Outsourcing of recruitment processes is still new for many companies, who have not yet adopted this practice. However, a majority of new-age startups and even established organizations have adopted recruitment process outsourcing (RPO) in order to enhance their productivity, and reduce the turnaround time in filling up crucial positions.

Some may not realize that there are options to delegate or improve the existing (age-old) recruitment processes. Others may stay with other traditional solutions because either that is the case always, or the boss prefers to follow old paths for recruitment.

However, if you are really willing to adopt the best processes of recruitment and want to settle only for the best candidates for the available positions, here are six amazing advantages of recruitment process outsourcing that will convince you to move ahead and give it a try:

Reduced Recruitment Costs and Turnaround Time

This is one of the main reasons why organizations choose recruitment process outsourcing services. Organizations spend a lot of money and time on head-hunters and job boards, still, they are not able to get the right resource at the right time. For other companies, time is simply wasted on long-term hiring processes or outdated (or missing) technology.

In such scenarios, the cost of hiring a resource goes up, and even with the increased cost of recruitment, the hired resource is not always of the optimum skills and experience due to sub-standards screening processes. By hiring an experienced RPO service provider, organizations can reduce their recruitment costs, streamline their recruitment processes and find great candidates, and all this with less time and a reduced budget.

Scalable Recruitment Ability

Another amazing benefit of recruitment process outsourcing is accelerated and scalable recruitment process in case of emergency. With in-house recruitment teams, it becomes a tough (or impossible) task to complete immediate hiring needs. In case if an organization needs bulk hiring for an immediate contractor to set up another business arm at a different location, meeting immediate recruitment needs is a nightmare.

Recruitment process outsourcing firms are of great help in such an emergency situation. With their skilled pool of recruitment professional and experts with niche domain expertise, they are able to meet immediate demands well. So, fast-growing companies, as well as an established organization, can get help in scaling their recruitment capacity to meet growth.

Consistent and Predictable Recruitment Process

Candidates do not like it if they are unaware of the status of their application. The absence of a transparent, systematic, and tech-enabled recruitment process makes it problematic for both recruiters as well as for candidates.

Recruitment process outsourcing can help you collect everything together and make the recruitment process transparent, consistent, and predictable for both parties (recruiters as well as applicants).

Enhanced Resource Quality

Recruitment process outsourcing companies with a proven record of accomplishment have a team of domain experts, who can screen the candidates at different levels of application and hiring and come up with only the most suitable resources for the job. They know that a great candidate is not only a combination of just experience and education but also personality and previous achievements.

Reduced Attrition Rate

A prime challenge for every organization nowadays is to control the attrition rate. This is a threat that impacts the growth and future prospects of organizations severely. Employing the recruitment process outsourcing companies help reduce the attrition rate by focusing on the stability quotient of a resource before hiring. They also look at the market trends and factors that cause a resource to look for other options and create a proactive plan to retain existing resources and retain new recruits for a long duration.

Enhanced Brand Reputation

The brand reputation of an organization is very important when a new candidate screens for the company before confirming their application or accepting the letter of employment. The company’s identity as an employer and every aspect of the recruitment process impacts the brand’s reputation.

By having a perfect recruitment process, backed with an RPO expert, a brand can enhance their reputation in the eyes of potential candidates. This eventually helps your company become a better place to work.

Conclusion:

In general, recruitment process outsourcing helps a company in many other ways that simply lower recruitment costs or provides multiple benefits (some of them explained in this blog). So, if you are a business owner looking for a stable solution to your company’s recruitment needs, its high time for you to decide hiring an RPO partner.

Anshuman Sinha

I am an Entrepreneur, Angel Investor & CEO @ Optizm Global, the Right Fit Recruitment & Placement Agency. I am also Executive Director of TiE SoCal, a non-profit,  global community welcoming entrepreneurs from all over the world. We believe in the power of ideas to change the face of entrepreneurship and growing business through our five pillars: Mentoring, networking, Education, Incubating and Funding.

https://optizmglobal.com

Blockchain is a growing cryptocurrency technology. Without a central authority, it helps to maintain a controlled book of transactional history on everything purchased. Basically, there is no intermediary anymore; it is a transparent market for the transactions of goods and services, without the time needed to register the transaction and the costs and labour associated with it.

With a finger on the pulse of the job market, Blockchain Recruiting Service provider knows their stuff. They know how to contact available talents.

On the part of job seekers, it can be frustrating when you do not hear the answer from the company. But working with a Blockchain Recruiter can increase your employability. Blockchain Recruiters have an extensive network that can help connect applicants with ideal organizations. It’s like having one foot in the door.

For companies and job seekers, you can avoid the competitive market. You can avoid the stress of a time-consuming and even daunting process. Here are many advantages of having a Blockchain Recruiting Services.

1. Access to relevant talents or job offers

The Blockchain Recruiting specialist has access to non-public information that most people cannot see in an open space. Thanks to internal tracking in the blockchain industry, this recruiter can provide the necessary connection.

Most companies do not often publish their job offers. So it happens that the internal staff will try to fill the positions privately.

Without Blockchain Recruiting Services, potential candidates will never have the opportunity to apply for a job. It usually deprives the company of valuable alternatives to choose from; has a limited pool of talents.

2. A smaller pool of talents

Make no mistake if you have a smaller pool of talents compared to a limited pool of talents. With restrictions, the company limits itself to exploring the full potential of the candidates market. But with a smaller pot, you can expect that the selection has already been filtered. What remains in the pool is a reliable, best talent.

This is how the Blockchain Recruiting Services provider can provide a smaller pool of talents that has already passed the selection process, eliminating not from a good group.

3. Having a personal adviser on your side

The recruiting blockchain will not only help you get the right talent or work; he can also act as a personal adviser in matters related to employment.

For job seekers, Blockchain Services Recruiter can advise them what the best practices are for securing work. For companies, they can update them on the basis of applicable rates of pay and other regulations, and advise them on economically feasible options.

4. Eliminates the longer waiting time for an opinion

One of the frustrating issues in the recruitment process is not recovering from the company or, in the latter case, the applicant. With a recruiter, there is someone who can provide updates on the status of the application.

It is important for job seekers. To find out if they got jobs as early as possible, they will help them to move to a different work perspective. Companies can also benefit from knowing if their chosen candidate wants to push the application. Otherwise, they can choose the next candidate.

5. Save time

Time is gold. For companies, it’s better to spend so much time and resources on income-generating activities. Get away from it and it will affect the final result.

With blockchain recruitment, companies do not have to spend a lot of time, effort and resources to find the right talent. They simply delegate the recruitment task and continue their ordinary activities.

Conclusion:

The Blockchain technology potential cannot be ignored, but with any kind of technological innovation, we cannot be sure how it will affect our companies. Companies also save money, which entails general costs such as pay and other benefits for these employees. With a blockchain employer, companies simply pay a certain amount as an incentive. This amount is minimal compared to maintaining your own recruitment team.

Alfeesha Mulla

I am working as a Hiring & Recruiting professional @OptizmGlobal (a Staffing & Placement agency). With 5+ years of experience in Talent Management, I have an expertise in recruiting with a constantly changing world of technology.

https://optizmglobal.com/

Recruitment agency can hatch and take care of your fledglings

Outsourcing is not really a new trend. Nature had it long before we learned to outsource.  Asian Koel outsources its parenting by laying its eggs in the nest of a crow. Outsourcing the recruitment process too can be as brilliant and as effective, especially when you experience a spike in hiring, when you feel a need to strengthen your internal resourcing or when you are planning in advance for a hike in hiring.  Outsourcing recruitment not only takes care of your needs but also gives your company a complete and wonderful make-over taking your business to a whole new level. Not only does it reduce costs and increase speed to hire, it also adds permanent value to your hiring process.

It takes your hiring process and smoothens out any wrinkles in it

It is vital to analyze your current hiring process for effectiveness and efficiency.  The recruitment agency that is contracted is able to diagnose the hurdles you have in your hiring process. With the experience they have and the fact that they are fully focused on the particular function of recruitment, they are able to make continuous improvements.  Also they provide real-time metric of the recruitment initiatives, like processed applications, time to fill and candidates hired.  This way your recruitment process remains wrinkle free.

Give your company a complete makeover in and out

Outsourcing recruitment can make your company an “employer of choice.”  Never underestimate the power of brand name. Aspects such as offering a consistent recruit-to-hire process and providing feedback to a candidate who could not succeed in the recruitment process takes the business to the next level.  It gives you that distinguished scent that attracts the best employees. And with the best candidates as employees the quality of your work at your company improves. Therefore the makeover your business gets is both internal and external.

Helps you not to beat around the bush but to aim rewardingly

When you are searching for a specific talent, the usual recruitment strategy might be like beating around the bush, you end up with nothing. The outsourced recruiting process would be able to tailor the process and create new processes to aim at a specific talent. They also provide proactive talent management services. They can create talent pipelines for future openings by means of social and mobile tools.

No more lost candidates

None of the candidates like uncertainties with regard to their hire. They do not want their applications lost in a huge pile. Outsourced recruitment will ensure that the recruit-to-hire process is organized and standardized. Helping the candidates know where they stand in the process of hiring is important. It makes your process consistent and predictable. Such predictability gives the prospective employee a positive experience, while it streamlines the recruitment process. A recruiting agency is able to ensure these are done.

So outsourcing recruitment can bring into the organization key capabilities and resources that it may not possess. It ensures a sustained hiring success. It also enhances the organization’s ability to attract talent and retain it. Thus, it takes your business to a whole new level.

Anshuman Sinha

I am an Entrepreneur, Angel Investor & CEO @ Optizm Global, the Right Fit Recruitment & Placement Agency. I am also Executive Director of TiE SoCal, a non-profit,  global community welcoming entrepreneurs from all over the world. We believe in the power of ideas to change the face of entrepreneurship and growing business through our five pillars: Mentoring, networking, Education, Incubating and Funding.

https://optizmglobal.com

Some think that if you want a job done well then DIY (Do it yourself) is the way ahead. Well that may be true in some cases. But is the DIY policy effective for recruitment? To do things yourself, you need many tools to accomplish the task at hand and you also need the time to that end. So is the recruitment process. You could do it yourself, but you would need all the tools to make the right hire allot sufficient time, time which you could perhaps use it in taking care of your company. Believe it or not, in this regard “getting it done” is more efficient than “do it yourself.” Let’s see why.

Many little expenses make a huge loss

Tools of hiring are expensive. The man power, advertisement, job boards and background screening cost money. And these expenses could steadily increase. Recruiting professionals have all these under one roof. When a company lets them handle the recruitment process they are rolling all the costs into one. This saves money on a bad hire and saves on the cost of having an infrastructure to take care of recruitment. Therefore in the long run money is saved.

One less role to juggle

At times there is more than one role to juggle in a company. It is all the more so true if the company is expanding with tremendous speed.

• During this time the company may not have a flexible recruiting team and so others may have an additional role to juggle.
• This might affect the quality of their work. But recruiting professionals have scalable teams to accommodate the urgent needs of the company.
• They are able to dedicate all of their time to recruiting.

Letting the professionals handle the recruiting process not only saves time but also enables the existing workforce to deliver quality work.

Zeroing in on the best candidate made easy

Zeroing in on the best candidate in a sea of candidates is tedious. And it could be risky because, if you delay your selection even slightly your competitor might get hold of the best candidate. Recruiting professionals are experts in recruiting because they have the needed expertise and experience in zeroing in on the best candidate for your company. With the tools they have they can locate him/her at times even before he is out in the market looking for a job.

More attractive employment brand

A candidate is first attracted by the image your employment brand processes. When all the recruiting processes are organized well and function well, the brand name becomes attractive, and the best candidates are attracted to your company. When that happens, the quality of his eventual contribution to your organization improves. If the candidates have a good experience they will surely talk about it, which further adds to your employment brand image.

Letting professionals handle your recruitment process contributes to the overall financial health of your company, and makes it look pretty from outside. In this regard, Optizm Global could be your one stop solution. The company is renowned for its astounding skills to help businesses scale-up. Get in touch with the professionals here and experience efficient recruitment process.

Anshuman Sinha

I am an Entrepreneur, Angel Investor & CEO @ Optizm Global, the Right Fit Recruitment & Placement Agency. I am also Executive Director of TiE SoCal, a non-profit,  global community welcoming entrepreneurs from all over the world. We believe in the power of ideas to change the face of entrepreneurship and growing business through our five pillars: Mentoring, networking, Education, Incubating and Funding.

https://optizmglobal.com

“Great vision without great people is irrelevant” – Jim Collins

This quote by Jim Collins perfectly summarizes the importance of having the right people for the right job, because at the end of the day, you bet on people not on strategies. No matter how good your strategies are, how good your plannings are if you don’t have right and reliable people to implement, consider your planning to be a fail.

A CEO of an American Company after visiting Alibaba in China said Jack Ma, “You are here at this stage and successful because you have 100 madmen like you.” So, now you know how important it is to have people matching your level of madness, dedication, efforts, and approach.

No leader becomes a leader without a stellar team, because Alibaba is more than Jack Ma, Apple is more than Steve Jobs, Space X is more than Elon Musk. These people became what they are because of the brilliant team they hired or were working for them.

Hiring the right person can make or break your business, so be peculiar about the process.

Benefits of hiring the right person:-         

• The right person will be helpful in managing your stress. They will not be a reason for your stress.
• Right hiring is good for your ROI; if you hire someone the employee will levy some charges on the company such as salary, perks, internet, computers etc. If the hiring is not right the ROI will be zero (or sometimes negative).
• The time-vested in the hiring process will be a waste if the hiring is done proves to be wrong.
• A good hiring will decrease the workload whereas the wrong one will overburden you mentally and economically.
• The productivity directly gets affected by the choice of hiring you to make.
• A good hiring not only benefits economically but is also good for your office environment. It may add the positivity in the office environment.
• Right employee will gel up with other employees and help you develop a motivated team. A bad hire can ruin the morale of your entire team. Positivity in attitude matters!!!
• You don’t have to deal with the damage that a bad hire can do for your company, once hiring is done you can sit, relax and think about more ways of growth hacking.

The process of hiring a resource is crucial for the growth of any organization. A wrong hire will not only impact growth, it can also impact the future vision and delay the outcome.

Anshuman Sinha

I am an Entrepreneur, Angel Investor & CEO @ Optizm Global, the Right Fit Recruitment & Placement Agency. I am also Executive Director of TiE SoCal, a non-profit,  global community welcoming entrepreneurs from all over the world. We believe in the power of ideas to change the face of entrepreneurship and growing business through our five pillars: Mentoring, networking, Education, Incubating and Funding.

https://optizmglobal.com

“Engaged, enthusiastic, and loyal employees are pivotal drivers of growth and health in any organization.” – Patrick Lencioni

All companies understand that engaged, enthusiastic and loyal employees are critical to the success of their organization.

Yet, one of the biggest barriers, to assembling a successful team is the lack of investment of either time or resources in building and developing a cohesive and competent team.

This barrier can be easily overcome by adopting a structured and comprehensive hiring process. This can have a trigger effect on the health, success and growth of any business.

A well-defined hiring process has the following key steps:

When creating or rebuilding your hiring process, start with the above-mentioned four step process and add nuance to customize it to your unique vision and requirements.

Step 1: Clearly define the position:

Job descriptions are the foundation and a critical tool for defining roles and building a team that is made to succeed. Job descriptions have a direct impact on how a company hires, manages, pays and develops its employees.

A well formulated job description provides transparent communication on at least the following items to the prospective candidates:

• Functional expertise needed for the job
• Specific qualifications/years of experience/accomplishments required
• Locking down the absolute must-haves and the good-to-have skills can be helpful
• Expected performance standards
• Salary range
• Reporting structure etc.

As against a vague and poorly-defined job requirement that aims to cast the widest net possible among active job seekers who would unscrupulously apply for everything, a detailed job description attracts the right kind of applicants, and conserves crucial time and resources by weeding out unfit candidates, right in the beginning of the hiring process.

For example “Must have led HTML/CSS software team that leveraged Agile methodologies to build a consumer web site…” is much different than “5+ years’ experience as lead developer.”

It can help your company reach the most competent candidates faster and with greater accuracy. It can also help your company in strategic, tactical and legal compliance.

Step 2: Advertise Properly:

In a competitive job market, advertising the position is undoubtedly one of the most crucial – and the most overlooked- aspects of the hiring process. It’s important to research where the most relevant pool of resources resides and how best to reach the highest number of them.

This may mean publishing jobs to reputed job sites like Monster, Dice etc., online classified venues like Craigslist, attending trade shows, placing free employment ads through social media outlets like Twitter, Facebook and LinkedIn, sending job advertisements to colleges and schools, and reaching out to your network or pool of past candidates.

Your job ad must contain the following information at the minimum:

• Job description
• Employer information
• Method of applicant contain (email address for resumes, phone number, mailing address)
• Response window

A well-curated social media presence can be very helpful for your company to achieve visibility and search-ability among the best talents available. A word of caution: On the social media site of your company, refrain from making polarizing political or religious statements or anything that can be potentially viewed as unprofessional. The reputational cost of doing so can be detrimental to the continued success of your company.

Step 3: Evaluate candidates:

The next fundamental, and also the most complex, step is resume screening. This step can be overwhelming is a properly outlined strategy is not followed.

A few tips that can be handy are:

Look beyond keywords– Smart candidates have figured out that loading their resumes with buzzwords will raise them in search results. You want candidates with hands-on-experience, so focus on resumes that show when and where the technology was used on the job. As a rule, keywords that show up under job overviews are typically more meaningful than keywords that show up in summary.

Pre-employment Skill testing: This is step where actual domain expertise can give you an edge over your competitors. In case you lack in-house domain experts, external help can be availed. You can also leverage online pre-employment skill testing for tech roles like brain bench and other online tests.

Scan social media accounts: Reviewing the social media accounts of applicants can give you a glimpse of who your applicants are outside the confines of their resumes or cover letters. It can reveal useful information about their personalities, professional credibility and what their colleagues, seniors and past employers have to say about them. It can also highlight potential red flags like drinking/drug abuse, poor communication skills, bad attitude indicators, and discriminatory comments on race, religion, gender etc., or plain lying about qualifications.

Phone screen candidates: The focus of the tech phone screen must be to weed out unqualified applicants so that you invest time with onsite interviewees who are most likely to get offers.

The aim of this step is to ensure each candidate you pass on to the onsite interview has the required capabilities, meets your salary and eligibility requirements, and genuinely wants to do this type and level of work.

Fair and equal process: Last but not the least; it is essential that your resume screening process is fair and equal to all candidates.

At the end of the screening process, you must have a short list of candidates that you want to interview.

Interview

This is the final step in the selection and evaluation process which can lead to an offer. If the interview is onsite, any help that you can offer to the applicant (mock interviews, talking about the employer, tips on dressing and etiquette etc.) can be invaluable.

During the interview, try to get examples of relevant accomplishment, ask behavioral questions about how they will react to complex situations, and if possible, work through a real problem of skill demonstration.

Allow the interviewee to ask you questions and respond to his/her queries respectfully.

Step 4: Offer the job:

Once you’ve found the right candidate for your position, make an initial offer. If not already agreed, any negotiations regarding salary or terms of employment should take place at this stage.  The final offer letter must contain the main terms and conditions of the job, the final salary, perks etc., and the date employment starts and other important clauses. Remember to the ask the candidate to send you a signed copy of the offer letter to establish the terms on which the offer was made in case of any disputes.

Pre-employment checks:

Pre-employment background checks are crucial to establish the authenticity of the applicant. In an urgency to fill the vacancy, don’t make rushed decisions and allow sufficient time to conduct a thorough background check which can comprise of one or more the following:

• References- At least 2 references must be contacted.
• Medical Examination if needed.
• Educational and certification checks.
• Criminal background checks.
• Work permits/visa checks etc.

Here are a few things to be kept in mind:

• Use reliable and reputable sources only
• Begin the process at an optimum time-  not very late so you still have the option of other candidates and not too soon to avoid high costs associated with such checks
• Let the applicant know what checks will be made, how they will be carried out and how long the process will take
• In case of failed checks give the applicant a chance to explain, depending upon the severity of the issue. You don’t want to have to go through the whole recruitment process again due to a misunderstanding.

The task of hiring is not complete until the employee settles in the organization and starts delivering the expected levels of performance.

Your brand and your reputation as an employer (or hirer) depend on the success of the hiring process along with how respectfully and fairly you treat you applicants throughout the process.

Conclusion:

There is no more essential tool than a comprehensive hiring strategy which can enhance your chances of finding and retaining the right employees to effectively fulfill any openings, saving your business valuable time, money and resources as well as poising it for long-term success.

Anshuman Sinha

I am an Entrepreneur, Angel Investor & CEO @ Optizm Global, the Right Fit Recruitment & Placement Agency. I am also Executive Director of TiE SoCal, a non-profit,  global community welcoming entrepreneurs from all over the world. We believe in the power of ideas to change the face of entrepreneurship and growing business through our five pillars: Mentoring, networking, Education, Incubating and Funding.

https://optizmglobal.com