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Proposal For RECRUITMENT PROCESS OUTSOURCING

Submitted By sandeep mishra

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Advantages of RPO over Traditional Recruitment Process

Focus on broader issues while having recruitment assumed by an outside expert. Reduction in overall recruitment costs Improved quality of service delivery Enhanced reporting for better decision making Retention of strategic role of HR Ability to accelerate organizational change Improved stakeholder satisfaction and productivity, including senior management, Human Resources function, hiring managers, and applicants Reduced effort in HR administrative work, focus on HR strategy Access to strong HR domain expertise and process knowledge

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What is RPO?..
Recruitment process outsourcing is a unique approach that provides a cost effective, resultsdriven alternative to staffing services, recruiters and internal efforts.

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Reason an Organization should go for RPO

Improve Business Focus: Focus on broader issues while having recruitment assumed by an outside expert. Share Risks: There are tremendous risks associated with the investments an organization makes in their workforce recruitment. When companies outsource they become more flexible, dynamic, and able to adapt to changing opportunities and problems. Organization can avoid the burden of hiring skilled manpower on the latest technology. Maintain Company Identity: Corporate/company branding is playing an increasing role in workforce recruitment. Unlike the use of recruiters and staffing agencies; RPO allows you to maintain your company identity - a valuable tool for creating the most qualified and talented pool of candidates for your workforce needs. Reduction In cost: Reduction in overall recruitment costs. The company saves up to 40% in the recruiting process.

Higher Employee Satisfaction:

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HRM Basic Flow

Candidate: Candidate is the job seeker. Candidate searches for the suitable jobs and applies for the job online mentioning his skill sets. He can also upload his profile to the database by registering. Once uploaded the client or company or recruitment agency are provided with separate interfaces to search for the suitable candidate based on the requirement. Client Company / Recruitment Agency: The recruitment agency/client request for a separate portal service. Once service is granted, separate interface is given for the client/ recruitment agency is given through which the candidate or client utilize the service. The recruitment agency/client request for common service. Once service is granted, separate interface is given only for the client/ recruitment agency is given through which the service are used. Application Service provider: The organization that is providing all the services for the company, client, recruitment agency, and candidates.

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Corporate recruiting strategy based on the number of employees
0-10 employees These companies normally recruit thru the word of mouth or thru or one time recruitment process theres no special budget allocation for recruitment or assessments it is taken as one time expenditure Cost of recruitment normally works with a range of 5000-15000 10-50 employees These organizations normally get into a recruitment process by hiring an hr manager and conducting the basic level entry test and the rest all procedures are followed thru the human resources The second option with them is also placing the job requirements on the internet or hiring placement agencies who work on the one monthly salary basis strategy Cost of recruiting one time works up to around 20000-45000 and the cost of hr manager 50- 500 and above employees These organizations have a well focused recruitment strategy where they release advertisements in the news paper add also hire consultants to carry the process of recruitment The process of selection is thru an assessment process and then various rounds of interview Normally companies work with various recruitment agencies or consultants and they expect high caliber people who could get into the work profile as soon as they join the organization with the minimal training period Where companies gets into a contract with the agencies either on an exclusive basis or non exclusive basis on a single domain or multiple domains base on the ability of the consulting agency

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The process of selection is through an assessment process and then various rounds of interview

Assessment test

Group discussion Technical interview Personal interview\ And finally the hr interview Referral checking For all these stages normally they have all the procedures and polices and place which is out sourced or internally developed by the organization These companies also hire consultants and recruitment agencies to fill the manpower attrition The cost of man power recruitment is worked on the percentage basis of the salary which normally works in the range of 8.33 to 12% of one year gross accountability is on the recruiting agency except for screening the candidate the exact requirement of the company and replacement of the candidate if he quits

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The consulting agencies model

Some agencies work on the dual model

They either send the candidates in volume or leave the option to the employer to pick the right employee
Or they conduct a whole series of interview them selves and including technical assessments technical interviews and then send the candidate to the employer for the final technical round And the company normally gets into referral checking from the previous employer Restoring of accounts is totally based on the quality of the candidate the consultants supply

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Process requirements

A full fledge solution for online line assessments developed in house or partnered with an already existing technology in house or A full fledged question bank on the domain which is concentrated on This has to be regularly updated base on the industry changes Manpower for screening the candidates at the second and third level For technical interview and personal interview Manpower for getting the requirements from the various organizations Offices at various metros and Cosmo metros Business process scope

The scope for this particular opportunity can be focused by concentrating on the already existing recruitment agencies that have a huge data base of the aspirants where normally theres no assessment process at place And also the fresh pass outs from the colleges who seek an oppturtunity in the it And in the second phase we can develop clients for requirement process and contracting

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The challenges

ifs and buts All the employers look into the people with a commitment for m the employee or the reccuiretemt consultant for attrition Looking for agencies with experience of a similar line business activity Agencies who are adapt bale to organizations polices and who are flexible

How to overcome ifs and buts As we will be the new entrants we need to ensure that we have high-level assessments test which suit the requirements of employer Before giving any commitments to any organizations A huge database of the people required for a particular domain For recruitment abroad normally the whole set of credentials is checked by the visas issuing authority before his travel is approved like his education record and the other track records including his criminal records

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Role TEAMLEAD/FUNCTIN OL CONSULTANT PROGRAMMERS WEB DESIGNERS 1

Tentative Number of Resources

Skill Sets Project Management

15 1

Java and oracle Applications customization expertise EXPERTISE IN WEB DESIGNING TOOLS Windows and oracle Applications database

Database/Windows Administrator Testers

1 5

Testing tools (Win runner, Load runner) , Manual testing.

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Candidate Assessment Module
Intimation to the short listed candidates Intimation Schedule of test. Domain (subject) of test.

Test Details

Details of test venue. Link to take the test.

Test Evaluation Criteria

Based on Cut off. Based on Important questions. Negative markings.