Recruitment Process Outsourcing (RPO)
Improve recruitment effectiveness or operation performance
By working with you from company diagnostic to on-boarding process, our experienced Recruitment Process Outsourcing (RPO) team identifies challenges and formulates effective measures to improve the current recruitment effectiveness or the operation performance. Proven examples suggest that our PRO services are especially suitable for new entry of business or rapid expansion.
(Service option A)
Off-site Support Project Type
Outsource all of the cumbersome recruitment-related operations except for conducting interviews.
▸ Setting up a dedicated contact point for you in our office.
▸ Handling all the back-office operations such as collecting applications, screening applicants, arranging interviews, and informing results.
▸ Setting up new and more competitive interview process.
Enhance your employer branding
To attract and retain target talent, employer branding is necessary. By using our RPO service, we can enhance your ability to recruit talented people through various solutions. We also develop a scheme for you to steadily improve your result and strengthen your recruitment competitiveness.
(Service option B)
Outsource face-to-face operations with applicants such as conducting interviews or holding seminars.
▸ Selecting appropriate talent for you.
▸ Providing motivation to the candidates effectively on behalf of your recruitment staff.
Common recruitment issues
➀ Possible loopholes
☐ Do you have difficulty to identify recruitment challenges ?
☐ Are you able to formulate effective measure ?
➁ Slow market respond
☐ Is your company widely recognized among target job seekers?
☐ Are you drawing applicants attention effectively?
➂ Low candidates attraction
☐ Are you attracting candidates via PR or selection?
➃ Unsuitable candidates
☐ Are you capturing the right kind of talent through interviews?
☐ Are you recruiting suitable talent?
▣ Refer to ourselves as Chinese medicine doctors who address the root cause of the hiring issues
▣ Set out KPIs and metrics
Improve respond to changes in recruitment market
▣ Exploit application channels
▣ Strengthen relationship with employment agencies
▣ Develop talent pool measures
▣ Promote referral systems
▣ Recruitment branding
▣ Develop information sharing throughout selection process
▣ Design seminar contents
▣ Determine desirable talent
▣ Design selection process
▣ Design assessment
▣ Standard interview guide
▣ Interviewer training
➄ Candidates reject offer
☐ Is your selection process speedy enough?
☐ Are you providing quality communication to applicants?
➅ Operational inefficiency
☐ Is your operation safe and lean?
☐ Are you establishing systems which are visible and easy to assess effects?
➆ No monitoring
☐ Are you monitoring recruitment status quantitatively?
☐ Are you reflecting your measures and identifying challenges?
Prevent candidate withdraw or decline
▣ Improve the frequency/quality of the communication with applicants
▣ Interview applicants who declined
Standardize complicated operations
▣ Design operation flow
▣ Implement selection management system
▣ Streamline operation manuals
Evaluate the RPO performance
▣ Quantitative report
▣ Verify the effects of measures
▣ Optimal KPI setting and budget control
Case studies 2
Japanese-affiliated retail companies
Run a booth at Job Fairs
▸ Build up Brand awareness
▸ HR Talent support
▸ Attract talent by stage speaking
Case studies 3
F&B New Store Openings
Number of hire = 200 within 4 months
▸ New F&B business in Hong Kong
▸ We are the HR representative of the company
▸ Set up HR department to hire Frontline (waiter / waitress)
to know other services
to know our order process
© PERSOL HONG KONG