Digital hiring witnessed notable changes during the pandemic with ‘work-from-home’ and continues to pave the way for the Indian hiring system. With companies investing in evolving digital technologies, there’s considerable effort and investment being made in hiring the right candidate for the right jobs. Dispensable to say, recruitment/selection and hiring patterns have witnessed a shift to a more digitally complete onboarding system using the newest technology via online platforms. Still, investing in HR technology to keep pace with newer engagement models isn’t inescapably the most effective system for every organization. Hence, it’s prudent to outsource the HR function to a Recruitment Process Outsourcing (RPO) expert, who would formerly have access to the appropriate or relevant technologies. Partnering with an RPO provider also brings fiscal and functional effectiveness to an organization’s employees’ functions.
Using digital-first state-of-the-art technology, an RPO provider stores profile data on the cloud platforms, assesses and verifies employees to ensure they have the core skill sets, capabilities, and motivators to get the job done, and further uses technology to integrate workers into the Organisation.
Social Media is very much a part of the recruitment process as firms use Social Media Marketing (SMM) channels frequently to attract and source new talent, by launching engagement campaigns and advertisements to cast a wider pool of candidates. The implementation of automation and Artificial Intelligence (AI) powered tools make bot-based screening and interviewing to ensure compliances are met, hiring is quick and efficient and there are minimal human errors. Hackathons are another popular platform to pick talent, as it showcases the candidates’ technical ability and flexibility. Nevertheless, either way, recruiting generates copious amounts of candidate data, which is now being stored on the cloud to enable easier storage, retrieval, and management through a cost-effective and safe model. In the recruiting process, infotainment has also witnessed a spike in the joining formalities, with firms harnessing a customized gamification platform to help new joiners understand the organization, company culture, history, achievements, and policies. With fast-paced technology and innovation, newer HR Tech will allow a more holistic and harmonious approach toward recruitment.
RPO: Convenient, Cost-Effective, and Digital-First Value Addition
Apart from being a cost-effective and convenient recruitment solution for businesses, RPO providers also add value to the organization through a strategic partnership aimed at contributing to larger business success. The benefits that Recruitment Process Outsourcing(RPO) solutions provide extend well beyond budget optimization and ease of recruitment, as they add value proposition to overall organizational goals and functions.
Strategic manpower budgeting:
RPO providers work together with the internal talent acquisition team of an organization, to develop a thorough understanding of the organizational goals and the skills required to fill in specific job roles. They are involved in the initial stages of business planning and assist in manpower budgeting, forecasting staffing needs and providing flexible on-demand solutions based on extensive research on the recruitment market. RPO players are also a boon to the organization in times of crisis and layoffs, as they can correctly strategize and evaluate the organization’s needs and make informed decisions.
A number of sourcing platforms:
As RPO providers are specialists in the recruitment field, they have the ability to capitalize on their large reach and build networks, which include a large number of sourcing platforms. Here, they are able to adequately market client jobs through job boards, websites, social media channels, employee referrals, training centers, campus recruitment, and the like, to attract a wide number of candidates and obtain talent for the job roles in demand.
Increased brand recall:
In recruiting talents for jobs, RPO provides a market and builds a positive image of the client among potential candidates, building brand recall and recognition. Additionally, they are able to build a pipeline of talent through networking which further aid the organizational hiring function.
Digital-first screening:
With the use of the latest technologies and a hands-on digital approach, RPO providers are able to store candidate data using the cloud, and assess, verify, and compare the skills, competencies, and talents with that of the organizational need. Here technology enables an objective assessment of candidates while enabling a cost-effective and efficient recruitment system for the organization.
Candidate management:
An RPO provider has a detailed understanding of the organization, its goals and processes and it represents the employer they hire for. They enhance a candidate’s recruitment journey from screening up to onboarding and facilitate a seamless transition from candidates to employees.
With COVID-19 catalysing changes in recruitment models, workforce size and candidate expectations, RPO is an exceptional solution that aids organizations in staying agile and relevant and drives efficiency across the recruiting process. RPOs elevate a firm’s competitive advantage in the job market and helps Organisations in attracting and onboarding top talent into the workforce.
