Beyond Recruitment

What is Recruitment:

Recruitment refers to the process of finding possible candidates for a job or function, usually undertaken by recruiters. It also may be undertaken by an employment agency or a member of staff at the business or organization looking for recruits and BLAH BLAH BLAH.

Lets forget about the definition for a while and talk about Recruitment in my language – oh and about me, I am a layman who have been walking in recruitment cycle in my day to day life. I started with technical recruitment for big companies Like IBM, EDS, Bank of America and many more. I know what you are thinking but I am not an expert recruiter, I am neither in States nor too old. It is said recruitment is an ongoing cycle as one day even recruiters would need a job.

Let’s put recruitment in meaningful sentence, recruitment refers to process of finding people for a particular job vacancy for a particular company. The position arises due to retirement, promotions BLAH BLAH BLAH

Okay enough of the crap on recruitment, I know everyone is aware of recruitment but hey – I am here to talk about recruitment on higher scale. How many corporate have heard about outsourcing recruitment process? I guest most of them know! But do you know that your job roles/functions you outsource to local recruitment agencies are outsourced again.

Strange right? Well… its true, local recruitment companies work faster then the corporate Companies.

Let see how.

Recruitment is grouped in two categories

1) Non- Core Recruitment

2) Core Recruitment

I would start with Non Core Recruitment, where one needs to spend 60% of their time searching and screening candidate profiles on job boards, internet, and head hunting or by networking. Job boards cost fortunes so logically not possible to have 5 to 6 job portals for a single organization. You won’t search more on internet as you can’t waste more then 70% of your time and networking takes longer then your defined time. Head hunting can be useful to you, which you think you will be good but you also miss all the other opportunities to find candidates, by not buying many job boards or not searching and giving more time on internet and networking.

Core recruitment includes calling candidates you have sourced, taking details, interview preparation, submitting candidates to client and all other procedures to earn money out of what you have and most important part is to develop your business.

Now you might not outsource your core business to companies as that is your business but you can surly outsource your non-core business to companies who are expert in searching on internet, they know where to find right candidate on right time. They have access to all the job boards as they have many clients to pay there gain and expenditures.

These companies are called offshore recruitment process outsourcing companies. 70% of fortune companies out source to local recruitment agencies in the same state and that local agencies outsource there requirements to India or China.
Other 30% directly outsource there requirements to India to China and save cost by not giving to local recruitment companies.

There are many benefits of outsourcing your recruitment processes to ORPO (offshore recruitment process outsourcing) companies and if you want to know how contact

Mail on tihsur@gmail.com OR

call

Robert Drake at 646 429 0905 (US) 08454 666600 (within the UK) or Company website

Os2i Limited

Recruitment Outsourcing - gaining ground in India

Next in line after the Business Process Outsourcing (BPO) and Knowledge Process Outsourcing (KPO) boom, it is Recruitment Process Outsourcing (RPO) that is steadily gearing up for a new role.

RPO- it aims at taking the burden out of the head-hunting business of the corporate sector, particularly at a time when the dearth of talents is estimated by half a million in the coming years, RPO comes with lots of prospects. New and varied opportunity like retailing etc. has opened fresh horizon for RPO to play a major role to bridge this gap between demand and supply. This will increase RPO service providers role in India.

There is an intense war for talent. The hiring estimation for India is growing at an alarming state, and the clients are demanding higher quality candidates with increased efficiency. The RPO theory has been proved in the Western countries, however in India, the sector is currently at its infancy stage. Only few RPO firms currently cater to the needs of various domestic as well as multi-nationals in hiring employees for them.

RPO is primarily being practiced in two models - one is pure sourcing and providing support services to on-shore based recruiters to enhance their productivity and effectiveness. Second one- is a full cycle recruiting from sourcing, screening and on-boarding for both temporary contract as well as permanent positions. This is to reduce the overall cost of recruiting process and to improve competence at the same time.

The industry is expected to grow at around 30 to 35 percent in the next five years. It is estimated that within the Indian market, the total annual spend on recruitment is Rs.700 crore. This can supposedly be considered the potential size of the RPO business in India.

With the shortage of qualified talents and growing attrition rate, companies are forced to outsource the entire recruitment process, ranging from needs assessment to screening, and interviewing candidates.

The growing pressure to fill in vacancies every now and then, 80 percent of the HR personnel fail to concentrate on the real HR activities, including training, staffing needs, ensuring performance. So when it comes to RPO that takes care of the entire recruitment process and saves time and cost of companies, its a welcome move.