by admin | Oct 13, 2022 | Ace the Interview
Companies in the pharmaceutical and biotech industries might benefit from recruitment process outsourcing by getting access to a wide range of sourcing strategies and a vast network. Passive, diversified, experienced, and just-graduated talent are all represented among the candidates. RPO solutions allow you to foresee the long-term hiring process and may be used for your whole business, a particular division, or a significant project.
The industries that rely on recruitment process outsourcing (RPO) services the most are those that deal with medicine, biotechnology, and medical devices.
Numerous firms offer assistance throughout the whole hiring process, from posting jobs to assisting candidates with first-day preparation, expediting the procedure, and assisting recruiters in the cutthroat pharma employment market.
Therefore, why have companies in the biotech, pharmaceutical, and medical device industries chosen RPO as their preferred hiring solution? The following are some of the most compelling justifications for collaborating with an RPO provider to solve your talent challenges.
Choosing the RPO That’s best for your Pharmaceutical, Biotech, and Medical device companies
Greater agility, scalability, technology, and automation
Many pharmaceutical and biotech companies are dealing with a more complex recruitment environment, and see the need to transform their recruitment practices to be competitive.
RPO offers smart technological solutions that guarantee recruiters will identify, attract, and choose the best applicants more quickly while remaining one step ahead of the competition. Organizations have access to a dizzying number of options, such as candidate relationship management (CRM) and application tracking systems (ATS), Pre-hire evaluations, chatbots, AI sourcing, management (CRM) technology, and more.
Others may be forced to use old technologies that lack the speed, efficiency, scalability, and flexibility of a contemporary recruiting tech stack due to financial restrictions or difficulties in creating a business case to support the investment. Many organizations have invested a lot of money in the newest technology, but they are having trouble making the greatest use of it. Simply put, the majority of talent acquisition companies lack the bandwidth necessary to remain ahead of the competition and take full advantage of all available opportunities.
For instance, when demand for COVID-19 vaccines was at an all-time high, companies in the pharmaceutical industry had to communicate with hundreds of applicants quickly to meet an increase in production needs.
Whether your company has to hire many engineers, manufacturing experts, or R&D specialists, a well-designed RPO program may help you find the people you need, when you need them. By collaborating with your RPO provider, you may have access to a system that is very flexible, very effective, and completely customized to match your recruitment objectives.
Digital landscape and Better Candidate experience
Big data, technology, and new alliances are altering old recruiting strategies and changing the kinds of people that pharma businesses have traditionally sought after. Now, top talent might come from outside sectors like financial services, technology, or consumer electronics that have already undergone a digital transition. It will be difficult to convince them to switch from these sectors to pharma.
The procedure and candidate experience must be flexible and individual. When using contractor recruiters and an already overworked internal workforce, this is not a simple task. On the other side, an RPO service may assist in retaining candidates and integrating them into the company. This may significantly lessen the burden on organizations and improve the experience so that prospects are less inclined to abandon the application process.
Using global sourcing in advance
The necessity to create talent pools and communities is essential in order to decrease the time to employ and guarantee the availability of talent for the future due to the global nature of pharma talent and the worldwide mobility of such individuals. According to a recent Price water house Coopers (PwC) poll, 76% of pharmaceutical CEOs are concerned about the availability of vital talents.
For these organizations, talent pooling is crucial because it gives them a method to stay in touch with individuals who could someday work for the company. As their primary emphasis and objectives are filling open positions, internal teams are finding it more and more challenging to expand, invest, and build talent pools.
Improved hiring metrics
Similar to how they have been for many other firms, recruiting and talent acquisition have been exceedingly challenging for the pharmaceutical, biotechnology, and medical device industries during this current labor shortage.
Recent financial challenges in pharmaceutical research, development, and commercialization have compelled stakeholders to reassess their fundamental patterns of functioning. As a result of the challenges, they are looking for alternative models to reduce fixed costs and increase productivity in all functional areas that are not seen to be essential to the business.
If your business is seeking a tried-and-true solution to the pervasive talent problem, it’s time to pay RPO substantial attention. It’s critical to collaborate with firms that can reduce ratios like the time it takes to fill a position and conduct an interview to select an RPO provider.
The company will gain from having a team of recruiters that are conversant with the jargon of Pharma, Biotech, and Medical device companies if you choose the correct RPO partner. Some RPO companies even offer applicant pools that have already gone through screening and may be interested in possibilities with your business, further improving the hiring process and allowing you to hire more personnel faster.
Positive candidate experience
The procedure and candidate experience must be flexible and individual. When using contractor recruiters and an already overworked internal workforce, this is not a simple task. On the other side, an RPO service may assist in retaining candidates and integrating them into the company. This may significantly lessen the burden on organizations and improve the experience to the point where applicants are less inclined to withdraw from the application process.
Managing, developing, and training in-house teams
It is getting harder for pharmaceutical companies to find recruiters with the necessary expertise. As a result, many recruiting contractors are used, and the turnover rate within the talent acquisition team is high. Because there are no career routes established for smaller regions, managing teams that are geographically spread makes it more expensive to use resources.
This may then result in higher compensation increases and attrition issues. In-house teams are unable to provide recruiters with the career advancement, growth, and mobility that RPO organizations provide.
Conclusion
It is impossible to overlook the advantages of a well-designed outsourcing program for the recruitment process. These companies may connect with competent individuals to improve their operations and add value to their company with the use of an RPO solution that is specifically designed for the pharmaceutical, biotechnology, and medical device sectors. If finding qualified candidates in this competitive job market has proven to be difficult for your business, working with an RPO provider may be the answer to your problems. Pragna Solutions has been a leading provider of RPO Solutions for over a decade and helped many global firms to scale and grow.
by admin | Oct 11, 2022 | Art of Recruiting, Blog
Digital Recruitment
Utilizing technology to find, attract, evaluate, choose, and recruit candidates for open positions is known as “Digital Recruitment” The only option for businesses to stay on track with their hiring and overall business goals is to implement more digital hiring methods, especially in light of the current health crisis.
It can be necessary to use tools that many firms have never used previously, such as career portals, mobile recruiting, online tests, social recruiting, and digital interviews.
Although the change may seem intimidating, the future of digital hiring is already here, so we’ve put together some essential advice to help you launch and improve your digital hiring process.
1. Social Media Recruiting
Professionals spend a significant portion of their lives online in this digital (and now remote!) working environment. Your company can reach applicants by being visible on the appropriate digital platforms, where they are already spending a lot of time.
You can attract a sizable number of candidates that you would not otherwise be able to by using social media networks for the recruitment like LinkedIn, Facebook, Instagram, and Twitter. As opposed to cold calling or emailing, interacting on these platforms might feel more natural and aid your staff in building relationships in less stressful situations.
For long-term cohesiveness and relevance, the best methods include sending potential candidates direct messages on Facebook, tweeting links to available positions using relevant hashtags, and producing shareable video material for YouTube or Instagram that showcases your company’s mission and culture in an easily digestible way.
At the very least, you’ll use these social channels to better understand applicants’ interests and backgrounds in order to tweak messaging to increase engagement and personalization if you want to keep reaching out to them on more conventional platforms.
2. Mobile-Friendly Careers Site
In a recent Glassdoor study, it was shown that 89% of the 1,000 jobseekers used their mobile devices at some point in the job search process. Because so many job searchers conduct their searches in this manner, companies must ensure that their websites are mobile-friendly in order to swiftly attract all interested individuals.
Having it configured so that pages do not require excessive panning or scrolling in order to get the information important to the application implies much more than simply being able to view it on mobile devices.
To increase completion rates, even small details like making the “Apply” button stand out from the background and making the needed fields clear to read can make a big difference. If you have any graphics or photos at the top or bottom of the page, think about removing them because longer pages will just turn away candidates.
3. Digital Interviewing
Instead of speaking live, candidates who participate in digital interviews—not to be confused with 2-way online interviews—record their answers to a set of preset questions for the hiring team to analyze later.
Digital interviews are not just one of the few interview options when working remotely, but they are also generally the most effective and impartial option. For instance, by employing this method of interviewing, firms can, for instance, acquire the following three crucial benefits:
Efficiency: The back-and-forth scheduling of the interview and the necessity for many live phone screens by recruiters are both eliminated by the digital interview. The time it takes to hire a candidate will be shortened because recruiters can observe and assess more interviews on their own schedule. Our interview platform requires minimal configuration and has a 90% completion rate across our global clients.
Flexibility: Considering the spread of infectious diseases and travel restrictions, candidates can complete the digital interview procedure from the comfort of their own homes. Our digital interview platform is one-way, so candidates may record their responses on their own time and in their own space, and recruiters can examine and assess them whenever it is most convenient for them. Candidates can choose to hide their camera and timer while they are recording, practice using our system as often as they like, and re-record each response once if necessary.
Standardization: In a typical interview, discussions with candidates can go in any direction, and the whole experience is mostly influenced by the interviewer. With our digital interview, however, recruiters may videotape themselves asking the questions in advance, assuring fairness and rigor throughout the process. This way, all candidates are given the same set of questions in exactly the same way. By linking each question with a capability and its behavioral anchors that are pertinent to the business or role, metrics further reduces bias when recruiters evaluate prospects.
4. Give Feedback!
Most jobseekers nowadays are familiar with the phrase “resume black hole,” which describes the depressing and unsettling chasm into which applications frequently sink, presumably never to be seen again.
After submitting an application, up to 50% of candidates never hear anything back. It might be difficult to keep from taking this personally and getting quite frustrated. As more candidates turn to the internet to air their complaints, this could eventually damage your company’s brand. Additionally, keep in mind that your applicants are probably also your customers because their experiences with your business directly affect how they perceive your brand.
Feedback can come in a variety of sizes and shapes, but it is always an important part of the hiring process, and there are plenty of digital tools out there that make it simple. Something is always preferable to nothing, even if it’s just a brief email confirming that an application has been received and is being reviewed or updating the applicant that the application process has slowed, and they should expect a response in some amount of time.
While it may not always be possible to provide every candidate with individual feedback after they finish a digital assessment or interview, there are solutions like Plyometrics that can automate feedback in a highly tailored fashion.
Candidates receive a report called the Plyometrics Profile that details their characteristics. The report aims to maximize openness, present actionable and workplace-applicable insights, and give the user an overview of what we learned about them during our assessment. The fact that it offers users a special, helpful, and educational experience makes it stand out from the competition and serves as a major point of engagement for them.
5. Ask for Feedback!
Since the digital world is always changing and is unfamiliar to all of us, it is crucial to get open input from job seekers on how the application process might be made more positive. This can be done by offering quick, optional surveys (5 questions maximum) at various stages of the process to increase completion rates, especially if they come after the applicant has been turned down for the position.
Be sure to underline how much you value their input and that you will examine it carefully moving forward. Once you have comments and ideas to examine, discover the major themes and consider how you may gradually improve your plan. Remember that even seemingly small changes to the candidate’s experience can have a huge and positive impact!
Conclusion
These are just some of the crucial things you can implement to have a strong digital recruitment strategy. Making sure your organization has a solid structure in place is essential to your employment process as digital recruitment tactics proliferate among the workforce after the epidemic. Pragna Solutions has been upskilling the teams to follow best practices and to help candidates to have great experience through the process.
by admin | Sep 27, 2022 | Art of Recruiting, Blog
A day comprises 24 hours, so making the most of your time is crucial. Maximizing your productivity at work isn’t like climbing Mount Everest; all it requires is being more conscious about how well you manage your time. There are basically two ways to make the most out of your day, one is either putting in more hours and the other is planning your day better and working smarter.
The state of peak performance is highly desirable. That combination of intense focus and effortless power is very rarely achieved even among highly focused people. The peak performance or flow state is not only in high demand in the sports field but also in our digitally powered workspaces, and for good reason. Flow helps in staying motivated and engaged, resulting in better performance and even happiness.
How to Maximize Employee Productivity In the office Workplace
1. Set Interconnected Goals
According to a study, the key prerequisite to achieving flow is setting realistic goals. Astonishingly, far too many people are not aware of its importance of it. Hence, they don’t set work-related goals. But when we set realistic expectations or goals at work, we tend to focus better on our tasks.
Yet setting and achieving goals will just lead to a single flow experience sometimes, but our ultimate objective should be in achieving consistent flow, which can also be termed as a “unified flow experience.” To achieve this consistent flow, all our goals must be connected in such a way that the interdependencies between them are clear. And goals that are complex should be divided into smaller ones by stating objectives and their key results (OKRs) that are interconnected to one another and tracked over time.
2. Find Intrinsic Motivation in Work
The research study says external motivation isn’t enough to increase flow. Instead, intrinsic motivation drives the flow. Consider workplace or even in athletics, intrinsic motivation is often best powered by passion. When you engross yourself in work that you’re passionate about, success is more likely to follow. Leaders need to recognize this and prioritize fuelling their employee’s passion over other extrinsic rewards like promotions or bonuses.
3. Minimize Interruptions
One of the key steps to maximizing your productivity at work is taking control of your tasks. Interruptions are the biggest reason to lose this necessary feeling of control. Often, the interruptions that are the biggest reason for focus and productivity loss are unwanted meetings. All organizations can benefit greatly by doing a timely meeting audit and understanding the inevitable meeting bloat systematically. This could also help you add or remove a few things, or completely rebuild your meeting culture from the ground up.
4. Prioritize Mental Health
Flow or productivity is intimately linked to mental health. Happy and optimistic people are often more productive. The possibility of achieving and maintaining flow is increased when we prioritize mental health.
Over the last few years and also at the start of the Covid pandemic, organizations have made positive adaptations from mental health being considered a taboo to it being considered an important topic of discussion. But there’s still scope for improvement– mental health should not be considered the sole responsibility of employees only. It should be given equal importance by managers, too. Managers should be well-equipped with all the training and tools needed to help empower and support their employees. This measure will definitely help them take control of their mental health and build the right mental foundation for achieving flow.
Conclusion
Productivity or flow is defined by effortlessness, but this doesn’t mean that it can be achieved with minimal effort. Bringing small changes to your habits will exceptionally improve your office efficiency. This will help you to finish more quality work in a shorter span of time, and also limit the amount of time and energy spent on doing unnecessary tasks. By making the conscious efforts mentioned above, you can achieve that state of peak flow that is the zenith of success and also well-being.
For more blogs, Do visit Pragna Solutions
by admin | Sep 6, 2022 | RPO
Consider outsourcing your recruitment process if you want to improve the recruiting process and manage your talent acquisition more effectively. Many businesses are not aware of the concept of recruitment process outsourcing (RPO).
So, what exactly is RPO, and what are its benefits for businesses if they implement RPO?
Simply put, RPO is when a corporation outsources all or a part of its permanent recruitment to a third party. Access to even the simplest of personnel within the market is critical for competitive advantage and business performance.
When opting for or choosing a product or service, one of the foremost inquiries to ask is, “In what way does it benefit my company?” Choosing the right RPO company, one that understands company culture, beliefs, and hiring goals pay off tremendously in both the long and short run. Here are a few reasons why companies opt for RPO for their recruitment.
Recruiting challenges faced by companies
Attracting the proper candidates is challenging
One of the biggest challenges for 76% of recruiters is attracting quality candidates (C MD Recruitment, 2019). You would have tried to get the right candidate in an extremely swarming pool of unqualified talent and learned that your options are narrow and limited.
In that situation, you’ll pick the most rudimentary candidate you’ll identify at the time and not the most appropriate and efficient candidate for the role in the recruitment process.
It’s not always the number of people who apply for one position; the most sensible way to hire the right candidate is often from a smaller group of more qualified and competitive talent.
Engaging qualified candidates is not easy
42% of managers are bothered that they won’t be able to find the talent they need. (LinkedIn, 2019). It is difficult to stand out from the crowd when recruiters are regularly approaching candidates with good talent.
Furthermore, candidates with hard-to-find skills often consider several job offers at the same time. You would like to put extra effort into persuading passive candidates to decide on your company over your competitors.
Before approaching a passive candidate, research what motivates them and what makes them happy in their job. With this data, personalize your sourcing emails to explain what you’ll be able to offer them rather than what they’ll do for your company.
Companies struggle to hire faster
Time saved can also be put to use by improving the quality of products and services your company provides, which can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.
In order to save lots of money and delay operations, hiring teams want to fill vacant positions as soon as possible. In several industries, recruitment can take several months, putting pressure on recruiters and hiring teams.
A protracted time to rent is additionally a byproduct of a shortage of qualified candidates. The hiring process is additionally too long, or hiring teams might struggle to achieve a consensus, resulting in the only candidates finding jobs elsewhere.
Companies usually do not use data-driven recruiting
In order to continuously improve their recruiting process and make better decisions, companies can use recruitment data and metrics. But collecting and processing data is going to be a hassle. Spreadsheets are some way to trace hiring data, but they require manual work, are in danger of human error, and don’t seem to be compliant. This makes it hard to trace data and trends accurately. Data must be compiled and arranged efficiently and streamlined by hiring teams.
Overcoming the recruitment challenges through RPO
Recruiting the right people through RPO
An RPO company has access to an enormous number of applicants and recruiters from many industries and regions. RPO’s even possess the tools and resources to analyze candidates beyond just their resumes and assess their skill sets, personalities, and other qualities.
An RPO solution provides hiring managers with a more complete profile of candidates when narrowing down the pool of applicants.
In the event that companies outsource recruitment efforts, they can change their recruitment services at any time. During certain periods of the year or season, businesses may need to build up or stretch their recruitment efforts (such as over the winter break or summer season).
Recruitment process outsourcing provides the sort of flexibility that employers should scale their recruiting efforts to keep pace with their demand.
RPO’s are good at engaging qualified candidates
Top recruitment process outsourcing partners have a wide network of qualified candidates that are already engaged and looking out for the next right opportunity. With expansive knowledge and knowledge of recruiting across various industries, RPO providers easily connect with candidates in roles that are often difficult to fill.
RPO providers can grasp the most recent technology, including AI and automation, to simply engage candidates and screen them for roles. This helps speed time to rental and ensure specialized candidates receive the simplest experience in their talent journey.
Understanding each industry and your company’s needs for locating specific talent gives RPO providers the advantage of finding and nurturing the proper candidates with supported skills, training, certifications, degrees, and other requirements that will sometimes be difficult for in-house recruiters.
RPO providers cannot only help find the proper candidates but also provide them with a seamless experience that entices them to use them for future positions at your company.
RPO’s help you hire faster
The longer a company may suffer a loss, the longer the employment position remains vacant. The company’s performance is put in peril. In keeping with Glassdoor Economic Research, on a median, the hiring process in the USA takes 23 days.
Some companies tend to have stretched and extended processes which take longer time. It is absolutely reported that 54% of companies haven’t acquired an authorized candidate because their hiring process took too long.
Time saved could also be used to improve the quality of products and services your company provides, which consequently can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.
RPO’s use data-driven recruitment
RPO’s use data-driven recruitment, or recruitment software, which makes the method quicker. Nowadays, companies are very choosy about the candidates they require to rent for a specific job.
Data proves to be helpful here, as data is clinically relevant and helps you find the most effective candidate while assessing the fit of that candidate. A minimum of data helps you close positions faster compared to after you don’t use data for recruitment.
Data identifies the talent pool faster, too. You’ll be able to easily and speedily identify and prioritize the talent pools. This protects time within the process later.
If you can sum up the precise talent pool picture for your hiring manager and are available with suggestions to incorporate particular pools or exclude or even recommend certain job traits, then your job is half done.
It can change the perception of how recruiters are. This just means recruiters pressed for time and rushing to satisfy targets and deadlines were missing the mark. And, “they” missing the mark simply means the candidates hired won’t be of the “best” quality.
Data could be a game-changer within the modern recruiting process, and it improves the recruiting efforts by a factor of two while reducing the time taken, thus making it a more efficient process.
Conclusion
Recruitment is important because it offers many benefits to a business. A good recruitment strategy will help you attract and retain high-quality employees who match your brand. The specific elements of the hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates.
Since the recruitment process takes time and is expensive, most companies cannot afford to hire candidates without spending a lot of time and all the expenses that might overshoot their budget.
Therefore, they outsource their recruitment process to recruitment process outsourcing firms (RPO’s). RPO’s make the recruitment process easy and recruit a lot of highly qualified candidates in a very short time, according to the requirements of their clients.
For over a decade, as an industry leader in RPO, Pragna has engaged its stakeholders, customers, and employees with unparalleled integrity, efficiency, and passion to offer compliant and elite talent solutions. We have been pioneers in providing the best in class solutions to businesses across the globe.
We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.
by admin | Aug 29, 2022 | Ace the Interview, Recruitment Technology, RPO
RPO could be a functional model where an organization delegates the management of the recruitment operations (in whole or partially) to a third party expert to drive cost, quality, efficiency, service, and scalability benefits.
An RPO provider acts as an in-house recruiter for a business, providing efficiency and suppleness within the recruitment process. It relieves HR professionals and employers of administrative burdens and delivers a consistent, involving personal attention experience for job candidates. Here are a few frequently asked questions about RPO companies.
How does RPO work?
Strategic workforce Planning
RPO companies use talent analytics to determine the talent supply and demand in the same way as market compensation by department, role, and geography. RPO companies collaborate with your organization to develop a workforce plan and strategy to foresee future manpower or workforce trends, if required.
Sourcing
Deep sourcing expertise becomes an important component of your recruitment strategy, since most of the recent jobs are found through networking. RPO providers develop targeted sourcing strategies to handle the needs of specific industries or functions, including recruitment marketing, talent pooling, screening/assessment, predictive analytics, and talent advisory solutions like employer branding, talent analytics, and recruitment messaging.
Screening
Thorough screening, including skill assessments, behavioral and personality evaluations, and interviews, creates a pool of candidates that may be an honest fit both for the position and for your company. Screening for cultural fit is additionally a very important part of this process, ensuring that clients receive only candidates who will fit well within the company’s culture.
Recruiting & Offer Management
RPO firms have expertise in recruiting both passive and active candidates to seek out the most effective person for the task. The provider acts as your brand ambassador, promoting a uniform brand message, scheduling interviews, handling salary negotiations, and maintaining tight internal control.
Reporting
The company remains responsible to the client and provides regular analysis of recruiting metrics like cost per hire, time to fill, retention rates, productivity, recruiting process conversion rates, and more.
Is RPO suitable for both seasonal and temporary recruiting assistance?
Yes, RPO provides help with seasonal or temporary recruitment requirements. This situation is more frequently faced by organizations, and RPOs have an approach that centralizes all the hiring, whether it’s for permanent or temporary employees.
RPO provides the flexibility of no headcount commitments and it is one of the many benefits they offer.
RPO’s allow companies and businesses of all categories and sizes to have the benefit of expertise and recruitment process outsourcing (RPO) without the limitations on distinct time or resources, which is suitable for short term requirements and helps you to achieve your recruitment goals comfortably.
Is RPO suitable for small companies?
Yes, recruiting process outsourcing is suitable for small and Medium Business. The major hiring challenge for smaller businesses is often their employment brand’s ability to draw in good candidates.
Bigger organizations generally have a marketing potential that advances and markets their consumer and employment brand. Smaller businesses have the drawback of not being acknowledged within the marketplace or “not being distinguished as an employer of choice.” Their brand will be clear internally, but they may have trouble communicating it externally.
A RPO partner can help them identify what their brand is and communicate that brand within the job marketplace. Let’s admit the fact that recruiting today could be a selling function.
Furthermore, unlike staffing agencies, RPO’s market through the brands of their customers to build awareness, increase employment, and increase market presence. Small businesses are also inclined to have less process diligence and consistency in recruiting.
A good RPO partner will bring the diversified employment brand strategy that smaller businesses generally don’t have.
Is RPO cost-effective and time saving?
Since RPO providers concentrate on HR, they’re constantly up-to-date with the changes in strategies, policies, and technologies that help in boosting the HR departments of various industries. This specialization makes outsourcing a cost-efficient strategy.
Another contributing factor to why you need to opt to outsource your recruitment process is the amount of money you’ll save on salaries. Partnering with an RPO to handle your HR paperwork and administrative duties. Gets the duty done even as well for fewer than half the value the companies usually spend on their recruitment.
Recruitment, training, and advertising costs are also a number of the expenses involved when hiring. These require those that are visiting to perform specific functions, and their salaries need to be paid. But unnecessary expenses like employing excess staff within the HR team may be avoided by partnering with an RPO provider.
The cost of software will be high, and administrative duties like paying benefits and distributing payrolls are time-consuming. But by outsourcing these functions and responsibilities, you save an abundant amount of time and money.
The longer an organization may suffer a loss, the longer a job position remains vacant. The company’s performance is put in danger. According to Glassdoor Economic Research, on an average, the hiring process within the USA takes 23 days. Some organizations tend to have extended processes and take longer time. It was reported that 54% of companies have not acquired a certified candidate because their hiring process took too long.
Time saved may be accustomed to improving the standard of products and services your company provides, which successively can cause greater customer satisfaction. It can cause an issue and end in higher revenue.
What are the benefits of outsourcing your recruitment?
Streamlined Recruitment Efforts
An RPO provider allows organizations to reduce their recruitment efforts and makes the process easier. RPO firms provide a regular methodology for recruiting. A feature that’s applied uniformly across the organization, a feature that’s especially important for businesses with multiple locations or entities.
A streamlined approach to recruiting also eliminates confusion by keeping candidates, hiring managers, and executives well-informed throughout the whole hiring process.
A Broader & more practical Talent Search
An RPO provider has access to a vast network of applicants and recruiters across multiple industries and regions. What’s more, they even have the tools to research candidates beyond just their resumes and analyze and assess personalities, skill sets, and other qualities. When narrowing down the pool of applicants, RPO solutions provide hiring managers with a more complete candidate profile.
Companies can change or expand their recruitment services at any time when outsourcing recruitment efforts. This could be largely important for businesses that require them to outstretch or build up their recruitment efforts during a certain time of season or year (like during the winter break or over summer). Recruitment process outsourcing provides the type of flexibility these employers have to scale their recruiting efforts to keep pace with their demand.
Reduced Recruiting Costs
Outsourcing recruitment also has the obvious benefit of reducing costs, just like outsourcing other business processes. Executing an RPO solution significantly lowers a business’s cost-per-hire. The time and money that companies want to spend on recruiting (conducting background checks and other pre-employment screenings, including attending job fairs, advertising open positions, and other recruiting trends) can alternatively be redirected to other revenue-generating activities.
For over a decade, Pragna has been an industry leader in RPO while engaging its stakeholders, customers, and employees with paramount integrity, efficiency, and passion about offering compliant and elite talent solutions. We have been pioneers in offering best in class solutions to businesses across the world.
Pragna offers recruiting and prospecting from small, medium, and large firms serving many of the world’s leading companies. Discover advanced, innovative talent strategies and processes that allow you to stay focused on your core business.
We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.
