To help you decipher what to focus on when comparing providers and exploring recruitment process outsourcing (RPO) solutions, our talent expert Carla, has crafted the RPO 101 series. Building upon her comprehensive guide to RPO terminology, this follow-up delves into the commonly-used terminology associated with RPO solutions to help you explore and understand what type of partnership is right for you.
Full lifecycle, or end-to-end recruitment, is a strategic solution that allows your business leaders to focus on their core business goals, leaving talent acquisition in the expert hands of their trusted RPO team. Designed to be proactive and efficient, the recruitment process is managed from start to finish, ensuring every hiring decision aligns with long-term strategic objectives. It operates seamlessly across regions or globally, providing a robust framework for hiring that is both agile and comprehensive.
Candidate screening is a pivotal stage in the recruitment process that involves assessing applicants to determine their suitability for a specific role. This process includes evaluating resumes, conducting initial interviews, and utilising assessment tools to gauge qualifications and cultural fit. Effective candidate screening ensures that only the most qualified individuals progress through the hiring process, streamlining the overall recruitment journey.
Under talent advisory or talent consulting, your company gains a supportive partner adept at connecting hiring data to help make informed decisions about your talent function. Talent advisors delve into recruitment metrics, analysing elements such as employee turnover, employer brand reach, workforce engagement, and candidate drop-off points in the hiring funnel. This comprehensive analysis leads to the recommendation of targeted strategies to address challenges and seize opportunities.
Talent sourcing or candidate sourcing involves the proactive identification and engagement of potential candidates, often before specific job openings arise. Usually, talent sourcing focuses on ‘passive’ or ‘hidden talent’, talent that may not be actively looking for new opportunities. Recruiters leverage various channels, including social media, professional networks, and industry events, to identify candidates, cultivate relationships and build robust pipelines of talent.
Talent pooling is a strategic approach to talent acquisition where recruiters continually engage and nurture relationships with potential qualified candidates. By maintaining an active talent pool, organisations can efficiently fill roles when needed, reducing time-to-hire and ensuring access to a pre-qualified pool of candidates. Talent expert Tom has shared his insights on talent pooling here.
Employer Value Proposition (EVP) encapsulates an organisation’s unique talent offering across benefits, values, and culture to attract and retain top talent. In today’s competitive job market, crafting a compelling EVP is essential, and RPO partners play a pivotal role in articulating and enhancing it to align with effective recruitment strategies.
Employer branding is the process of shaping and promoting your organisation’s image as an employer of choice. It extends beyond attracting top talent to fostering a positive and engaging work environment. A robust employer branding strategy enhances your company’s reputation, making it a preferred destination for both current and potential employees.
DE&I advisory is a specialised service aimed at supporting company diversity goals and fostering Diversity, Equity, and Inclusion within the recruitment process. Beyond identifying best practice DE&I sourcing channels, this advisory service is dedicated to removing bias from the selection and assessment processes. This approach ensures that organisation not only attract diverse talent but also create an inclusive and equitable hiring environment.
A recruitment technology suite that’s right for your unique business underpins effective strategy. Many RPO providers will offer recruitment technology advice and implementation as part of their service offering. This could include Applicant Tracker Systems (ATS), to recruitment chatbots, and AI-enabled screening and assessment tools. Our Tech & Innovation committee regularly reviews and evaluates new technology so they can provide expert advice to clients on selecting the right tech solution for their needs. Get to know them here.
Continue your journey into the realm of RPO with Carla’s RPO 101 series. Click here to understand the most commonly used RPO terminology, or get to know the roles of the professionals involved in an RPO partnership. Want to talk more about RPO? Click here to get in touch.
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