Ppt for Trainers New

8/3/2019 Ppt for Trainers New

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RECURITEMENT SOLUTION

Proposal

ForRECRUITMENT PROCESS OUTSOURCING

Submitted By

sandeep mishra


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Advantages of RPO over Traditional RecruitmentProcess

Focus on broader issues while having recruitment assumed by anoutside expert.

Reduction in overall recruitment costs Improved quality of service delivery

Enhanced reporting for better decision making

Retention of strategic role of HR

Ability to accelerate organizational change

Improved stakeholder satisfaction and productivity, including seniormanagement, Human Resources function, hiring managers, andapplicants

Reduced effort in HR administrative work, focus on HR strategy

Access to strong HR domain expertise and process knowledge


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What is RPO?..

Recruitment process outsourcing is a uniqueapproach that provides a cost effective, results-driven alternative to staffing services, recruitersand internal efforts.


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Reason an Organization should go for RPO Improve Business Focus: Focus on broader issues while having recruitment

assumed by an outside expert.

Share Risks: There are tremendous risks associated with the investments anorganization makes in their workforce recruitment. When companies outsource theybecome more flexible, dynamic, and able to adapt to changing opportunities andproblems.

Organization can avoid the burden of hiring skilled manpower on the latesttechnology.

Maintain Company Identity: Corporate/company branding is playing anincreasing role in workforce recruitment. Unlike the use of recruiters and staffing

agencies; RPO allows you to maintain your company identity - a valuable tool forcreating the most qualified and talented pool of candidates for your workforceneeds.

Reduction In cost: Reduction in overall recruitment costs. The company saves up to40% in the recruiting process.

Higher Employee Satisfaction:


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HRM Basic Flow

Candidate: Candidate is the job seeker.

Candidate searches for the suitable jobs andapplies for the job online mentioning his skill sets.He can also upload his profile to the database byregistering. Once uploaded the client or companyor recruitment agency are provided with separateinterfaces to search for the suitable candidatebased on the requirement.

Client Company / Recruitment Agency: Therecruitment agency/client request for a separateportal service. Once service is granted, separateinterface is given for the client/ recruitmentagency is given through which the candidate orclient utilize the service.

The recruitment agency/client request forcommon service. Once service is granted,separate interface is given only for the client/recruitment agency is given through which theservice are used.

Application Service provider: The organizationthat is providing all the services for the company,

client, recruitment agency, and candidates.


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Corporate recruiting strategy based on the number of employees0-10 employ

eesThese companies normally recruit thru the word of mouth or thru or one time recruitment

process theres no special budget allocation for recruitment or assessments it is taken as one time

expenditureCost of recruitment normally works with a range of 5000-1500010-50 employees

These organizations normally get into a recruitment process by hiring an hr manager andconducting the basic level entry test and the rest all procedures are followed thru the humanresources

The second option with them is also placing the job requirements on the internet or hiringplacement agencies who work on the one monthly salary basis strategyCost of recruiting one time works up to around 20000-45000 and the cost of hr manager50- 500 and above employees These organizations have a well focused recruitment strategy

where they release advertisements in the news paper add also hire consultants to carry the processof recruitmentThe process of selection is thru an assessment process and then various rounds of interviewNormally companies work with various recruitment agencies or consultants and they expect highcaliber people who could get into the work profile as soon as they join the organization with theminimal training periodWhere companies gets into a contract with the agencies either on an exclusive basis or non

exclusive basis on a single domain or multiple domains base on the ability of the consulting agency


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The process of selection is through an assessmentprocess and then various rounds of interview

Assessment test

Group discussion Technical interview Personal interview\ And finally the hr interview Referral checking For all these stages normally they have all the procedures and polices and

place which is out sourced or internally developed by the organization These companies also hire consultants and recruitment agencies to fill the

manpower attrition The cost of man power recruitment is worked on the percentage basis of the

salary which normally works in the range of 8.33 to 12% of one year gross accountability is on the recruiting agency except for screening the candidate

the exact requirement of the company and replacement of the candidate if hequits


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The consulting agencies model

Some agencies work on the dual model

They either send the candidates in volume or leave the option to the employer to pickthe right employee

Or they conduct a whole series of interview them selves and including technicalassessments technical interviews and then send the candidate to the employer for

the final technical round

And the company normally gets into referral checking from the previous employer

Restoring of accounts is totally based on the quality of the candidate the consultantssupply


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Process requirements

A full fledge solution for online line assessments developed in house or partneredwith an already existing technology in house or A full fledged question bank on thedomain which is concentrated onThis has to be regularly updated base on the industry changesManpower for screening the candidates at the second and third levelFor technical interview and personal interviewManpower for getting the requirements from the various organizationsOffices at various metros and Cosmo metros

Business process scope

The scope for this particular opportunity can be focused by concentrating on thealready existing recruitment agencies that have a huge data base of the aspirantswhere normally theres no assessment process at placeAnd also the fresh pass outs from the colleges who seek an oppturtunity in the itAnd in the second phase we can develop clients for requirement process andcontracting


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The challenges ifs and buts

All the employers look into the people with a commitment for m the employee or thereccuiretemt consultant for attritionLooking for agencies with experience of a similar line business activityAgencies who are adapt bale to organizations polices and who are flexible

How to overcome ifs and buts

As we will be the new entrants we need to ensure that we have high-level

assessments test which suit the requirements of employer

Before giving any commitments to any organizationsA huge database of the people required for a particular domainFor recruitment abroad normally the whole set of credentials is checked by the visasissuing authority before his travel is approved like his education record and the othertrack records including his criminal records


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Role Tentative

Number of Resources

Skill Sets

TEAMLEAD/FUNCTINOL CONSULTANT

1 Project Management

PROGRAMMERS 15 Java and oracle Applicationscustomization expertise

WEB DESIGNERS 1 EXPERTISE IN WEBDESIGNING TOOLS

Database/Windows

Administrator

1 Windows and oracle database

Applications

Testers 5 Testing tools (Win runner, Loadrunner) , Manual testing.


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Candidate Assessment Module

Intimation

Test Details

Test Evaluation Criteria

Details of test venue. Link to take the test.

Based on Cut off. Based on Important questions. Negative markings.

Intimation to the short listed candidates

Schedule of test.

Domain (subject) of test.

Documents

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