Dear CiteHR Members,
It feels good to be a part of an elite HR group. I am Leo Anto working in an HR firm in Bangalore. I have a new assignment in hand "RPO". We are in the process of creating a Backend team which would only do sourcing, mass mailing, and resume matching. The matched resumes will be sent across to the front office which would interview and evaluate candidates over the phone.
I wanted to know if any companies operate in this style. If so, what is the process? What are the challenges? How is the efficiency of this team evaluated, and on what scale is the efficiency evaluated? Are there any success stories? Are there any specific domains/industries to which this team caters? Can this be implemented across all industries and levels?
Thanks in advance. Looking forward to your responses.
Regards,
Leo
From India, Delhi
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It feels good to be a part of an elite HR group. I am Leo Anto working in an HR firm in Bangalore. I have a new assignment in hand "RPO". We are in the process of creating a Backend team which would only do sourcing, mass mailing, and resume matching. The matched resumes will be sent across to the front office which would interview and evaluate candidates over the phone.
I wanted to know if any companies operate in this style. If so, what is the process? What are the challenges? How is the efficiency of this team evaluated, and on what scale is the efficiency evaluated? Are there any success stories? Are there any specific domains/industries to which this team caters? Can this be implemented across all industries and levels?
Thanks in advance. Looking forward to your responses.
Regards,
Leo
From India, Delhi
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Hi Leo,
Please let me know to which country you are going to source profiles, what will be your industry area, and what kind of requirements you have to cater to. What is your current team size, and how many recruiters are experienced in the RPO industry? For RPO, do you guys have full knowledge of visas, work permits, taxation policies, and other HR activities involved? Please let me know all these things.
Well, I am Kartik, and I am heading the India Operations of a US-based staffing company.
- Kartik
From India, New Delhi
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Please let me know to which country you are going to source profiles, what will be your industry area, and what kind of requirements you have to cater to. What is your current team size, and how many recruiters are experienced in the RPO industry? For RPO, do you guys have full knowledge of visas, work permits, taxation policies, and other HR activities involved? Please let me know all these things.
Well, I am Kartik, and I am heading the India Operations of a US-based staffing company.
- Kartik
From India, New Delhi
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Hi Leo,
If you are from Bangalore, you should try Merittrac. We spoke to them last year regarding this as we were also looking at implementing this for our BPO in Chennai. They have a model similar to what you require. They handle this process for HP in Bangalore. The main issue is that they are more focused on testing rather than actual backend work. However, the HP process is a very effective model, and if your organization has the funds to invest in such a system, then go for it. Cost was a significant factor that prevented us from proceeding with this. If you are seeking a more cost-effective alternative, consider consulting with a few professionals and engaging dedicated resources to work on the outsourced recruitment model (outside of your office). We have noticed a substantial improvement in our productivity since we outsourced our recruitment process. Our recruiters now concentrate more on senior hiring and other crucial tasks such as salary negotiations and onboarding.
Regards, Kartik
[Link] http://www.merittrac.com
From United States, Warren
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If you are from Bangalore, you should try Merittrac. We spoke to them last year regarding this as we were also looking at implementing this for our BPO in Chennai. They have a model similar to what you require. They handle this process for HP in Bangalore. The main issue is that they are more focused on testing rather than actual backend work. However, the HP process is a very effective model, and if your organization has the funds to invest in such a system, then go for it. Cost was a significant factor that prevented us from proceeding with this. If you are seeking a more cost-effective alternative, consider consulting with a few professionals and engaging dedicated resources to work on the outsourced recruitment model (outside of your office). We have noticed a substantial improvement in our productivity since we outsourced our recruitment process. Our recruiters now concentrate more on senior hiring and other crucial tasks such as salary negotiations and onboarding.
Regards, Kartik
[Link] http://www.merittrac.com
From United States, Warren
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Hi,
I have experience in RPO model and I have listed briefly what I learned.
What is the process?
There will be one or more onsite coordinators who will be liaising between your backend team and the client. These coordinators are basically recruiters who excel in communication, negotiation skills, and also the art of closure. The size of the team may be based on your TAT and delivery capability.
What are the challenges?
Understanding the SLAs.
Coordinators' ability to understand the perceptions of the interviewer and the process that the client follows.
Pushing the client for results without creating pain.
Transforming the back-end team as the client's own recruiters and not as a recruitment company.
Managing the inter-office challenges and generating offers.
Negotiating with the client and candidate.
Should be supervised directly by efficient managers.
How is the efficiency of this team? On what scale is the efficiency evaluated?
Efficiency is evaluated on TAT, quality of delivery, commitment to delivery, and relationship management.
Success stories?
A lot of stories are there.
Any specific domain/industries to which this team caters? Can this be implemented to all industries and levels?
As long as you have recruiters who are specialized in one particular industry, you can start an RPO.
I have worked for RPO for IT, ITES, Insurance, and telecom industries.
Let me know if you need more details.
Regards,
Vijayakumar
From India, Coimbatore
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7I have experience in RPO model and I have listed briefly what I learned.
What is the process?
There will be one or more onsite coordinators who will be liaising between your backend team and the client. These coordinators are basically recruiters who excel in communication, negotiation skills, and also the art of closure. The size of the team may be based on your TAT and delivery capability.
What are the challenges?
Understanding the SLAs.
Coordinators' ability to understand the perceptions of the interviewer and the process that the client follows.
Pushing the client for results without creating pain.
Transforming the back-end team as the client's own recruiters and not as a recruitment company.
Managing the inter-office challenges and generating offers.
Negotiating with the client and candidate.
Should be supervised directly by efficient managers.
How is the efficiency of this team? On what scale is the efficiency evaluated?
Efficiency is evaluated on TAT, quality of delivery, commitment to delivery, and relationship management.
Success stories?
A lot of stories are there.
Any specific domain/industries to which this team caters? Can this be implemented to all industries and levels?
As long as you have recruiters who are specialized in one particular industry, you can start an RPO.
I have worked for RPO for IT, ITES, Insurance, and telecom industries.
Let me know if you need more details.
Regards,
Vijayakumar
From India, Coimbatore
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