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8 Secrets RPO Providers Use to Optimize the Recruiting & Hiring Process

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Posted by Andy Roane

May 5, 2016

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The job of a Recruitment Process Outsourcing provider is to optimize the processes and tools surrounding the candidate experience. Often, this means crafting and implementing proven practices to increase a company's ability source, recruit, and hire candidates.

What makes Recruitment Process Outsourcing (RPO) providers the experts? Well, it's a number of things of actually, but at the core of it all is the hiring process. RPO companies are process junkies when it comes to corporate talent acquisition. That's because while every company has a unique recruitment strategy, employee value proposition and open job requisites, a well-developed hiring process is the common denominator. 

 

 

8 Secrets To Optimize The Recruiting & Hiring Process

To operate like a lean mean RPO recruiting machine, use these eight recruitment strategies to amplify talent acquisition within your organization.   

 

Calculate the Talent Deficit 

You need to get a grasp on whether talent acquisition is operating in the red, and if so how badly. To do so, take the total number of open jobs and deduct the total number of jobs filled over a two month period. This should give you a quick temperature read, but you can easily look at historical trends to predict future hiring volumes or trends by following the full process listed here. 

 

Determine Whether HR/TA is Hitting a Breaking Point

The skills assessment process is how you begin to understand your departmental and organizational needs. From hiring trends to bottom line savings, having the ability to quantify and qualify workforce skills is step one in determining whether your existing recruiting resource can meet your organizational workforce needs. 

 

Ditch the Recruiting Handbook

Long gone are the days where recruiters could rely solely on jobs boards to fill open positions. The rise of social media, big data, and mobile recruiting technology makes finding a needle in a haystack a realistic (and a very much expected) task for recruiters. As the leader of your company’s talent acquisition process, really ask yourself, has your team raised the bar on its recruiting strategies?

Build a Talent Community

It’s reported that 77 percent of job applicants receive no communication from the organization after applying to an advertised position. RPO programs tend to work best on difficult-to-fill-positions or high volume jobs, and when candidates who are hard to come by have submitted their information. So you can bet there's a proven process and great value in capturing and maintaining a talent database. Learn how to effectively communicate with candidates when you need them the most and the least.  

 

Develop a Sourcing Strategy for Passive Candidates

The trick to passive candidate sourcing is to build lines of communication into the talent communities you need before you need them. And, while that sounds more philosophical than actionable, we break down the three ways to recruit passive candidates in this post. 

 

Be a Recruiting Process Superhero 

What’s really important to realize is that when candidates end up in long submittal and interview cycles, the likelihood of them accepting the position shrinks. What’s worse is when the candidate declines the offer, and the vicious cycle resets. The process for getting candidates into the pipeline and through the process should be efficient and consistent with your brand. Sometimes this means your HR management process may need superhero-like help.

 

Start with Employee Engagement

When you’re time to hire is painstakingly slow, everyone suffers. Longer hours, increased workloads and high pressure situations means unhappy workers; often with one foot out the door. Consequently, adding to the never-ending list of unfilled jobs. Creating happy, engaged employees will attract other good workers and high performers.


Get a Hold of Your Recruiting Technologies 

An Applicant Tracking System (ATS) can help an overburdened HR department; however, it’s not a replacement for human interaction and decision-making. Learn how to maximize your ATS so that data is accurate, follow-up is complete, and the technology is leveraged to its fullest potential.


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Andy_Roane

 

Andy Roane is the Vice President of Recruitment Process Outsourcing (RPO) for Yoh. Roane brings more than 15 years of human capital industry experience to the role, including six years as Vice President of Operations for PeopleScout, where he led RPO engagements with Fortune 500 companies.

Topics: Recruiting Trends, RPO

Disclaimer: The opinions expressed on the blog site represent those of the author and do not reflect the opinions of Yoh, A Day & Zimmermann Company. Yoh is not responsible for the accuracy of any information supplied by guest writers. 
Recruitment Process Outsourcing for the CXO

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