採用ニーズに合わせた質の高い採用ソリューション

January 12, 2023

Outsourcing within the recruitment industry is typically know as recruitment process outsourcing. RPO solutions can complement or even completely substitute an organization’s internal recruitment function. There are many benefits to outsourcing the management of the recruitment function to an external recruitment expert. We have identified the top four: Improved Quality of Hire The right candidate is more than just a combination of experience and education. Numerous factors go into identifying the best person for a position. RPO providers have the resources necessary to source, screen, and hire the candidate who is the right fit for your organization not only in terms of experience and skill, but also in terms of personality and previous accomplishments. Additionally, RPO providers maintain a constant stream of candidates, which results in better options and a better new hire. Reduced Cost per Hire One of the greatest benefits of RPO is significant cost reduction. Companies often face hiring budget overruns as a result of steep recruitment agency fees that often exceed 30%, high job board subscription costs, and substantial turnover. RPO solutions provide an integrated recruitment solution that reduces your dependency on employment agencies while still maintaining fast time to hire and excellent quality of hire. Greater Flexibility and Scalability An RPO solution allows your organization to adjust your talent acquisition capabilities as your hiring needs change and fluctuate. Arrangements like project RPO are especially popular with organizations that find it difficult to forecast their needs or are experiencing rapid growth. Ultimately, RPO offers the option to scale up and down recruitment activity and resources to meet your current hiring needs. Enhanced Speed of Hire According to SHRM’s most recent Talent Acquisition Benchmarking Report, the average time to fill a single vacancy is 36 days. This represents a long delay in acquiring urgently needed candidates and results in lost productivity and revenue as your organization is less equipped to execute your business objectives. RPO providers solve this challenge by working closely with hiring managers to understand specific job requirements, completing rigorous screening and assessment, and streamlining the offer presentation and onboarding process in order to create a quick and efficient hiring process for your organization.

February 16, 2023

Getting the right talent on your team is essential to your business’s success, but the modern recruiting landscape is more competitive than ever before. Across every industry, organizations are facing new and evolving challenges when it comes to finding and securing qualified candidates, not to mention the growing skill and knowledge gaps. To enhance their talent acquisition function and gain a competitive edge in the job market, many employers are shifting tactics toward an outsourced recruitment approach. But what is recruitment process outsourcing, and why are companies switching to this model? Let’s take a closer look at what recruitment process outsourcing is and how it can help your business: Attract high-quality talent. Improve the employer brand. Streamline the entire recruiting process from beginning to end. What is Recruitment Process Outsourcing? Recruitment process outsourcing (RPO) is when an employer partners with an RPO firm to design and deploy a tailored talent acquisition process that delivers qualified candidates in the short and long term. An RPO partner acts as an extension of your talent acquisition team, taking on part or all of your recruitment function. How Does RPO Compare to Traditional Recruitment Methods? The primary goal of any recruitment service provider, whether it’s an RPO partner or a recruitment agency, is to help employers find the right employees. However, there’s an important distinction in the way each of these solutions goes about finding and securing potential candidates. Whereas a traditional recruiting firm is motivated to expedite the hiring process due to the fees they collect on each placement, an RPO partner helps your business develop a long-term, proactive candidate pipeline. Whether you need end-to-end support throughout the entire process, or you just need to outsource recruitment for a specific hiring initiative, RPO offers a dedicated team to help you with business-critical recruiting functions. The Benefits of Outsourcing Your Recruitment Function Outsourcing certain or all recruitment functions is becoming an increasingly popular option for employers, evolving out of a need for high-quality talent often with specialized skill sets. This type of recruiting solution has significant benefits for businesses looking to reduce costs and attract better candidates, especially over traditional methods. Here are the top eight key advantages RPO can bring to your business: 1. Streamline the Entire Recruitment Process An RPO partner can manage your entire recruitment process, enabling you to streamline hiring initiatives with a proven, consistent methodology. They’ll meet your business where it’s at to help you develop a proactive talent pipeline while keeping your hiring managers and executives updated throughout every step. That way, you can eliminate inefficiencies and keep operations running smoothly. 2. Decrease Time-to-Hire According to the Society for Human Resource Management (SHRM), the average hiring process takes nearly 28 days from the point an application is submitted to the moment you hire the right candidate. This lengthy period poses a serious challenge to organizations looking to secure the best talent before the competition. An RPO provider works with you to minimize the time it takes to make the right hiring decision and close a deal, ensuring you have the best selection every time. 3. Recruiter Insights for Hiring Abroad If your company is seeking employees outside of your borders, whether for an international location or a remote position, an RPO partner can provide invaluable regional insights. Learn about local employer regulations, salary information, and the best channels and locations in which to start looking. With this advanced knowledge, you’ll have no problem finding quality candidates wherever you need them. 4. Reduce Recruitment Costs One of the primary benefits of working with an RPO partner is the ability to minimize the cost of talent acquisition. Whether agency expenses are adding up, or you’ve become all too familiar with the cost of a bad hire, RPO provides a cost-effective solution for high-quality candidates. With an RPO partner, you can eliminate waste and improve efficiency across the board, saving money that’s better spent on revenue-generating activities. 5. Expand Your Talent Pool Job boards and fairs are a great way to recruit for some positions, but most highly skilled talent and executives aren’t going to apply based on a short pitch or ad. In fact, LinkedIn estimates that 70% of the global workforce are passive candidates — those who aren’t actively searching for jobs. An RPO provider helps you boost your employer brand and provides access to extensive talent networks to not only attract but convince candidates to come work for you. 6. Qualified Talent for Specialized Roles Finding and securing the right candidate for a highly specialized position can be incredibly challenging, especially as competition becomes fiercer. You need a recruiter with deep knowledge of the industry, required skills, and personality types that mesh with your company and fit the position. When you work with an RPO partner, you get this niche expertise, allowing you to achieve and exceed hiring expectations. 7. Minimize Employee Turnover A common complaint among hiring managers is that their current processes or agencies aren’t effective enough at identifying which candidates will fit not just the position but the company culture as well. This issue often results in high turnover rates that cost your organization time and money. Your RPO partner will completely immerse themselves in your organization and company culture to fully understand what it means to be an employee and minimize the risks of a bad hire. 8. Flexible RPO Models Whether you’re looking for temporary workers to meet seasonal hiring demands or you need full-lifecycle support, an RPO provider will meet you where you’re at to develop proactive processes and strategies that deliver the right talent whenever you need it. At Envision, we offer complete flexibility with three RPO models: End-to-end RPO covers the entire recruitment process from sourcing candidates to securing each hire. On-demand and project RPO provides short-term support for fluctuating hiring needs. Talent acquisition consulting gives you expert advice in all aspects of the recruitment process. Interested in outsourcing your recruitment process to a team of experts? Reach out to Envision today.

March 2, 2023

The last three years have seen unprecedented disruptions in both how and where we work. From the ongoing public health crisis to labor shortages and economic hardship, employers have had to face numerous challenges to secure the talent they need. Remote and hybrid work arrangements have been a key part of many organizations’ plans to overcome these difficulties, providing a competitive hiring advantage. The ability to hire top talent from anywhere in the world has been a great asset to companies, allowing them to fill niche skill gaps, attract more qualified candidates, and expand their teams to the international level. But how can organizations develop a global talent acquisition strategy that secures the best talent for their essential positions? What is Global Talent Acquisition? The process of talent acquisition involves sourcing, assessing, and securing the right candidates to develop or expand your highly skilled workforce. It starts with long-term strategizing to fine-tune your employer branding, enhance the candidate experience, and plan out your talent needs in advance. Global talent acquisition takes this process a step further by clearly defining your recruitment goals and strategies to attract the right talent from different countries. For foreign markets, a successful strategy involves careful research and planning to ensure your employer brand appeals to foreign job seekers. 4 Tips for Going Global With Your Talent Acquisition Strategy Whether you’re expanding into a new region or building out a diverse remote team, here are four tips to help you maximize your hiring success on the international stage: 1. Understand Regional Job Markets and Work Attitudes The first thing you must do before launching a global hiring initiative is research, as labor laws and candidate sentiments vary widely between regions. In addition to understanding the local language, employment laws, and labor market, you’ll also need insight into the unique culture, traditions, social norms, and employee attitudes that influence candidate decisions. For instance, you don’t want to accidentally offend someone during an interview or alienate candidates with an offer that doesn’t meet the general expectations of that country’s workforce. 2. Tailor Your Employee Value Proposition and Employer Brand Once you have a basic understanding of your target region, its customs, and culture, you’ll need to start thinking about how you should attract and engage potential employees. Your talent acquisition content (i.e., the job posts and position descriptions that make up your employer brand) should provide information that’s specifically tailored to the local region and labor market, and it also needs to be consistent with your corporate image and messaging. Similarly, you should also adapt your employer value proposition to regional expectations. 3. Optimize Your Outreach and Engagement To accommodate varying labor markets, you’ll need a dynamic outreach strategy that’s localized for each region. Pay attention to how top candidates search for jobs. For instance, in some areas, it might be normal for job seekers to work with agencies, while other markets may rely more on social media and network connections. By basing your outreach and engagement strategies on local preferences, you’ll be able to tap into talent pools you’d otherwise miss, giving you access to highly qualified candidates for your global team. 4. Offer Relocation Assistance to Accommodate Time Zones and Talent Supply While remote work can be done from anywhere in the world, it might be essential for employees to remain in the same timezone as the organization. On the other hand, the local talent supply might lack the workforce you need for highly specialized skills like software engineers. Whatever the case may be, a relocation package can help you attract and retain the perfect matches for critical positions. Keep in mind that asking someone to move countries is a big deal and different people have different needs, so your package should be personalized without being unfair to current employees. How Global Talent Acquisition Benefits From RPO Envision is a leading provider of recruitment process outsourcing (RPO) services, helping businesses like yours secure the talent they need to succeed. With deep knowledge and expertise in regional labor markets, our team can help you develop a global talent acquisition strategy that exceeds your expectations. Want to learn more about how RPO can benefit your business? Contact our team today.