Tapping Passive Talent- Recruitment Process Outsourcing Services

Ever wondered, why would any business prefer to entice currently-employed people over job-seekers who care enough to contact them?

If the "passive candidate recruiting” seems like a craze to you, we at Glocal are here to make sense out of it! Glocal, among the leading hospitality recruitment companies and Best RPO in India curates a list of reasons on why recruitment process outsourcing services believe in tapping passive talent?

✓ Passive candidates constitute 70% of the global workforce, whereas active candidates make up only 30%. So if you don’t consider sourcing candidates from both active and passive groups, you are limiting your search for talent.

✓ Job seekers who are currently employed are at an advantage, due both to their own resourcefulness as well as expertise. HR professionals are increasingly considering them as they take their careers and jobs very seriously.

✓ Employed professionals are aware of the market and the industry. They are in constant touch with the latest technology and information in their industry. They know are aware of the prospects and trends. They are also developing their skills by actively working.

✓ Sourcing passive candidates is a great way to enhance a company’s talent pipeline. Passive candidates are difficult to source, yet easy to convert. You just need to nurture passive candidates the right way. If you focus only on active candidates, you may find a good candidate but then you also need a dynamic and experienced workforce! Use good mix of hiring strategies like passive candidate sourcing, job board candidate sourcing to close position faster and better.

If you would like the benefits of passive candidates without doing the heavy weight lifting yourself, head to Glocal. Among the bespoke hospitality recruitment companies, we are a recruiting process outsourcing service that finds and engages the perfect candidate for diverse and dynamic roles.

A Guide to Choosing The Best Recruitment Process Outsourcing Service

While recruitment in itself is a huge challenge for companies, opting for the right recruitment outsource is yet another hurdle. Talking of someone reliable in staffing and consulting industry, Glocal RPO Services is a well-established name in the Indian market. Glocal, one among the top transport and logistics recruitment agencies offers solutions on how to select the best RPO service. Consider these before choosing an RPO provider. 

• Background check:

First and foremost, you must ensure that the RPO you’re considering is established and has a track record of quality customer service. Any recruitment firm can state that they are paramount but check if they can back it up. It is advisable to ask for references from their clients.

• Cultural fit:

The RPO serves as an extension of your HR team. So ensure that the work culture of the RPO providers suits you. Their values, beliefs and methodologies should fall in line with yours to build the trust and likability vital for a successful long-term relationship.

• Rely on statistics:

When it comes to staffing and recruitment, the number of successful placements plays an important role. It is the key measure of an agency’s effectiveness. Also, find out about the screening process of recruitment process outsourcing firm and their candidate pool.

• Cost:

Though the initial cost of partnering with an RPO may prove to be costly, the long-term benefits that come with strategic recruitment processes—including increased retention,  improved quality of candidates, and consistency in employment branding and hiring practices—can equate to significant savings in the long run.

As the business landscape continually evolves at a swift pace, it is important for your company to stay abreast of new talent acquisition models and recruitment processes in order to maintain a competitive edge. Always opt for professional recruitment process outsourcing service providers who can manage a wide part of the hiring process, from candidate sourcing to on-boarding of the new hire.

For a Superstar Recruitment Strategy in 2019 Glocal Recruitment Process Outsource, USA

The U.S economy added a record breaking streak of jobs in the year 2018, a breakthrough year of growth with the unemployment rate at an all-time low percentage (3.9%). Give figures like these, why companies are still having a tough time finding and retaining top talent? In the face of a steady economy, an ever so growing work force and the right technological tools, trumping the competition, calls for developing a superstar recruitment strategy in 2019.

Read on some of the best tricks to up your recruitment game in 2019:

• Do the basics right -

Get the best people for the job to improve and optimize your overall recruitment strategy. Glocal, a leading Offshore Recruitment Process Outsourcing firm employs dedicated virtual teams with deep domain expertise and local insights to help our RPO partners recruit best talent globally. Getting an offshore recruitment agency on board fixes the existing recruitment gaps and makes the entire process more efficient. 

• Get modern technology on board to boost recruiter productivity -

This can be accelerated by Glocal's state-of-the-art centres which are equipped with cutting-edge technology to support round the clock recruitment process outsourcing operations. Not surprisingly, every step of the process happens naturally and efficiently at Glocal RPO, USA.

• The Right Employer Branding -

A published report by Linkedin concluded that 75% job seekers are keen to learn about a company’s reputation before applying. Company with dodgy reputation not only finds it tough to hire but also to retain employees. Glocal’s digital arm, Digicots (www.digicots.com) not only helps businesses with the right branding strategies but also empowers them with result driven marketing techniques. 

• Data-driven recruiting -

Time, cost and quality the 3 main pillars of any recruitment strategy using data metrics can give companies great insights on what part of recruitment strategies are working well and what part needs improvement. Glocal’s refined, customized and time tested approach help companies recruit top notch talent for their clients.

Get a whole new approach to your hiring strategy and join the league of extra-ordinary partnerships. 

Sounds interesting?

Avail our free trial today and we will help you set up for the best recruiting year ever!

+1 646 705 0202 3422|  Old Capitol Trail, Wilmington DE 19808 , USA  | info@glocalrpo.com

Out of The Box Solutions Healthcare Recruiting Companies Can Adopt

The healthcare industry is at a boom and recruiters are always burdened with the pressure of hiring the best lot. While healthcare organisations expand their hiring capacity every year, they do not increase the size of the HR team accordingly. This means that the existing manpower has to take up an excess load of hiring efficient candidates.

The scenario implies that it is high time for recruiters to act smart and work efficiently to recruit extraordinary, intellectually blessed and perfect candidates. This cannot be done with conventional hiring techniques and hence one has to think out of the box. Mentioned below are three incredibly unique recruiting ways healthcare recruiting companies can adopt:

Practice unusual networking:

Networking is a key way to expand your reach. If you try networking in unusual ways you are likely to encounter candidates that cannot be approached through conventional techniques. Most of the businesses consider hiring the candidates through LinkedIn, which is indeed one great way. But, if LinkedIn is your only source to hire candidates, you need to reconsider other options too. You need to diversify your approach. Candidates are now trying new ways to connect with the recruiters and are avoiding using LinkedIn. As a recruiter, you must try Github, AngelList, Facebook, Meetup.com, Twitter etc. to expand your talent pool.

Know the vacancy: Positions, Profile,and Industries

Often candidates complain about recruiters having minimum information about the job they are pitching in for. This primarily happens in case of third-party and corporate recruiters. It is important that as a recruiter you know the details of the  job opening. This includes team size, current projects, growth opportunities, the hiring manager’s work style, and company benefits. In case of recruitment for the industry, you must have information about the industry specifics.

Industries are changing rapidly and this change is very spontaneous, almost regular. Healthcare recruiting companies must keep themselves updated with such changes by reading related news, industry releases and other sources of current information. When you have a commendable knowledge base, you are in a better position to connect and relate with the candidates you are willing to hire. This helps in assessing the candidate and picking the right candidate for the vacancy.

Have clear and detailed job descriptions:

One common mistake recruiters commit is using a stale job description. The job descriptions used conventionally aren’t only old but they are also vague and lack uniqueness. A job description must have a detailed description of day to day activities a candidate has to do at a job. Instead of bringing a job description, why don’t you let the candidate write a job description of their own and tell you how they are planning to contribute towards your organization.

If you are doing the job on your own, make sure that the job description has a detailed information about the company, its mission, vision, perks and benefits it offers, along with a detailed list of the activities to do.

Adopt these unique ways to hire candidates for the health industry and make sure you have the best men at work.

Trends Reshaping Healthcare RPO Strategies

Over the past couple of years, recruitment industry experts have noticed some strong trends that might transform into trendsetters in the coming decade. Healthcare recruiting in particular has seen its own developments and hurdles which challenges the healthcare RPOs to adopt innovative and tech driven hiring techniques, if they want to survive in this volatile industry. Let's take a look at the 4 major trends that are reshaping the market.

Immense talent crunch: Healthcare recruiting is facing quite a stormy weather and it will only get intense. A large chunk of labour force in healthcare will retire by 2025, leaving behind enormous staffing shortage. With more than 40% of the US population crossing 65 years threshold, the demand for healthcare services will be huge. Such a crunch needs dynamic solutions.

Retention more important than ever: Healthcare professionals of all grades move from one organisation to another for better salary and position. But shocking more than 50% of them left their previous jobs due to work pression, poor work culture, long working hours, frustration and so on which has forced hospitals to pay heightened attention towards caring for their employees. Huge amount of time and resources are spent to make their staff feel comfortable and thus retain them in their hospitals.

Optimized job boards: Job boards are in for a revolution! Inclusion of AI and big data has changed the way job advertising works. Job descriptions, roles and responsibilities etc. have become precise to the dot. Programmatic job advertisements are designed to reachout to the most suitable candidates within quickly. This trend is expected to evolve in future.

Tech assisted personalised recruiting: The younger generation looks for a lot more than just money while selecting a job. Healthcare RPOs cannot afford to ignore the need for personalised recruiting process not only for the candidates but for the employers as well. Going further, we will see more and more complicated technology being used to evaluate culture, values and lifestyle of the candidate and not just the technical skills.

Let us wait and see how these trends will impact the way candidates are hired in healthcare industry.

The Benefits of Global Third-Party Agencies in Staffing Recruitment

It’s no secret that hiring highly qualified candidates is one of the most important steps in building a successful company. And, when your organization is ready to expand into new markets worldwide, finding the right talent becomes even more complicated. If you are company is in a similar situation, you need to hire a global staffing agency. Glocal RPO, which itself is one of the leading global staffing agencies, lists the benefits of hiring such an agency for your recruitment needs.

Bigger Talent Pool

Having a global talent pool means plenitude of highly motivated, dedicated, and hard-working employees in regions around the globe. This comes with the added benefit of being to tap local talent pool allowing companies to diversify and strengthen their team.

Striking Competence

Competitive edge without a talented workforce is like going to a battlefield unarmed: the company has a plan in place but doesn’t have what it takes to win. This becomes much easier if the company is able to leverage the knowledge and understanding from a diverse team.

Cultural Understanding

Each country has its own expectations and demands. When a company hires local nationals as opposed to sending foreign nationals in the country. Plus, the advantage of using local knowledge, experience, and understanding helps creating a lasting, positive impact in their new market.

Some of the successful strategies for international hiring: -

If a country wants to start with international hiring, they need to make sure they have a comprehensive strategy to begin with. Having a global hiring strategy helps create and sustain a strong talented team.

The understanding of Local Labour Requirements

When working on an international hiring strategy, one of the most important aspects is to pay special attention to specific legal requirements of the country. The presence of different labour laws present in each country means the companies must be aware of the payroll, benefits, withholdings etc.

Working with Local Experts

When in a new market, companies can benefit from the experience of others to help them navigate the legal and culture provisions in place. By partnering with local experts, companies get the advantage of a team that knows what it takes to succeed and stay compliant in a given market.

Make a Long-Term Employee Retention Plan

Hiring employees is just half the job done. The big challenge comes when trying to retain that talent, which is especially difficult with foreign employees. Organizations need to develop a plan to keep international employees engaged and happy to ensure they continue to contribute to the company’s goals. This is done through constant communication between all team members and empowering global employees to contribute to the overall vision for the company.

While, International hiring is a key component of global expansion, it is important to develop a plan that incorporates best practices and strategies its moves. Following such practices would meaning there is no stopping to your company to touch the sky.

Busting The Myths About Recruitment Process Outsourcing Companies

Recruitment Process Outsourcing (RPO) is slowly gaining momentum. More strategic than traditional recruiting, RPOs have emerged as a major player driving recruitment industry using technology and unique hiring techniques.

With growing demand come many myths surrounding the industry. While Recruitment process outsourcing services are still a new and evolving industry, the myths floating around create confusion in the minds of clients. Today, let's talk about how these myths are just mere misconceptions and in reality what potential does RPO hold for the future of recruiting.

1. RPO services are expensive

That is not true. It has been proved that RPO holds the potential to cut the entire cost of recruitment process by 15%-40%. RPOs channelize the whole process as strategic as it can be and establish long term collaboration, which reduces the overall expenditure of the company on recruiting.

2. You lose control over recruitment

RPOs always work in collaboration  with their clients. They do not take over your recruitment but rather amalgamate with you and the internal HR team to build a strategic, supportive, yet uncontrolled recruitment process. Healthcarerecruitment agencies for example work with the hospital to customize the hiring process and to screen the exact professional skills they require.

3. RPO services benefit only for long term

It is true that Recruitment process outsourcing services are best suited for long-term relationship. But having said that. RPO services are as effective for a short term or one time hiring.  RPOs follow a flexible process, which can be used whenever the need arises.

4. RPOs work only for big companies

This is one of the biggest misconception, which floats around RPOs. From a start-up to a multi-million company, anybody can hire recruitment agencies to find the right talent for them. RPOs work in tune with a brand's scalability and business demand and not according to the size of the company.

If you were reluctant to hire an RPO due to any such myths, hope we have given you the right perspective. With clearly defined process, access to proper data and mutual trust, well-designed Recruitmentprocess outsourcing services can hire valuable talents for you along will saving your money and time.