Recruitment Process Outsourcing (RPO)
HR Process Offshore Outsourcing or more commonly known as RPO entails "outsourcing of select tasks within the Recruitment process" to an offshore service provider.
Recruitment firms, Head Hunters and HR Teams could outsource the back-end activities in their Recruitment Process. These activities could be Web Research, Resume screening and other internet based activities. Outsourcing these activities, enables Recruiter's to devote more time to more value adding activities such as interacting with Candidates and Hiring Manager.
Benefits of outsourcing to CAPS Innovative such activities would include
Offering a much higher level of customer service by freeing up more of a Recruiters time enabling them to focus on interaction with candidates and hiring managers.
Tapping into CAPS Innovative resources and tools resulting in an increase in your candidate sourcing capabilities.
Augment your customer handling capacity thereby increasing the clientele and hence increasing revenue.
Reduction of more than 60%-70% in costs of researchers and the cost of infrastructure and other overheads.
Manage spurts and troughs in business more economically and efficiently without building up permanent overheads.
Provide a virtual 24x7 service to clients taking advantage of time zones
Resume Screening
Recruiters are often inundated by CV / Resume response when advertising on Job Boards.
According to industry statistics, as many as 90% of all CVs / Resumes received by Recruiters are unsuitable for the advertised vacancy. Clearly, screening CV's / Resume's costs the recruiter a lot of time when their focus should be on core Recruitment activities.
When outsourcing your CV / Resume Screening, a specialist Researcher with specific sector experience will read each CV / Resume to evaluate relevance to the job specification. From basic sorting through to detailed pre-screening including; online application forms, questionnaires & tests, CAPS Innovative can organise candidates CV's / Resume's in relation to key criteria or can rank them in order of merit.
Outsourcing your CV / Resume-screening requirements to CAPS Innovative means that we create the short-lists so you can concentrate on doing what's important- managing the right candidate for the right job.
By breaking up the Recruitment Process into various activities, one can identify the activities that provide outsourcing benefits.
The next step would be to get into a detailed Service Level Agreement (SLA) which would detail out the Operational Level Activities from the client side and SLA’s from CAPS Innovative side.
The typical parameters would be as follows
Requirements Specification Analysis - Onsite Client
Research, Resume Search and Candidate Identification -CAPS Innovative
Candidate Submittal and Feedback Gathering from Onsite Client - CAPS Innovative
Candidate interaction (in case it is offshore) - Onsite Client
Ongoing Optimization - Joint - Onsite Client and CAPS Innovative
Requirements Specification Analysis
For each new role submitted by onsite client, their local Sourcing Consultant will
Evaluate the customer's position profile
Work with the customer to better clarify the requirements of the position
Gather sample resumes (if available) of on- and off-target candidates
Determine the resources to use and suggested search techniques to find appropriate candidates
Submit a set of instructions to CAPS Innovative Placements for each daily search, complete with feedback from the last set of results.
Research Resume Search and Candidate Identification - CAPS Innovative
CAPS Innovative Placements will
Be responsible for pulling names, email addresses, resumes/profiles and other information on target candidates from resume databases, open web searches, passive candidate databases and other innovative search techniques
Reporting in template format in addition to sending resumes or profiles gathered
Send each day's research to Onsite local Sourcing Consultant for review and refinement
Carry out additional tasks as requested by Onsite local Sourcing Consultant, which may include deeper candidate or company research and profiling or initial candidate outreach.
Candidate Submittal and Feedback Gathering
Onsite Client's local Sourcing Consultant will
Be responsible for submitting candidate information to customers
Gather feedback on each day's submittals from the customer if possible
Ongoing Optimization
Onsite Client's local Sourcing Consultant will
Refine the sourcing strategy on a daily basis and work with CAPS Innovative Placements to optimize sourcing efforts.
Periodically identify additional resources that may assist in a more effective search
Participate in a weekly phone meeting with CAPS Innovative Placements to evaluate results
Share weekly candidate submission and quality statistics with CAPS Innovative Placements.
Planning and Complete execution of your hiring needs
Our Clients receive personalized service from our Consultants who are clued on to their respective Industry and the latest buzz there-in. Our consultants keep abreast of the latest developments in the industry, the companies in those Industries and the personnel there-in. This approach leads us to get you the top performers for your companies.
Our Processes for Candidate assessment are the key to refer the most appropriate candidates for your Company. Expertise in our industry practices allows for professional assessment, comparisons among top candidates as well as discrete reference checking.
Our consultants approach each executive search assignment with a consistent, time-tested, five-step process, derived from experienced recruiting
1) Ascertain and Finalize Specifications
Ensure understanding of client's business and the specific requirements
Obtain client consensus on position's scope and responsibilities, compensation package, reporting relationships and profile of the desired executive
Develop the search plan
Review and get feedback on the search plan with client
2) Identify and Evaluate Candidates
Follow a maker checker concept so that each assignment is executed by a team
Screen and evaluate candidates including personal face-to-face interviews wherever applicable
Narrow list of candidates
Prepare background profiles
Send profiles to client
Feedback from client
3) Interviews
Facilitate client interviews of candidate
Obtain feedback from client and candidate
Conduct reference checks if required
Select finalists to be interviewed
Feedback from client and candidates
4) Select Executive
Conduct finalist interviews
Negotiate salary and benefits
Feedback
5) Follow Up
Ensure smooth transition and assimilation for executive
Ensure client satisfaction
Feedback
