High-Volume Recruiting Problems Only RPOs Understand

High-Volume Recruiting Problems Only RPOs Understand

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High-Volume Recruiting Problems Only RPOs Understand

Aida Fazylova
Sep 20, 2018 10:00:26 PM

High-volume recruiting is challenging even for the most experienced of talent acquisition pros. It combines the common talent acquisition troubles of building the right recruiting strategy, maintaining employer branding values and providing a great candidate experience with additional unique struggles. Things like candidate management and understanding the specifics of roles can be hard to scale, but hold just as much weight in reputation and engaging talent.High-volume #recruiting as an #RPO provides challenges few understand. Learn how one company overcame them all with this tech by their side:Tweet This!

For companies who provide recruitment process outsourcing (RPO), these issues are magnified. Organizations depend on the work of RPO to find talent while supporting a positive brand with candidates. It falls on the RPO provider to ensure those expectations are met without causing any additional strain to the employer.

Treading Reputational Lines

One of the biggest concerns of working with an RPO is the connotations “outsourcing” brings about. Anyone in the field can attest to the various concerns and hesitations many people have with the word and the practice. RPO is not a shady business where companies hand over valuable business operations to complete strangers all to save a penny.

Instead, it’s inviting an expert into your recruitment program to improve talent acquisition strategies or create more efficient hiring processes or simply to provide temporary help in moments of large hiring initiatives. Bridging the misunderstandings is still a huge challenge for those who work in RPO. You have to prove you not only don’t uphold negative hiring habits, but that you actually reinforce recruiting best practices.

That’s where high-volume recruiting can cause the most strain for RPOs. Internal talent acquisition teams can face struggles in presenting the right employer brand and culture to talent even when working within both. As an RPO, you are external working from the outside to understand the intricacies and provide an experience that is accurate and inviting.

Getting Immersed in Client Need

RPOs overcome those challenges by diving deep into a client’s need and expectations while observing the unique culture. A good RPO company will take in those elements and correlate them with best practices and the understanding that the right hire isn’t about meeting a long list of job reqs. Instead, it’s about seeing the employer as a living, breathing company who needs people who bring skills that are currently missing or will be necessary to future growth. Again, doing this at a high-volume scale is difficult for internal hiring teams, so it is multiplied for an RPO.

RPOs Depend on and Demand Good Tech

RPOs combine an overall solid understanding of talent acquisition as a practice with an expertise in immersing themselves within an organization. The RPO process demands and thrives on research and in-depth analysis to provide a fitting experience to the employer and candidates who are being hired. All this means a lot of programs, processes and automation.

The good news is RPOs have the ability to test and implement only the best technology for recruitment processes and structures. If you work as or in RPO, you can probably already imagine your top choice in sourcing, candidate management and so on. When your client doesn’t know what they need, it’s these tools that you recommend or prescribe. However, when it comes to high-volume recruitment, you need more than just a place to find potential talent and ways to manage their resumes.RPOs have to find talent while supporting a positive #EmployerBrand with their client’s candidates. Here’s how they overcome high-volume #recruiting challenges:Tweet This!

You need engagement. Something that provides a good experience to the individual, but at a greater scale. Often, an ATS or CRM can offer help to parts of this via automated emails and mobile capabilities, but how often does a candidate follow up before you have communicated updates? And how much of that follow up demands your valuable time and resources?

The Future of Positive Candidate Experience

This was a struggle IBS RPO met head on. As a modern outsourcing organization, IBS RPO wanted to give candidates the amazing experience they deserved, especially one that positively represented their client. IBS RPO leadership wanted something that made each candidate feel valued on an individual and personal level. However, they needed high-volume scale and wanted to reduce costs year over year.

They had worked with AI through audiobots and textbots and knew their candidates were comfortable using similar tools. They also knew many applicants weren’t comfortable making telephone calls. That’s why the company decided to implement XOR’s AI recruiting chatbot. XOR chatted with candidates, answering frequently asked questions and providing application processing updates. Meanwhile, the tool screened those individuals and their resumes to help IBS RPO recruiters better understand the talent as individuals. The results were phenomenal. IBS RPO improved the candidate experience and lowered administrative time and burden. Even more, IBS RPO was able collect analytics for future process improvements.

Do you work in or with an RPO and think a chatbot specialized for your unique high-volume recruiting challenges could help your process? Take a look at the full IBS RPO case study and explore XOR’s features.

Ready to learn more? Get the Complete How-To Guide on Recruitment Chatbots Here

Tags: Perfomance, Recruitment

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