FAQ’s

What can our Recruiter do for you?

Our Recruiter will work full time recruiter for your company (doing all the work that you would expect a recruiter to do)

Marketing: Market the Candidate at all possible openings in market
Account Management: Managingthe candidate Submission and keeping track of over all status of Candidate.
Search: For resume to fill the existing vacancies
Source: Source Passive candidates suitable for the vacant positions
Filter: Scan every resume carefully and pick the best suitable one that matches the existing requirement
Interview: Call the short listed candidates to find out their availability and discuss the vacancy position with them.
Tech Check: Our recruiters have formal training in variety of technical skills and they can handle preliminary technical interview
Back Ground check: Execute Back Ground checks and talk to the references
Co-Ordinate: They will co-ordinate with the account managers

Benefits:

• No pay roll expense
• No need to pay for extra benefits
• No need of office space to accommodate the recruiter
• Easy access to major resume databases
• No commitments or long term contracts
• Risk free money back guarantee for first month
• Excellent opportunity to hire an assistant recruiter if you are deluged with work
• Our Recruiter do all the back end work ensures that you can concentrate more on your business-making new clients, getting more job orders and so on
• Resumes received will be scrutinized; (personal contact and information verification by the recruiter)
• Recruiters will source for all open positions
• We employ the recruiters with full benefits and compensation saving you the cost of another employee. Our recruiter becomes active member of your team!
• Allows your recruiting staff to focus on interviewing, qualifying and hiring the best talent, rather than time- consuming resume searching
• Provide hiring officials with technically matching candidates
• Save money by eliminating the need to evaluate and pay for costly resume databases
• Save even more money by reducing the need to hire, train, develop and maintain a highly skilled Internet Recruiting Staff
• Provide hiring officials with an alternative to posting or traditional advertising
• Low cost allows flexibility to spend dollars for additional, concurrent recruiting efforts

Additional benefits:

Below are the few responsibilities your off-site recruiter will fulfill for you:

• Coordinate the Job description and clarification on details needed
• Job Posting on major job sites
• Research to locate logical talent pool
• Check existing database for leads
• Source to narrow research results
• Qualify candidates by initial telephone interviews against the necessary job essentials
• Send resume and Pre-Qualification Form to your representative via email
• Weekly status reports on number of candidates submitted and feedback/status.
• We have a big pool of experienced and highly trained recruiters. Depending upon the amount of work you have, you can choose to hire 1 or more recruiters.

Our sourcers work closely with clients to determine the exact qualification and skills needed in a prospect, and they filter candidates extensively to ensure their experience and needs are appropriate for the job and culture offered by clients.

We have expertise in providing a range of professional RPO services India to staffing and consultancy firms in the US. These include sourcing, screening, negotiating, lead generation through opt-in email lists and campaigns. We combine speed, efficiency, flexibility, professional service, and lower cost with the latest technology to furnish the best candidates for your firm.

What can our Sourcer do for you?

Search: For suitable resume to fill the existing vacancies
Source: Source passive candidates suitable for the vacant positions
Filter: Scan resumes carefully and picks the best suitable one that matches the existing requirement
Co-ordinate: They will co-ordinate with the account mangers

Benefits:

• Speed up the hiring process
• Identify top candidates without incurring third party fees
• Easy access to major resume databases
• No pay roll expense
• No need to pay for extra benefits
• No need of office space
• No phone bill
• Allows your recruiting staff to focus on interviewing, qualifying and hiring the best talent, rather than time consuming resume sourcing
• No need to subscribe to access resume databases
• Provide hiring officials with an alternative to posting or traditional advertising
• Low cost allows flexibility to spend dollars for additional, concurrent sourcing efforts
• Hire people from the hidden talent pool
• Calculate and reduce cost per hire
• Efficiently solicit, store and retrieve applicant data
• Proficient in sourcing techniques
• Develop innovative sourcing strategies, meet service goals
• Source candidates from employee referrals, networking websites, resume databases, etc.
• Screen candidates for interest, availability and basic qualifications of the position
• Manage searches for all areas of the business, research & development, marketing, sales, finance and administration
• Partner with full cycle recruiters to brain storm new resources and innovative searches to generate more passive candidates

* Consulting: This includes recruitment process design, competitive analysis, job design, market expansion support and technology planning. RPO providers are demonstrating the value-add that RPO can bring to an organisation through their involvement in the planning phase of a client’s human capital needs.

* Sourcing and screening: The candidate sourcing and screening process is very challenging; often, there are limited qualified candidates for open positions, but an abundance of irrelevant resumes. Sourcing and screening includes active and passive headhunting, referral handling, candidate tracking, placement and staffing agency coordination, market intelligence gathering and building recruiter domain knowledge and compiling screening tools. While the hiring decision remains an internal one, RPO providers help to support managers in a variety of ways to speed the hiring process.

* Assessment: This is aimed at gaining valuable insight into candidate personalities and aptitude, prior to making a job offer. It requires specialists trained to conduct psychometric and aptitude testing, comprehension testing, verifying capacity and problem-solving, inspiration and motivation metrics, etc., helping the organisation ensure a glove-fit for the positions.

* Selection: This involves scheduling of interviews, database updating, compliance checking, logistics support, and offer/rejection letter composition. While the hiring decision remains an internal one, RPO providers support managers in a variety of ways to speed the hiring process.

* On-boarding: This involves background checking, drug screening, employee orientation, employee record creation and data porting, and on-site and off-site logistics support. A broadened scope enables buyers to transfer many traditional internal on-boarding activities to RPO providers, further reducing cycle time.

Is India emerging as a big RPO destination?

The RPO industry has good potential for growth in India. It has a huge population and, therefore, huge potential for talent. Moreover, there are excellent universities that are churning out very good talent. Last and most important, there have been huge capital investments made in India, so as companies grow and realise that they need more and better quality talent, the RPO model will be sought as a saviour for many companies.

We anticipate India to be our number one market, bigger than the US, and we have invested significantly in this market. India is huge on outsourcing, although, We agree, the RPO industry is still in its infant stages. But a lot of companies in the US, specially financial companies, have opened outsourcing centres in India, and are seeking RPOs to tap quality talent and have better, reliable and cost-effective processes in place. Consequently, although RPO is a new solution, it’s catching up fast.

What are the cost benefits for a company opting for an RPO model?

The benefits of engaging an RPO model are that it helps find better talent and is cost-effective in terms of hard-call savings and soft-call savings, and also delivers the right quality talent as and when needed. Additionally, it is more reliable than the conventional hiring process.

One of the most significant things that we do — and what an RPO company should do — is to design an effective process system. For instance, in the traditional model or if you use outside agencies for recruiting, they send resumes and managers spend most of their time scanning these resumes and interviewing people. An RPO firm like us goes through a customised process that maximises a manager’s time so that he doesn’t spend all the time interviewing. A calibration process ensures that the company gets quality people who fit the job better. Managers at companies can meet just three or four people and hire them, and not, say, 50 to hire just one person. This is called soft-call savings.

How much does one save hiring an RPO company like yours?

To give you a rough idea we save a minimum 10 per cent on a company’s recruitment process.

This is a time when many of your clients may have frozen hiring. What role does your company play in such times?

There are three major things that we do apart from recruiting: employment brand-building, maintaining an “applicant tracking system” as part of the recruitment management process, and this is the hardest part of HR today, and lastly, workforce planning, that is, building a database of quality people. Workforce planning is key to the success of an RPO company. Along with this we do talent acquisition assessment. So in a nutshell, we help companies understand if their recruitment process works.