes at a premium. If you hand the work over to one provider you should get better commitment and project management but just be sure to check your supplier has a true project methodology. A lot of agencies tend to work more on a role by role basis which differs greatly from managing volumes via a campaign.

Option 3: RPO provider. In this scenario, the RPO provider is used as an extension of your team or even a SWAT team in some cases. The model gives you more flexibility in what you outsource e.g. you can outsource the end-to-end process or just the parts of the recruitment process that are causing bottlenecks eg sourcing or screening only. In this respect the model can be flexible in terms of complementing your existing resources. It’s a common solution used by start-ups who don’t have their own recruitment infrastructure and large complex business eg global pharma, banking, financial services, as they restructure, launch new products or relocate workforces.

RPO providers will work on a project basis rather than charge a percentage of fees, which can be less than half the price of the agency model even at small volumes of 10 or more roles. There is also a project methodology which means recruiter activity can be prioritized according to the business need ie most effort on the most critical and pressing roles. The downside of an RPO solution is that you will have to commit to one provider for a particular service, so you need to be confident in their ability to deliver. There may also be the occasional role that requires a unique specialization so some combination of RPO plus agency may represent the ultimate solution.

 
 
 

Innovative Recruiting: Five Key Tips

Innovative recruiting is essential
to recruit top candidates

With companies competing for talent and with social media allowing potential candidates to observe a broader picture of organisational culture, innovative recruiting is essential. Here are five tips to help you attract top candidates.

1. Branding

You can hire candidates with the technical skills and the capability to complete the job; however, to increase retention, you need to attract potential employees who fit your culture. To do this, you must be consistent with your messaging across your employer, corporate and consumer brand in all mediums. Another great way to engage employees is to identify your brand ambassadors internally, and look at interesting ways for them to share their story, ideas and thoughts. If they have a large online community then potentially encourage them to share the employer brand of the organsiation from their perspective in their online and offline communities. Making this fun for your employees with speak volumes in the external market as it provides an insight you're your organisation that you're inclusive, engaging and like to play as well as work. Remember that people are looking for a more than job, they are looking for the opportunity to have a better life and career.

2..Video Recruiting

There are more and more platforms coming to market that allow companies to now put video job ads online. ONgig.com, Hellomynameis.co as well as job boards with video facilities allow organisations to not only show the hiring manager talking about the role they are recruiting. Video also provides companies with the chance to show a potential employee where they will be working and who their team will be. Candidates want more than just a written job ad these days. If you have limited visual information on your career site then a video job ad can provide you with the buzz, interest and engagement needed to attract the right person.

3. Gaming

By using gamification, job seekers regularly engage with your brand and share that experience with their peers. An early adopter in this innovative recruiting tool is Marriott, which uses a hotel-themed online game to engage customers and potential employees. This is a fun way to interest and attract candidates to your organisation. It also enables you to test aptitude and cultural fit via games that match the organisational ethos.

4. Talent Pools

Using Talent pools is not innovative recruiting, but the way you build and engage with your candidate pool could be. Having a Candidate Relationship Management (CRM) strategy is essential for success. Understanding what content is of interest, what will engage your audience and how often they would like to communicate will allow you to build your relationship with those targeted candidates as well as developing the employer brand over a period of time in their minds. Social media engagement is imperative with 2012 UK CandE Awards reporting that almost 50 percent of candidates have already had contact with a company prior to applying for a job. More importantly, one in 10 are following organisations on social media. Be prepared to participate in the conversations because social media is best when developed as a two-way conversation.

5. Outsourcing

Whilst recruitment process outsourcing (RPO) has been around for a while, the act of outsourcing all or part of your recruitment process can be innovative, especially in terms of quality and cost control. The cost-of-hire is reduced, and you gain access to a pool of recruitment specialists covering most role types. Add to that the commitment of the RPO to build talent pools using the latest strategies and techniques. An example of this is the Hudson 20:20 series.

Your people are the key ingredient in any business. Attract and engage them through these innovative recruiting tips, and get a head start over your competition.

 
 
 

Part 2: How Can RPO Solutions Invigorate Your Business?

RPO will find the best
candidates to fit your role

This post is part two of How Having an RPO Solutions Partner Can Invigorate Your Business. Click here to read part one. Continue reading about the benefits of RPO and how working with an RPO provider can benefit your company.

Cost Reduction: Outsourcing cuts down both measureable and soft costs. The longer a role is left unfilled, the more money it is costing your company. And placing the wrong hire in a position costs your business even more. Finding the right person quickly will save you money in the long term. RPO will decrease your company's Cost Per Hire and Time-To-Fill and allow hiring managers and HR to focus on high priority responsibilities and own critical roles in the hiring process to reduce anywhere from 30% to 95% of the administrative tasks associated with bringing individuals into a workforce.

Recruitment Expertise - Experienced providers are familiar with cutting edge recruitment strategies. Utilizing emerging technologies keep your campaign fresh and relevant, and RPO solutions providers, specifically the development team, monitor these technologies. With their large databases, industry connections, providers adhere to standards ensuring the best outcome for your hiring campaigns. Blogging, social media and mini-sites are some examples of RPO solutions providers utilize for hiring. RPO provider will introduce best practices and proven methodologies through leveraging a combination social media, cutting edge recruitment tools and traditional cold calling and focused campaigns on the best job fit candidates for your roles.

Speed - Spending countless hours searching for candidates is time consuming, taking your attention away from the business. Another benefit of working with an RPO provider is to offer a simpler, more efficient solution. By cutting down on unnecessary research, and handing it to an RPO specialist, Hiring Managers, HR and Candidates receive a tailored delivery model with defined metrics and an expedited process and you take back your time.

Process Management- Perhaps most importantly, RPO providers take on tedious activities associated with hiring. The small things, often overlooked by many businesses, are kept in check. They develop a customized program, strategies and manage quality control for campaigns and candidate sourcing so you don't have to.

Compliance - From an EEOC, OFCCP and Process perspective the hiring system should be built around your goals and objectives, possess defined Service Level Agreements (SLA) and possess a governance model to ensure the programs results are accomplished and that each requisition and their activity levels are acceptable.

High-Touch - RPO solutions provide white-glove service to both hiring managers and candidates, with exceptional attention to detail only available from educated providers. Campaigns are monitored for efficiency and RPO providers keep your business well-informed of the incremental successes in their campaigns. A candidates experience in your hiring process can make the difference if they select your company or a competitor. A holistic approach to ensure all interactions with the candidate, your social media presence, career site and more tell the candidate how they'll be treated as an employee, your RPO provider should be able to evaluate your current program and offer process enhancements or a hiring process re-design to provide a best-in-class hiring program.

Hudson can help find a solution for your recruitment process outsourcing needs. Contact us today.

 
 
 

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HUDSON

Hudson is a global talent solutions company. We help transform the workplace and unleash the full potential of organizations and individuals. Our expert team and proprietary tools provide you with unique insights and services that help you maximize your success. Across 20 countries, we deliver a range of recruitment, talent management and recruitment process outsourcing solutions to get you and your business where you want to be.