Recruitment Process Outsourcing

Recruitment Process Outsourcing business process in the field of search and selection of personnel, based on Service Levels (SLA); acting on behalf of the Client RPO team works as seamless extension to HR department; has flexible structure to reflect hiring fluctuations; accumulates recruitment expertise for the Client; responsible for the final result & Cost per Hire (CPH)

Why might a company need to outsource the recruitment process?

  • Large recruitment plan, while internal resources are limited
  • Transfer highly transitional function of recruitment (end2end or partial) to external provider, to share responsibility and focus HR efforts on higher priority functions
  • Ensure hiring of the right quantity & quality and on time, while easy scaling;
  • Implement standardized and measurable processes and/ or improve/ upgrade existing hiring processes;
  • Have am PRO team working as a seamless extension to HR department while maintaining full control of the Customer over processes and data;
  • Get access to the best HR practices with market benchmarks, the use of modern mathematical methods / artificial intelligence to reduce time and increase the accuracy of selection;
  • Have reliable analytics and reporting

Our clients who launched RPO with us note significant annual savings — from 27% annually, increased satisfaction of hiring managers with the recruitment process 4.8 out of 5 possible points, reduced staff turnover

Types of RPO

  • Full cycle (end2end): transfer to the provider of the entire recruitment process: from opening a vacancy to the candidate’s onboarding, including advertising campaign and training for hiring managers
  • Partial (specific sub-cycle): transfer of part of the recruitment process to the provider: analysis of responses, sourcing, collection of recommendations, preselection, logistics of the candidate, exit interviews, etc.

Solution Characteristic

  • Dedicated project team & Project manager (work in the «one window» approach)
  • SLA based solution measuring targeted results and improvements
  • Various & efficiency measured sourcing tools to generate a stream of applicants
  • Use of technological platform for interaction between RPO team and the Client
  • Use of effective tools for assessing and selecting candidates (chat bots, automated submission of assessment forms and uploading assessment results to the ATC system)
Learn more about our Client’s success in cases below

Typical Service Level Agreements (SLAs):

  • Time to hire — Period of working on the order, starting from requisition form up to position closing
  • Volume — Period of working on the order, starting from requisition form up to position closing
  • Quality — Ratio of presented candidates vs candidates hired
  • Satisfaction rate — HR Manager Satisfaction ratе; Hiring Manage satisfaction rate
  • Process improvement — Number of improvements executed in the process in order

We develop individual solutions for each client.

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Leadership Assessment centers and team assessment centers

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