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Emerging trends in Recruitment Process Outsourcing (RPO) that are gaining popularity
Posted on February 14, 2023 by Editor
Most organisations, barring the huge players in the market, need not invest in sophisticated technologies such as Artificial Intelligence (AI) and Machine Learning (ML) to enhance the recruitment experience. This is because RPO providers are increasingly absorbing the cost by adopting these technologies to automate and streamline recruitment processes. In recent times, RPOs have almost completely assumed the responsibility for resume screening, culture fit screening, IQ & EQ testing, candidate matching, interview scheduling, candidate testing, and onboarding. This can help to improve efficiency and reduce the time it takes to fill open positions.
Video Interviews: More often than not, RPO providers are incorporating video interviews into their recruitment processes. Depending on the client and function, these can either be live interview sessions or pre-recorded ones. With job slots opening up in different, distant geographies, virtual interviews are here to stay. They are gaining popularity because they allow for more flexibility and efficiency, can help to reduce travel time and cost, and do not require the candidate to take too much time off from work for an interview. The time slots are fixed in advance and this works well for the recruiter as well as the candidate. Video interviews can also assess communication skills and comfort levels with new-age technologies. AI can be used to analyse a candidate’s facial expressions and body language to predict personality traits, honesty, and other intangible aspects of the recruitment process.
Mobile Recruiting: RPO providers are increasingly using mobile recruiting techniques to reach candidates, such as mobile-optimised career sites and text message recruiting. This allows for a more convenient, flexible, and efficient recruiting experience for candidates, and can help to attract top talent. Mobile as a recruitment platform works well because it can be managed from anywhere, without being dependent on a brick-and-mortar space. Tasks such as reaching out to a broader pool of resources, scheduling interviews, providing internal feedback, and communicating with the candidates can be managed remotely through handheld devices, even in the remotest of pin codes.
Employee Referral Programs: RPO providers are increasingly using employee referral programs as a way to identify and attract top talent, as referrals tend to be more reliable and have a higher retention rate. Enterprises are beginning to recognise that birds of the same feather tend to flock together, so candidates who have already been whetted by the company are likely to refer like-minded people, with the proper credentials to the organisation. These programs offer a two-pronged motivation – one being that a person who is familiar is joining the same company, and the other being the monetary incentive that the company gives the employee.
Talent communities: RPO providers are increasingly using talent communities to engage with and nurture potential candidates, giving them the opportunity to learn more about the company and stay engaged even if they are not actively seeking a job. These platforms share information about companies, their culture, their thought leadership, industry information, technology breakthroughs, etc. From engaging alumni to prospective candidates, talent communities fan the embers of interest even when there is no active recruitment in process.
Greater focus on diversity, equity, and inclusion: RPO providers are increasingly focusing on diversity, equity, and inclusion in their recruitment processes, recognising that these elements help foster a more inclusive and innovative environment, while also promoting a better candidate experience. It is in acknowledging all the dimensions of nationality, race, ethnicity, gender, socio-economic status, age, disability, sexual preferences, religious and political beliefs, or other ideologies; it is in the exploration of these differences and moving beyond simple tolerance, to embracing and celebrating the rich dimensions of diversity contained within each individual, that organisations stand tall. Employees with different characteristics, skills, and experiences bring to any organisation a whole new set of perspectives that can result in better camaraderie, innovativeness, and all-round wellness.
Emerging trends in Recruitment Process Outsourcing (RPO) that are gaining popularity
Posted on February 14, 2023 by Editor
Most organisations, barring the huge players in the market, need not invest in sophisticated technologies such as Artificial Intelligence (AI) and Machine Learning (ML) to enhance the recruitment experience. This is because RPO providers are increasingly absorbing the cost by adopting these technologies to automate and streamline recruitment processes. In recent times, RPOs have almost completely assumed the responsibility for resume screening, culture fit screening, IQ & EQ testing, candidate matching, interview scheduling, candidate testing, and onboarding. This can help to improve efficiency and reduce the time it takes to fill open positions.
Video Interviews: More often than not, RPO providers are incorporating video interviews into their recruitment processes. Depending on the client and function, these can either be live interview sessions or pre-recorded ones. With job slots opening up in different, distant geographies, virtual interviews are here to stay. They are gaining popularity because they allow for more flexibility and efficiency, can help to reduce travel time and cost, and do not require the candidate to take too much time off from work for an interview. The time slots are fixed in advance and this works well for the recruiter as well as the candidate. Video interviews can also assess communication skills and comfort levels with new-age technologies. AI can be used to analyse a candidate’s facial expressions and body language to predict personality traits, honesty, and other intangible aspects of the recruitment process.
Mobile Recruiting: RPO providers are increasingly using mobile recruiting techniques to reach candidates, such as mobile-optimised career sites and text message recruiting. This allows for a more convenient, flexible, and efficient recruiting experience for candidates, and can help to attract top talent. Mobile as a recruitment platform works well because it can be managed from anywhere, without being dependent on a brick-and-mortar space. Tasks such as reaching out to a broader pool of resources, scheduling interviews, providing internal feedback, and communicating with the candidates can be managed remotely through handheld devices, even in the remotest of pin codes.
Employee Referral Programs: RPO providers are increasingly using employee referral programs as a way to identify and attract top talent, as referrals tend to be more reliable and have a higher retention rate. Enterprises are beginning to recognise that birds of the same feather tend to flock together, so candidates who have already been whetted by the company are likely to refer like-minded people, with the proper credentials to the organisation. These programs offer a two-pronged motivation – one being that a person who is familiar is joining the same company, and the other being the monetary incentive that the company gives the employee.
Talent communities: RPO providers are increasingly using talent communities to engage with and nurture potential candidates, giving them the opportunity to learn more about the company and stay engaged even if they are not actively seeking a job. These platforms share information about companies, their culture, their thought leadership, industry information, technology breakthroughs, etc. From engaging alumni to prospective candidates, talent communities fan the embers of interest even when there is no active recruitment in process.
Greater focus on diversity, equity, and inclusion: RPO providers are increasingly focusing on diversity, equity, and inclusion in their recruitment processes, recognising that these elements help foster a more inclusive and innovative environment, while also promoting a better candidate experience. It is in acknowledging all the dimensions of nationality, race, ethnicity, gender, socio-economic status, age, disability, sexual preferences, religious and political beliefs, or other ideologies; it is in the exploration of these differences and moving beyond simple tolerance, to embracing and celebrating the rich dimensions of diversity contained within each individual, that organisations stand tall. Employees with different characteristics, skills, and experiences bring to any organisation a whole new set of perspectives that can result in better camaraderie, innovativeness, and all-round wellness.