Post 12

RPO : the future of global staffing & recruitment business

 

Recruitment process outsourcing (RPO) refers to an outsourced service where a customer organization assigns all or some of the recruitment process to a third-party (RPO) vendor. The most important factor driving market growth is the reduction in overhead costs of customer organizations. Additionally, the outsourcing recruitment process makes recruitment much easier, faster and productive than traditional recruitment processes. It has created a large number of companies worldwide in recent years towards the adoption of RPO. Due to the increasing penetration of the overall outsourcing concept, the RPO market is expected to witness strong growth in the coming years. The RPO industry has seen spectacular growth over the years. The development of the RPO sector as a practical practice has evolved into a complete industry. Considering the many benefits, it was bound to be a success. In today’s candidate market, the cost of acquiring talent is rising. RPO can provide a service that will help your budget, but it provides more than just a filling position when demand is high. RPO is about enhancing the overall recruitment process. The market for recruitment process outsourcing (RPO) is primarily governed by the increasing adoption of outsourcing services worldwide. Most companies are looking for external service providers who can help them reduce their overhead costs. Additionally, outsourcing recruitment processes to a third-party provider enable organizations to focus on their core competencies thereby enhancing their business operations. The outsourcing recruitment process enables business organizations to appoint candidates according to their needs internally without affecting any cost. In addition, demand for RPO services has seen strong growth due to their tremendous advantage over traditional methods of recruitment. Due to these factors, the recruitment process outsourcing market is likely to witness high growth during the forecast period.

RPO Sector growth Statistics

 

The RPO market today is one of the fastest-growing outsourcing markets in the world, with double-digit growth rates of 20% again in 2018. Although the RPO market has almost matured in some areas, growth has been high due to adoption from new industries, adoption from middle-and-small market buyers, and expansion of existing RPO deals. The global recruitment process outsourcing market is accounted to US$ 5.01 Bn in 2017, US$ 4.16 Bn in 2018 and is expected to grow at a CAGR of 29.1% during the forecast period of 2019-2027, to account to US$ 40.57 Bn by 2027. The growth witnessed by the industry is rapid. with a moderate acceptance of 20% in the year 2012 to market acceptance of over 50% at present, the industry has seen amazing results. The RPO sector grew from 20% offshore components in 2015 to figures of 24, 31 and 38 in subsequent years and is now at a high of 65% in 2019.

 

Market Insights

 

RPO is predominantly popular in North America and Europe where the adoption of these services dates back to the 2000s. However, the Asia Pacific region is projected to emerge as the most growing market for RPOs in terms of revenue and adoption in the coming years. The demand for RPO service is primarily controlled by the increasing number of business enterprises with the need for productive recruitment. The RPO market in the Asia Pacific region is expected to expand nearly four times by 2022, due to strong growth in various industrial sectors in China, India and some countries in Southeast Asia.

 

Competitive Insights

 

The global recruitment process outsourcing market is highly consolidated in nature with some key players contributing more than eighty percent of the total revenue. these players face significant entry challenges due to the presence of local/regional players. Most global RPO vendors have partnered/acquired regional players to establish their presence in the respective markets. Additionally, due to the increasing popularity of RPO services, more regional players are expected to emerge in the coming years, making the market more competitive.

 

According to a new market research report published by Credence Research “Recruitment Process Outsourcing (RPO) Market (On-demand RPO and End-to-end RPO) – Growth, Share, Opportunities, Competitive Analysis and Forecast 2015 – 2022”, the market for recruitment process outsourcing is poised to grow from 3.54 Bn in 2014 to 10.67 Bn by 2022, worldwide.

 

Signs Related To These Statistics And Development

 

These figures clearly indicate and verify the associated benefits. It is clearly shown that the mentioned benefits are not just some points mentioned in a paper, they actually exist. The growth that the sector has seen clearly indicates that companies have seen success after their involvement with the sector. The results provided by the sector are the only reason for this increasing percentage of market acceptance. All the facts clearly show the progress and reasons and how offshore RPO sector growth has emerged into a reliable industry. This belief is evident from the increasing number of off-shore partnerships.

 

The Principle Group has also emerged as a trusted name in the RPO sector growth industry. We focus on meeting the actual needs of customers rather than just filling positions. Our team focuses on unique and innovative ways of hiring a candidate. We use our resources effectively.

 

“We believe that the workforce is the basic foundation for your organization, and turning them into assets can be the key to success.”

 

Globally, there’s an obvious shift in companies recognising the benefits that come with RPO Looking for an Recruitment Process Outsourcing provider?

The Principle Group has been a leading Recruitment Process Outsourcing provider over the last 12 years. See how we helped our clients to grow their workforce. Click here to get in touch to discuss how we can grow your business.

 

 

 

Post 11

The Principle Group - An Introduction


The Principle Group is a Global service provider of Offshore Recruitment Process Outsourcing for more than a decade with Headquarters in Manhattan, New York & Centers of Expertise (COEs) based out of Noida in India. We recognize the importance of the expertise of recruitment in an ever changing economic scenario. Our strategy is focused upon results-driven RPO services and Solutions applicable to a diverse range of organizations. We have the resources and talent to manage recruitment process from the beginning to end. We also manage your recruitment needs, both locally and globally

Principle Group provides a wide portfolio of Recruitment outsourcing (RPO) services to a range of public sector customers, covering processes such as HR in Healthcare, Financial and Information Technology.

As talent shortages persist and global organizations seek solutions to their complex talent acquisition challenges, The Principle Group applies a proven approach to help them meet their goals. From our RPO centers of expertise to the world class resources, processes and technology we offer, we’re dedicated to delivering measurable results that impact our customer’s overall business success. It’s an honor to be recognized for the innovation, unparalleled service delivery and truly effective RPO solutions that Principle Group consistently delivers to its customers.

Whether full recruitment process outsourcing, contingent workforce solutions or consulting, Principle Group offers services tailored to the individual needs of your company.

    • Technical Sourcing & Hiring Support – Leverage our fully outsourced solution whether for a specific division or enterprise-wide across the region or globe, wherever your business needs it most. We’ll show you how to achieve sustainable and measurable results, by providing quality & dedicated Recruitment Support.
    • Recruitment Projects – Whether you are a start-up business ramping up quickly or you need a sales force to promote a new product, we’ll find the right candidates while reducing time and backlogs – and saving you the added overhead. With state of the Art Infrastructure & technology Access,, Principle Group is able to expand you team on short notice & can help you gain tremendous ROI with a short span of time.
    • Temporary Solutions – Need a temporary workforce? Principle RPO can streamline the sourcing, management and on-boarding/off-boarding of Temps, Contractors, Consultants and other project-based talent. From neutral vendor-managed service programs where we select and manage your contingent labor providers to models where we also directly source a contingent workforce on your behalf, let Principle Group show you how to be more competitive and cut costs while tracking measurable results.
    • Consulting Services – Principle Group will consult with you to determine the optimal recruitment model for your business. We’ll examine quality of talent, hiring speed, team interviewing skills, recruitment costs, employment brand, and technology and reporting. We’ll then suggest best-in-class enhancements, or design a new model, and equip your team to manage the new solution on an ongoing basis.
    • Branding And Sourcing Innovation – Principle Group’s BSI Consulting division (offered in the Asia Pacific region only) provides tailored Employer Branding and direct sourcing solutions to help organizations leverage the changing technology landscape for a competitive sourcing advantage; Direct Sourcing Programs employing both social and offline strategies to develop and engage diverse talent pools; and custom sourcing training programs for individuals or teams.
RPO Company

The Principle Group offers retained search services throughout the Americas. As an RPO provider, our trilingual recruitment team (English, Spanish and Portuguese) is uniquely suited to find top-performing candidates in Asia, Middle East, Australia, Europe & the United States. With more than 500k Candidates in our database for US only ranging from Information technology, Accounting & Finance, Healthcare, Engineering , Pharmaceutical & Retail, Principle Group can help you close hundreds of positions during ramp up time .

Post 10

Why Recruitment Process Outsourcing (RPO)

 

Today’s industry research confirms a clear business case for RPO in helping organizations achieve best-in-class talent acquisition results. Enabling companies to overcome the challenges of high cost and low performance, RPO ultimately allows key internal HR resources to refocus on higher level organizational competencies.

Companies look to RPO to source better employees, more quickly. Additionally, operational complexity, cost and risk are reduced. When done right, recruitment process outsourcing delivers organizations a strategic advantage through the quality of their people.

Reduced Recruiting Costs

Recruitment Process Outsourcing has the benefit of reducing recruiting cost and time while increasing talent quality and hire speed. “Managing people (recruiters) takes a lot of time. Now that we outsource talent acquisition, we’ve decreased our costs by 30% and increased our hiring speed by 55%. This also allows us to focus on strategic value initiatives instead of tactical and operational recruiting tasks. We wouldn’t have the time to be a strategic without partnering with Principle RPO,” states Jeff Reynolds , VP recruitment for Rezult Technology. We at Principle RPO Provide you with reduce recruiting costs by streamlining your recruiting process and Helping you find the best talent with least Investment.

Scalable Recruiting Capacity

Principle RPO provides you with a customizable solution; clients have the option of outsourcing all or some parts of their recruiting systems. You can customize RPO to fit what you need, and we’ve done that. This allows our clients have a scalable infrastructure and a strategic solution. The value proposition of RPO is still resonating with clients looking for a cost-effective option to withstand the current turmoil and at the same time create an efficient talent acquisition process that can be scaled up quickly when business environment improves.

Better Quality Production

Hiring managers know that a great candidate is much more than a combination of experience and education, but also includes personality and previous accomplishments. Hiring managers who are pressed for time to fill a position, or have a ton of candidates to go through, may not necessarily take a look at the qualities that determine whether or not the new hire will stick with the position. As talent shortages persist and global organizations seek solutions to their complex talent acquisition challenges, Principle RPO applies a proven approach to help them meet their goals. From our RPO centers of expertise to the world class resources, processes and technology we offer, we’re dedicated to delivering measurable results that impact our customer’s overall business success.

Enhanced Employment Brand

The employment brand is essentially the identity of the company as an employer, and when every other aspect of the recruiting process is in place and doing well, the employment brand improves.. Overall, Principle RPO helps the company in many more ways that just cutting recruiting costs or filling positions faster.

It should come as no surprise that, with all of these additional benefits, growth has been realised within the RPO sector. Employers have recognised that the cost benefits associated with an RPO are not just about the cost to hire but encompass back office support and efficiencies, as well as the supplementary services that an employer gains with an outsourced recruitment provider.

From the perspective of an employer, an RPO brings four key business benefits: improving quality of the hiring process, reducing risk, aiding retention, and feeding into the employer’s talent management strategy which subsequently gives the business a competitive edge.

Post 9

Recruitment Process Outsourcing : Changing Strategy

For years, recruitment process outsourcing was viewed as an efficiency play with big companies tapping outside vendors to hire a lot of low-level people as quickly and cheaply as possible. But times, they are changing’. Today’s RPOs are being brought in specifically to unearth the hard-to-find talent that companies need to fill highly specialized and critically important roles. 

HR services and staffing firms globally are expanding their teams and operations to cater to the rapidly growing demand for recruitment process outsourcing (RPO) as organizations increasingly farm out all or part of the hiring functions to focus on their core businesses. This is driving large and midmarket companies to use RPOs more strategically — streamlining their own recruiting process while reducing the burden on HR — and to use vendors’ expertise to build their social media brand and presence to connect with a broader candidate pool. 

There is an increasingly sharper focus on understanding of the Indian market for RPO projects, Corporates are looking not only for a specialization in sourcing but also in processing and technology, to which attention was not paid a couple of years ago. A few months ago, Principle RPO inked a deal with Major tier 1 agency PPP worth $3 million according to Global RPO report 2015, for a period of five-seven years. Principle RPO provides platform based RPO solutions, taking end-to-end ownership of permanent recruitments for its clients. It has seen addition of 10 new RPO clients every year and growth of about 100 per cent over the past one year alone.

The top three growth drivers for the RPO boom in 2015 are the need for organizations to enhance quality of hiring, reduce cost of hiring and increase speed of hiring.

Organizations are moving up the value chain, from outsourcing one or two processes and short-term projects to end-to-end RPO that includes everything from sourcing, scheduling, selection to job offer roll-outs and on-boarding hires. As hiring increases and the war for talent intensifies, more and more companies are expected to outsource their recruitment process work. This model helps provide a cost-effective and consistent talent acquisition process, keeping turnaround time low and allowing companies to scale up quickly when the business environment improves.

In India, software, technology and IT sectors are the major torchbearers for RPO growth. However, mid-sized to large companies in manufacturing, telecom, pharmaceuticals, healthcare and banking sectors are also driving demand In the global market, multinational companies are increasingly seeking a single RPO service provider across multiple locations, with India being one of the primary markets. Companies are moving towards regional shared service centres for HR and this is bound to see an increase in global RPO programs.

One of the biggest advantages TPG gained is his ability to be flexible around talent acquisition. PRG’s business is seasonal, and based on crop prices, the company often has to ramp up hiring for a while, and then tamp it back down. “Outsourcing recruiting has given us the best of both worlds

The growing demand for hard-to-find skill sets, coupled with the looming talent crisis, has been a boon for RPO industry leaders who were able to transition themselves from being transactional, low-cost providers to strategic HR partners — though it left other RPO providers in the dust. The shift in what customers want from their RPO providers has caused a dramatic change in the industry makeup over the past five years, with former leaders dropping off industry top 10 lists, while new players have risen to the top .     

 

Post 8

Job Hopping - Positioning Matters & Understanding The Long-Term Opportunity Is a Curse

 

There is a lot of long-term value in loyalty. And I think this is sometimes missed by those who run to quickly to greener pastures.

Best RPO solutions

The things you learn in tough environments

Most of what I learned about operating startups I learned from the really tough years at my first company from 2005-2007. That is when no customers wanted to work with Third-Party subcontractors because we as an industry had burned so many customers. No employees wanted to join startups – they were all looking for stable jobs. My company was small and funded by owners with a small setup in April 2001 but we were told that there may never be any more coming. I was paid less in salary in 2005 than I was paid at the job I quit in 2003

But in these years I learned how to sell and market – necessity is the mother of all invention. I learned how to better run a Recruitment & staffing process. I learned how to integrate customers into our products/Consultants. I learned how to better set goals for employees and reward those that performed well. I learned how to retain employees when stock options were no longer a real currency. I learned how to get press coverage when we were no longer “hot.” I learned how to manage costs effectively. I learned that I had a lot to gain by not being so adversarial with my competitors.

I never built Google. I’ve acknowledged that many times. But in our first year of sales (and those were really shitty years to be selling IT consultants), I generated $2.1 million in 2005, then $5.9m in 2006, $7.7m in 2007 and that is when i decided to quit my job and start my own business by giving 24 million revenue in 3 years. I learned about revenue recognition. I learned how to establish a technology center in India and how to manage disparate development teams (and this has drive my thoughts also about what does NOT work.). I learned how to establish sales targets and how to manage a sales pipeline. I learned how to do a pipeline review with salespeople without getting bullshitted to.

Listen, I’m not telling you these experiences are for everybody. But these are things you could never learn in 36 months. These are things that my team learned with me by sticking around. No doubt they have more intimate knowledge of these processes since they actually ran them. We let everybody “punch above their weight class” in terms of roles & responsibilities. We all learned. And eventually many of us also made money.

The relationships you build will be enduring

One of the things that Jason Calacanis talks about in his post on the topic is the value of personal loyalty. He’s right about this. The people that I’m closest with in life are my family, my high-school & college friends and the people that I worked with in my startups. We were all at each other’s weddings, brit milah / baby namings and unfortunately a funeral. We were family. We ARE family. I would do anything for these people. I wrote a large check to one of them for a startup with no product and no real plan. He was there for me when I needed it. I sent numerous emails for another for a job opportunity and he is now a senior exec at a very prominent startup. He’s family and he knows it.

We were in the trenches together. We fought for every customer together. Hell – we fought against the VC’s together! And we all worked on the exit together. Like many of you, I have many friends and close relationships. But to anybody who has ever been on the startup battlefield with other people who all stuck in it together, I think they’ll likely understand where I’m coming from. Loyalty in times of adversity separates out your true lifetime friends and colleagues. And to be clear – I was loyal back. I think leaders who quit in times of adversity and leave the teams to fend for themselves are no better than employees who quit easily and early. Quitting would have been the easiest thing for me to do.

I’m not saying that means that all people at startups were treated like family. If somebody at a startup mistreated you then I understand you’re not sticking around. And I’ve already stated that I understand sometimes it makes sense to go elsewhere and learn from new companies and new management. But if the reason your bailing is simply because somebody has offered you a 20% pay increase, I would ask you to consider the following:

Short-term vs. long-term benefits

Yes, you can always earn more by quitting. I said this all the time to the employees at my companies. “I know you can earn more by leaving. I hope that I can convince you to stay every year by making your resume more valuable in the long-term than the immediate bump to go where the grass is greener.”

Loyalty Matters !!!

Happy Job Hunting

Post 7

Old School Cold Calling And Email Marketing Campaigns Still Works Great For Business

 

Off late, I have been going through so many email and articles titled, “Cold Calling is Dead,” or something consistent with that theme. Cold calling is far from dead. What these articles should really say is, “I’m afraid and too lazy to cold call, can somebody please help?” 

After almost being into sales business for more than a decade, I made close to 250,000 cold calls, built a successful sales business and worked with many start ups developing high performing sales teams, and I can tell you prospecting, via the telephone, is one of the most critical components of success. I realize there is nothing quite like making your first cold call and having the prospect tell you, “they’re not interested and to go f@&k yourself. Definitely not a pleasant experience. Suddenly the simple task of picking up the telephone could be likened to picking up a 100 pound dumbbell. Did you think it was going to be easy?

Let’s use boxing as an example. Boxers are in the business of getting hit. In order to land a shot on there opponent they have to expose themselves for the opponent to counter. How does this compare to cold calling? Sales is the business of rejection, where 95% of your day is about getting rejected. The good news is it gets a lot better. The bad news is it never fully goes away. The way to success in this game is you have to get into the ring. When first starting out, inherently you’re going to get hit frequently. Yes, it’s gonna suck, but it’s imperative for your success, that you become comfortable getting hit. A byproduct of the black and blues is you begin to understand distance, timing, you develop speed and how to control the ring, and through those painful experiences you build muscle and a playbook on how to win. 

Those same rules apply in the prospecting game. The more rejection you get the more muscle you build. In time you understand how to build rapport, how to match tone, when to rebut objections, how to uncover pain points, when to sell value, and inherently you’re able to control the conversation, in the same way a great boxer controls the ring. Something you will not get by sending out an email. 

How do you do this? I can write on this subject for days, and by no means does this cover all the variables, but in the context of this topic, let’s say there’s 4 critical pieces.

  1. Knowing your product inside and out, and being able to convey that knowledge effectively.
  2. Being super enthusiastic about your product or service. Enthusiasm is infectious and it will get you demo’s.
  3. Understanding your industry and how you differentiate from competitors. Where are we better and how does that translate to the prospects pain points? People don’t care how much you know, until they know how much you care. Show them you care by asking the right questions. Something that is very difficult to do effectively, via email.
  4. Tracking your metrics. Examples of this are, “how many calls are needed before I get to a Decision Maker,” or “how many DM connects before I book a demo,” and “how many demo’s are needed before I close a deal?” This is critical to success. If some of these numbers are off, it’s telling you, you need to improve in that area. Consistently tracking these 3 metrics will change your career quickly.

Lastly, top sales people never look at it as, “being rejected,” but simply as “how many No’s do I need before I get a Yes!” You start to chase the No’s, because it brings you closer to that Yes. 

What about email prospecting? Here’s my take, through years of stress testing. There is something very real and organic when you pick up a phone and speak with a prospect. Having a conversation enables you to get a good sense on how engaged and receptive they are. People buy people. It’s very difficult to get that type of raw feedback and vulnerability though email prospecting. Email has its place, and it can be very effective, but it’s best used as a follow up tool. The same way dessert is best served after your entree. The quickest way from point A to point B is a straight line. And to me picking up the phone is the straight line. 

So back to our initial question, “Is cold calling dead?” I say, absolutely not, some will disagree and that’s ok. What is dead, is making excuses and not leveling up to the person you could be in the absence of laziness and fear. 

Post 6

Outsourcing Of Recruitment Process Is Growing Rapidly

Global Staffing players believe that recruitment process outsourcing (RPO) — where an employer transfers all or part of its recruitment processes to an external service provider — is truly the next Biggest thing happening in India

Major RPO Players have seen requests for RPO in India more than quadrupling, registering a 120 per cent growth YoY. Principle RPO Group has set up a formal RPO unit recently in New Delhi to cater to increased demand for RPO and has ramped up its headcount from 100 to 860 employees over the last three years.

“The top three growth drivers for the RPO boom in 2015 are the need for organisations to enhance quality of hiring, reduce cost of hiring and increase speed of hiring.

RPO model

Organisations are moving up the value chain, from outsourcing one or two processes and short-term projects to end-to-end RPO that includes everything from sourcing, scheduling, selection to job offer roll-outs and on-boarding hires.

RPO has been adopted by MNCs, especially in the US, and also a few Indian companies, since this model, backed by technology, helps in cost-effective and consistent talent acquisition. There are clients in telecom, pharma, banking and manufacturing that rely completely on RPO and have shrunk their talent acquisition teams. We have a sourcing centre in India that caters to our American clients — people sit together jointly and look for candidates supported by technology, including platforms like LinkedIn.

 With RPO, HR departments are freed from non-transactional activities and can focus on value added work such as, predicting skill trends required in future, identifying patterns of successful hires, organisations can save 70 per cent of their time by resorting to RPO, a good end-to-end RPO provider can help organisations incur cost savings ranging between 30 and 70 per cent.

Most companies start with outsourcing background verifications or testing of candidates. We advise clients to go in for RPO for lower-end and mid-level hires; however, we ask them to retain top-level hiring to lower the risk of being saddled with a candidate who does not have the right competency, culture or value fit. 

Post 5

Blunders Made When Buying Recruitment Process Outsourcing (RPO)

 

Recruitment Process Outsourcing (RPO) is one of the most common forms of outsourced service and when done well is often one of the most successful, delivering greatly improved performance compared to in-house solutions. Yet there are all too many anecdotes of failed projects and delivery issues, indeed almost half of all Recruitment Process Outsourcing projects last only a year or less, so why is that?

The answer is that all too often mistakes are made at the opening stage, errors that poison the potential of the project to succeed and deliver the undoubted benefits on offer. So if you are considering outsourcing your recruitment, or have a solution in place and are having issues, what are the biggest mistakes made when buying RPO?

Selection : It seems obvious, but if you choose the wrong partner/supplier a project is unlikely to succeed. Nevertheless over half of RPOs surveyed report issues arising from suppliers not being appropriate to deliver the solution required to the client.

Many recruitment firms, from boutique agencies to major blue chip brands, claim the ability to provide RPO. However, in truth most do little more than co-ordinate agency response or put a consultant on site, offering their client first refusal of candidates on their database. Many clients adopt such offerings from agencies based on familiarity and the perceived strength of their understanding of the client needs and culture. Their reasoning is tempting, but all too often flawed. A good agency supplier is rarely a good outsourcer, the skills sets are simply not the same. Clients should ask themselves if the prospective partner has experience of outsourcing, of improving processes and optimising returns. Can the RPO partner proactively source candidates from a wide range of locations? Do they provide processes and systems which can manage and improve your recruitment? Are they also working for competitors, as many agencies must to maximise their returns on candidates received, meaning that the benefits of your investment will be shared with your competition?

An expert RPO company brings to the table proven methods, experienced staff and a laser focus on your needs. Furthermore, if they are good at what they do they will not even ask you to exclude the best of your agency suppliers, giving you the best of both worlds; a great process for day-to-day recruitment and the fall back of tried and tested agency suppliers for those one-off needs.

RPO analysis

Too Much Focus on Cost Savings

A survey of over 800 US and European executives reported that the key driver for outsourcing across all areas was cost savings. Certainly this is usually high on the agenda when speaking about RPO. But client companies should look beyond top line savings at the bigger picture. The cheapest way to recruit is to trawl databases and run cheap online ads, delivering access to only a shallow pool of candidates, many of whom are desperate for work and do not represent the highest quality. If you choose an RPO provider purely on price, this is the type of solution you’re likely to get. In contrast, proactive sourcing solutions which target people not otherwise looking for work, can deliver large numbers of fresh candidates who are not in the open market, are presented only to your company and are highly motivated and skilled. As these candidates are not currently in need of work they can even from the basis of a Talent Warehouse, reducing future time to hire by up to 80%.

The resultant benefits of looking at the bigger picture include faster speed of hiring, higher quality of candidate, reduced time to new starters getting up to speed and consequently increased productivity and profitability.

In short, if you focus on the big picture an RPO can deliver a multitude of benefits to your company, and even then cost no more than an in-house solution. In contrast if your focus is on cost savings alone the result is likely to be limited numbers of candidates, of questionable quality, under heavy competition.

Relationship Management 

This is one of the most common issues and causes of RPO failure. Outsourcing recruitment is not an ‘out of sight, out of mind’ solution. Whilst RPO can and does improve the quality of your recruitment process, delivering better people faster and more motivated, it cannot do it in a vacuum.

At the highest level successful Recruitment Process Outsourcing requires clear leadership; executive sponsorship and support. Even with this in place many, if not most, companies fail to ensure that they have defined and effective governance relationships with their RPO Provider. For an RPO to succeed there should be an established account manager who is responsible from the client side for the maintenance of open dialogue and interaction. There must also be clear KPIs and metrics, an approved schedule and format of reporting and reviews, and a defined path of escalation.

A good RPO provider can help provide the structure for governance, such as suggesting KPIs, but it is up to the client to put in place the people and the will to make the programme succeed. After all, the introduction of an RPO will be new to the client, and the client will be new to the RPO provider; leaving the relationship to chance is one of the surest ways to see it fail.

Poor Execution 

Thousands of companies around the world have shown major benefits to adopting RPO Solutions However, for an RPO to succeed requires more than a supplier to be called in and handed the proverbial ball. A buyer must define what it is that they want from their supplier. What services do they need? What will success look like? What KPIs and metrics are going to be used to measure success? If this is unfamiliar to you, or you’re calling in the RPO company because you don’t know what to do don’t despair; good RPO providers can work with you in the early stages to help define the parameters and goals. Indeed bringing an RPO to the table at the definition stage, to help review your needs, perhaps auditing your current processes, can give external clarity and expert input into the vital definition stage.

Whether you do it alone, or with external support, make sure you have a clear scope for what you want your prospective partner to do and how they will judged, otherwise don’t be surprised if they fail.

Lack of Proper Internal Management & Communication

Between a quarter and a third of all failed outsourced projects fall down because of poor internal communications. Companies bring in their RPO partner and expect them suddenly manage everything without people in the company knowing anything about it. This is simply unrealistic. Your organisation has established lines of communication and reporting; an outside party, no matter how experienced or skilled, cannot break into that structure without support. This means clear and open communication to all affected members of staff, explaining who the RPO team are, what they are there to do, how they will do it and what is expected of the client staff to make the project a success.

If good and effective communications are used, both at the start of an RPO and during its delivery, everyone involved will understand what is expected of them, why their support is necessary and the benefits to the company and individuals. With everyone on the same page an outsourced recruitment solution is established to succeed, without it is doomed to fail.

Post 4

RPO : REFORMS

 

Today’s marketplace offers many challenges associated with locating and retaining specialty talent. Whether it’s supplementing existing staff during peak periods in production or hiring a permanent employee through a temporary process..

To address these challenges, many HR leaders have turned to Internet sourcing, offshore solutions, or project and contingency staffing offered by inexperienced RPO firms. These companies quickly realize that those offerings result in very little sustainable value-add, beyond just filling some jobs. With RPO’s having  an unusual retention ratio both for there clients and employees, It becomes extremely important for RPO’s to have a solid track record & should be able to take bold decisions of expansion even in adverse economic scenarios prevailing all over the world.

RPO updates

As talent shortages persist and global organizations seek solutions to their complex talent acquisition challenges, RPO’s are required to have a proven strategic approach to help client meet their goals. With centers of expertise to the world class resources, processes and technology they offer, RPO’s should equally be dedicated to delivering measurable results that impact there customer’s overall business success & ROI. 

It is high time for companies to adapt a blended RPO solution model in order to it a successful business relationship

A total talent acquisition strategy, folding the tasks of contingent and permanent hiring into one integrated system, can offer greater efficiency and cost effectiveness. Hiring practices and procedures can be further standardized and internal resources can be better utilized for higher-level talent management issues.

With on-demand staffing initiated through a single-source blended RPO provider, corporations can staff to the most efficient level, tapping the talent and skills of a properly scaled workforce.It’s an honor to be recognized for the innovation, unparalleled service delivery and truly effective RPO solutions that Principle RPO consistently delivers to its customers.

Post 2

RPO Trends Infusion Of AI

Although artificial intelligence (AI) is already in place for a long time, an active breakdown in the recruitment technology landscape has begun a few years earlier. Today, AI is the major subject in HR technology for recruitment.

RPO trends infusion of AI

Automation and AI have become a major interest for businesses. In fact, Forrester predicts that by the end of 2019, 40% of enterprises will have automation centers. Forrester analyst Michelle Goetz said she is surprised that more businesses haven’t already identified “AI was a way to get better business results…” 

RPO will provide value to companies seeking to implement AI and automation throughout their operations. Top RPO firms are dedicated to using AI and automation to produce data-driven strategies and results, fully fitting with an overlapping data-driven business model.

With the help of RPO companies, the business will be one step closer to completely automated operations. Throughout 2019, the gig economy, in which freelancers take on short-term projects for businesses and even perform multiple tasks simultaneously, is expected to continue. This change has forced businesses to become more flexible – especially when it comes to hiring.

This year, RPO will trend towards total talent acquisition, bringing together “the outsourcing of the recruitment of contingent workers and permanent staff.” With the help of RPO firms, businesses will no longer have to worry about short-term projects, which have become more and more common, with long-term roles. Both requirements will be covered by a high-volume recruitment strategy and other tested RPO strategies. 

Total talent acquisition will remain the focus of RPO firms in 2019 and beyond. We live in a time where RPO services have changed the way we recruit and hire. In today’s time, everything is about the trend. Though they come and go and come again, which makes the best of these trends will certainly ride a success.

Refining the employer branding  – The talent market is highly competitive and the thing that makes everyone unique is their approach to recruitment process outsourcing services. Being a compelling employer brand, Principle RPO increases your chances of acquiring more qualified and genuine employees by up to 50%. In addition, having a strong digital presence can reduce hiring costs per resource. A survey conducted for RPO staffing proved that employer branding is the top priority of every candidate.

Involving Automation in HR –  Automation has evolved so much that it has revamped amazing recruitment solutions. About 74% of employers have shown interest in implementing automation in most parts of the HR department in the coming decade. The Principle Group has also implemented AI in recruitment. The Principle Group is using Artificial Intelligence for candidate search and screening. This will eventually result in fewer human errors, manual workloads, and smoother HR processes. And you can always rely on SA Technologies for a well-structured automated recruitment system.

More use of analytics – Using data-driven tools has helped many recruiters to simplify the complex process of hiring skilled talent. Recruitment process outsourcing services are more efficient when the hiring team decides to recruit with the help of analytics and data. Principle RPO has a vast amount of data to perform every task of AI very well. Also, have a heavy amount of candidates pool available in our ATS with a combination of different skill set like DBA, ERP, developers, testers. Most technology staffing companies prefer analytics because it provides them with valuable insights. This also helps them to identify the scope of improvement and make quick decisions.

Soft Skills are equally important – Having many years of experience in recruitment, it has been theorized by Principle RPO group experts that in the near future, the main competency that will help a resource get a job will be its soft skills. The list also includes communication skills, problem-solving ability and an enthusiastic approach. If we give the same importance to soft skills for imparting technical knowledge, we are bound to experience around 20-30% growth in our business.

Candidate experience – A major factor Principle Group believes that a candidate’s experience can actually play an important role in the success of the organization. In addition, negative hiring can also affect the company’s products, services, and customer relationships. Talent hiring is also largely on the referral system. This ensures a good chance of getting the right candidate from a reliable source

Since we are already heading towards the end of 2019, I think there will be

significant growth in 2020 as well.

Some more tech trends in RPO Recruitment 2019 are: 

● Applicant Tracking System (ATS)  ● Artificial Intelligence  ● Administrative Automation  ● Candidate Assessment tech  ● Increased adoption of Data-driven Recruitment Methodology   ● Boost in Recruitment Advertising through means of content
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