Key Steps Involved in Recruitment Process Outsourcing

Recruitment Process Outsourcing means hiring external support for talent acquisition instead of relying on an in-house recruitment team. Here, talent acquisition means recruiting, tracking, and interviewing the most capable candidates while also training them as new employees. Simply put, recruitment process outsourcing (RPO) is a hiring method. Let us check out what steps this procedure includes. 

Steps Involved in RPO aka Recruitment Process Outsourcing

1. Evaluating Hiring Needs

Since each employer comes with unique requirements, opting for a standard requirement can rarely be found and helpful. It is also important to assess what an employer expects regarding knowledge, skills, experience, etc. necessary for the job role.

2. Creating a Job Description

Once the requirements are made clear, the outsourced requirement process team prepares an all-inclusive job description (JD). It helps the potential candidates to learn the company’s needs distinctly. Generally, the JDs must be compared by the potential employees before applying for a job. It actually ensures the applications are coming from the most suitable candidates.

3. Talent research

Talent search means identifying the right talent who will be applying for the requisite job role. At this point, internal advertising for referrals along with external communications through social networks etc. plays a crucial role. Plus, the overwhelming talent search can be successfully achieved through print promotions and job fairs.

4. Screening & Creating a Shortlist

Once the applications begin to come in, the recruitment process outsourcing moves on to screening as well as shortlisting candidates. It is done in four phases as mentioned below:

  • Screening applications.
  • Sorting out CVs with the certification, skill sets, credentials, and experience preferred for the job role.
  • Filtering applications with respect to preferred credentials, minimal qualifications, etc.
  • Filtering out concerns as mentioned in the CVs (if any) before the interview.

5. Interview

This is the part where the shortlisted applicants get an offer for interviews. The phases of interviews, how many rounds these should be completed in, etc. will be determined by the size of the hiring team and their requirements. In this case, the most preferred phases are:

  • Telephonic screening 
  • Video interviewing
  • Psychometric testing to evaluate the productivity of candidates
  • Face-to-face interviewing

6. Measuring and offering role

After carefully measuring the quality, productivity, and competency of the chosen candidates, it comes to offering roles to the most suitable candidates.

7. Finalizing Candidates

This is the final step where the finalized candidates officially become employees of the company.

If you are willing to benefit from highly efficient recruitment process outsourcing solutions, make sure you deal with the right service provider.

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