2 Mar
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Typically a standardised recruitment process executed by an expert 3rd party. SpenglerFox design bespoke solutions by incorporating specific hiring strategies most suited for our client’s needs. We understand that the necessity of being agile in response to the life-cycle of a company’s progression is key to being a successful partner.
Our Recruitment Process Outsourcing is an HR strategy allowing organisations to outsource part or all of its recruitment functions to SpenglerFox.
This may require having one of our senior talent consultants working onsite at our clients premises.
Building strong relationships is key to our own DNA. Working in harmony not only improves business efficiency but is also very rewarding and motivating for our employees, and we naturally apply this to our onsite communities.
When searching for talent, we ensure that we not only find the right talent but the right cultural fit.
Protecting our clients from damaging costs, financially and culturally, by hiring the wrong people.
Integrating RPO into our search business means the methodologies and attention to detail, used daily by our expert executive search consultants, ensure quality hires for our clients.
Selective Recruitment Process Outsourcing is a solution in which we provide one or any number of individual steps of our process to our clients. When there are specific weaknesses or bottlenecks in the internal talent supply chain, or when investment, volume, timing or scalability are critical factors to consider and internal resources are insufficient, some clients prefer to selectively outsource one or more components of our entire RPO process, instead of outsourcing the entire effort. This allows clients to retain those in-house processes that they are very good at and can handle seamlessly and outsource individual processes that are critical and cannot be managed internally.
End-to-end RPO is a complete outsourced solution, typically delivered over an extended period of time. Managed by a third-party vendor, an End-to-End RPO solution can encompass every component of your talent strategy that may include:
While a business can select any combination of the above, they also have the option to outsource all of them, thus incorporating all of these components into your talent strategy.
Project RPO is similar to End-to-End RPO, particularly in terms of the design of the service and the capability of the external vendor. The main difference, however, is that Project RPO tends to be delivered as a short-term solution, lasting weeks or months only.
The primary use of this RPO format is to manage a temporary hiring requirement such as when a business plans to launch a new product or service or scale up an existing team within the business.
In a way, project RPO lets you test-drive a full-scale RPO solution. It give you a sense of what it’s like to design, implement, and deliver RPO.
Resource-on-Demand RPO helps a business to tackle unplanned and short-term spikes in hiring during times of rapid change. This solution provides a business with instant access to the resources of a worldwide recruiter who knows your company, your messaging, and your internal processes. This facilitates ongoing and continuous synergy that is at the same time more cost-effective compared to an external recruitment agency.
Having an on-demand recruiter means that you get the resources you need precisely when you need them, whether onsite or remote. This ensures that the resource is fully integrated with your team, capable of engaging internal stakeholders, and act as a bridge between the hiring managers, your HR Department and your suppliers.