Recruitment Process Outsourcing (RPO)
Though it may sometimes seem that way, all the good employees are not already taken. Perhaps you just can’t find them, and some prefer it that way.
It’s even worse than trying to find a needle in a haystack. Today’s top employee prospects aren’t necessarily hanging out on Internet job boards, or for that matter, even on online professional networks. Many aren’t even looking for a job. The best recruiters know that they have to lure top talent away from where they’re working now.
Complicating the effort is that you need to approach the search from a cost-effective standpoint. Recruitment for most larger organizations has become a numbers game – it’s a systematic search to generate a continuous stream of potential candidates. The tools may be high tech, but the cost must remain low. And this part of the search has to be done before you bring in well-compensated people with extensive recruitment experience to make contact with candidates. The groundwork may be time-consuming, but it doesn’t require specialized skills.
That’s what makes virtual assistants perfect for this activity. They have the skills to build resume databases, research candidates, and process applications. Many VAs choose to specialize in the area of recruitment process outsourcing and a nearly nonexistent learning curve means you’ll welcome a seasoned, focused search professional to your recruitment team immediately.
Shouldn’t your own HR department do this? That’s your choice, but it’s much like buying a new car because you got a flat tire. Much of the initial recruiting process is only an administrative activity. It’s intelligence gathering, sorting, and preparation. This is not an efficient use of your company’s internal resources.
Your human resources professionals have an important responsibility. They are there to interface between management and the workforce. Employee costs continue to rise. Shouldn’t your HR team focus on activities that contribute value and increase productivity?
Your virtual recruiters can assume responsibility for preliminary screening. They’ll select candidates that meet the requirements of the position. They can contact these candidates, and even conduct preliminary interviews to shortlist selections. The virtual approach to finding leads and candidates can be accomplished without taking away time from in-house recruiters or an HR department.
In addition, outsourcing recruitment is scalable. RPO programs ramp up or wind down quickly with no repercussions to your organization. Jobs are no longer dependent on the whims of the economy and your overhead quickly adapts to the nature of your business.
We’ll connect you with the experts to find and screen the qualified talent you need—and we do it for less.
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