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Getting Started with an RPO Solution

RPO can help you overcome
your current hiring obstacles

Are you considering looking into an RPO solution for your recruiting needs?

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) in which companies enter into a contractual agreement with a third-party that manages a set of business functions. Recruitment process outsourcing centers on recruitment activities: sourcing, screening and managing candidates. Read on for advice on getting started with an RPO solution.

How do you know if outsourcing your recruitment is right for your company?

We suggest beginning by evaluating your current recruiting needs. What do you expect in the next six months or year? Evaluate your human resources department's capacity for current and future recruiting. Generally, you should consider opting for a recruitment outsourcing solution if you are experiencing one of the following problems:

  1. You're having issues with speed, cost or quality
  2. Your company doesn't have internal recruiting knowledge
  3. Your current process isn't working and you don't know how to fix it
  4. You anticipate business activity that will require a higher volume of recruitment, such as expansion into new markets or the launch of a new product

Opting for RPO can help you overcome your current hiring obstacles. However, you'll need to select a quality outsourcing provider to get the job done right.

How to choose the right consultancy to work with

After identifying your hiring needs, you’ll want to begin assessing RPO providers to work with. This process can be simplified down into three steps:

  1. Make a short list of possible consultancies, choosing firms with adequate experience in the types of industries for which you are recruiting. Look for consultancies that have achieved the ISO 900 certification to ensure top methodologies and sourcing practices.
  2. Meet with a consultant from each firm to get a feel for the individual or team who will be helping you achieve your business goals and objectives. During this process you’ll want to gauge how they interact with you and align with your company’s core values, goals and objectives. Since this person or team will be representing your company to potential employees, you must ensure they exemplify your company image.
  3. Choose the consultancy that best fits your company's goals, objectives and values. Sit down with that firm and clarify the terms of the service they will be providing with supporting KPIs, so you both know what to expect. Remember, you know your company inside and out, so share that information with your consultant so the process goes smoothly.

How can we help you?

Hudson RPO would like to hear about your recruitment needs on improving your current recruitment and hiring. Fill out this simple form and a Hudson RPO representative will respond with a plan to address your company’s needs.

 
 
 

混合型RPO解决方案:降低人才招聘的成本并增加灵活性

摒弃复杂方案。借助混合型RPO
解决 方案,推进正式与非正式员工
的招聘流程。

但借助混合型RPO解决方案,雇主便能减少为寻找合适员工而产生的压力。

混合型RPO解决方案有助于协调正式员工招聘和企业对独立专业人才、临时合同工、自由职业制、顾问等其他非正式员工的需求。

它让人才招聘流程变得简单。

什么是混合型RPO?

外包招聘流程被认为是一种成本效益高且能有效地获取最适合人才的方式。但是,许多企业都采取一种特殊的方法来处理这项工作。他们可能让一家托管服务供应商(MSP)来负责非固定员工的招聘,而让另一家招聘流程外包(RPO)供应商招聘固定员工。

混合型RPO通过集成的综合性人才招聘系统,可以同时执行这两项任务。

非固定招聘的巨大益处

非固定招聘的兴起有着重要的背景因素,这些因素使得混合型RPO方案不可或缺。

  • 经济因素 – 瞬息万变的市场力量迫使企业迅速做出回应。非固定招聘的灵活性使企业可根据需求及时调整人员规模。
  • 人口结构转变 – 越来越多的员工(尤其是青年人),并不计划长期供职于一家企业。他们更热衷于以合同工的身份受聘于不同的企业,发挥其才能和技能。
  • 科技 - 具备高端技术能力的员工更倾向于选择远离办公室的虚拟工作场所。
  • 全球化 – 国界不再是障碍。建立全球人才库极富战略意义且成本效益高。

轻松节省资金

一项全面的招聘计划必须具有便捷且高效的优势,全面的招聘项目能够很容易地达到便捷高效的效果。混合型RPO解决方案还具有强大的成本优势。

的最新研究指出,相对于独立 MSP 和 RPO 策略,综合性人才招聘方案可以节省超出25%的成本。

  • 混合型RPO方案让企业能够对招聘需求有全面的了解,并提供更优的劳动力利用率,从而净节省10%至15%的成本。
  • 通过将非固定和固定招聘解决方案结合起来,改善需求管理,又能减少7%至11%的成本。
  • 由于将固定招聘和非固定招聘供应商合二为一,从而减少了服务费用,所以还能够额外降低3%至4%的预算。

战略性人力配置是企业成功的主要因素。在不断变化的固定和非固定招聘需求之间保持平衡,需要具备灵活性和宏观认识。混合型RPO能做到这一点。

总而言之,混合型RPO是值得考虑的解决方案。

想要了解翰德RPO如何提供RPO解决方案,请立即联系我们。

 
 
 

如何招聘高级人才:您可能忽视的 7 个招聘策略

寻找潜在人才不需要众星云集的评
审小组,只需要协调一致的流
程和策略性知识。

要找到满意的雇员似乎比发掘下一个超级歌星还要困难。随着现在所有的电视真人秀节目将大量的无名之辈变成超级巨星,您可能会想,也许有人能开创一种全新高效的方法来帮助企业招聘优秀员工。同时,您也在苦苦寻找可靠的招聘渠道,思考如何招募到一流的专业人员。

优秀员工很难找到

内部推荐是优秀员工的最常见来源。考虑周全的签约雇员渴望为企业引入更多优秀人才,他们是很不错的资源。但资质低于平均水平的员工也可能会推荐应聘者,尤其是在企业支付推荐费的情况下。

您可能曾寄希望于被动型应聘者——那些不主动寻找新机会,但在有吸引力的机会出现时,也会接受邀请的杰出人士。

从企业内部招聘是另一种常见的做法。提拔优秀员工是一种更快、成本更低的方式,并且可以激发员工士气。

使用外部招聘人员是另一种成功的最佳招聘方式。

当然,尽管所有的方案都有其价值,但在当今人才招聘竞争变得日益激烈的情况下,也有必要通过不同寻常的创新方法来寻找优秀人才。

如何通过改善招聘策略进行招聘

卓越员工人才库正快速缩减;而且企业对这些抢手员工的竞争正变得空前激烈。为强化人才招聘和人才保留并寻求更优秀的员工,您可能需要考虑以下 7 个招聘策略:

  • 重新评估您当前的招聘来源,确定哪些有效、哪些无效,接下来便可以专注于效率最高的来源。
  • 询问求职者他们最初通过何种渠道了解到他们所寻求的机会。
  • 这有助于您在将来制订更具前瞻性的方案。
  • 查看绩效最优的员工简历。可能他们的经验背景和您的招聘经理正在筛选的候选人简历存在不同。
  • 研究匹配职位(您的主要应聘者在 1 年或 2 年前所担任的职位),并留意对这些职位有招聘需求的竞争对手。
  • 利用 LinkedIn 等社交网络对潜在员工进行范围更广的挖掘。
  • 对需要更多专业知识的关键任务进行外包,并对当前流程进行客观了解。

优秀人才(就像未被发现的歌唱天才)可能就隐藏在显眼的地方。知道寻找的方向并采用最佳招聘实践,可以产生最好的结果。您不需要众星云集的评审小组,只需要采取协调一致的流程并掌握招聘致胜人才的策略性知识。

了解如何招聘高级人才。立即联系翰德。

 
 
 

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HUDSON - FROM GREAT PEOPLE TO GREAT PERFORMANCE®
Hudson (NASDAQ: HSON) offers highly specialized professional recruitment, recruitment outsourcing, talent management and related staffing services and solutions. Hudson RPO manages the people, processes and technology associated with recruitment on a fully outsourced or project basis. A global force in talent solutions, Hudson RPO designs, implements and manages custom recruitment process outsourcing programs for mid- to large-cap multi-national companies. Hudson RPO was named in HRO Today’s 2010, 2011 and 2012 Baker’s Dozen list, recognizing the top recruitment process outsourcing providers worldwide.