Kiran s Project on BrainTree

8/8/2019 Kiran s Project on BrainTree

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BRAINTREE HR CONSULTING PVT. LTD.

BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA) 1

EXECUTIVE SUMMARY

Outsourcing the human resource (HR) processes is the latest practice being followed

by middle and large sized organizations. It is being witnessed across all the industries. InIndia, the HR processes are being outsourced from nearly a decade now. Outsourcing

industry is growing at a high rate. The study is therefore is being done to identify the scope

for Recruitment Process Outsourcing through consultancy firms. The following are the

objectives of the study.

To identify the benefits of outsourcing recruitment and understanding the recruitment

process.

The Project contains details about the various criteria of outsourcing recruitment.

The project highlights the reasons why companies indulge in outsourcing recruitment and

the merits and advantages of outsourcing recruitment to direct hiring.

It also enumerates various factors to be considered before outsourcing recruitment.

Identify the various practices of recruitment existing in the industry. The project should

have a detailed understanding of the methods adopted by recruitment agencies to make the

hiring process quicker.

The information necessary for this survey is collected by tapping primary & secondary

source:

Primary sources:

Questionnaire

Personal interaction

Secondary sources:

Related information from Internet.

Company Website and Booklet

The questionnaire shall be personally given to the selected people (sample size) in

Bangaluru, & responses will be analysed and interpreted for the purpose of study being

conducted.





INTRODUCTION

Nowadays, many businesses have started taking outsourcing into consideration for the

completion of various tasks. Every possible task can be completed with the help

of outsourcing, may it be human resources, technical support, billing, or management etc.

Carrying out all the tasks be a possibility but certain departments can utilize the help of

outsourcing in doing so. Mainly the department of the recruitment activities needs assistance

in appropriate talent acquisitions.

Recruitment Process Outsourcing (RPO) is basically when a business hire and

external service provider for recruitment activities of its own and these vendors take over all

or part of the firm’s responsibilities. This may include preparing job descriptions, evaluating

resumes, scheduling and conducting interviews of the eligible candidates.

Recruitment Process Outsourcing also provides additional benefits to the business. If

a company comes to terms with a seemingly appropriate RPO provider, the advantages that it

can gain may include speed and convenience in the recruitment process of new and potential

employees; access to a large number of applicants with the possibility of acquiring the most

potential and qualified among them. The best advantage of all is that the RPO provides the

firm with improved reports, savings on the budgets spent on recruitment processes and easier

to comply with various government standards. Some companies consider the option of hiring

the RPO vendors on temporary basis to outsource in part of the recruitment process however

this actually means that the company is not literally outsources but only assist it to fulfil the

staff needs. Whereas the process of the RPO is totally different, that is the vendor takes over

the ownership of the recruitment activity.

The Recruitment Process Outsourcing has gained favour among companies over time.

The HR department analyzed the benefits outsourcing brought to the business by reducing the

overhead costs and raising business standards. It became more acceptable when companies

realized that outsourcing brought additional benefits in various tasks in terms of time and

resource application in things like taxes and payroll etc.





So overall a Recruitment Process Outsource provider benefit the establishment in

terms of saving of money, improving and speeding up the hiring process and provide a wide

range of access of experienced, potential and the most qualified pool of applicants to the

employers.

Recruitment Process Outsourcing Companies only focus and take responsibility over

the recruitment processes allotted by the company who hired them and allow them to keep

track and stay updated with the latest recruitment methodologies and procedures regarding

the recruitment activities.

The business world has experienced a phenomenal growth in recent past and

companies are getting more concerned about the recruitment process of their employees

including freshers and other positions available. It is indeed a time consuming task to select a

pool of best candidates out of thousands of applicants. Of course, the entire process

constitutes a series of steps which also incurs lot of additional expenses on a huge amount. It

becomes a more difficult task for amateur investors, who face lot of hurdles in selecting the

best employees for the progress. This is when RPO companies come to the rescue. Read on to

know more.

There are many noteworthy benefits with availing RPO process. It enables companies

to secure best talent among the candidates. The quality of human resource that a company

hires plays a major role in its betterment. RPO solutions have a set of experienced HR

persons who make sure to select the most suitable candidates. The most attractive rpo

recruitment advantage lies in the fact that it stems out major expense troubles during the

recruitment process otherwise. This is a smart way to save huge sum of money and save it on

other developmental purposes of the company. There are instances when recruiters of companies require onsite support in the recruitment process. Thanks to recruitment

outsourcing companies which provide onsite expert support when needed. When a company

hires another company for providing recruitment outsourcing it gains access to the latest

technology very easily. The firms are well equipped with newest trends in technology and

make the best use of it.





Whilst a set of your company members were previously engaged in the recruitment

activity all the time, with the introduction of RPO recruitment, you can use the man power in

some other activity as it now becomes the responsibility of the agency to carry it further. This

will ensure that you provide high quality service to your clients. Experts who have a higher

experience in the field of recruitment process outsource have discovered that the turnaround

time of the company improves considerably. The efficiency of the company shoots up which

adds to the advantages. Moreover, the RPO services are a way to avail international expert

guidance in the recruitment process as the agency provides off-shoring services. Thus once

you select the right outsourcing company you can rest assured about the smooth recruitment

process throughout and make the best use of man power.

Role of RPO Companies

According to the Recruitment Process Outsourcing Association (RPOA), the official

definition for the RPO is “Recruitment Process Outsourcing is when a provider acts as a

company’s internal recruitment function for a portion or all of its jobs. RPO providers

manage the entire recruiting/hiring process from job profiling through the on-boarding of the

new hire, including staff, technology, and method and reporting. A properly managed RPO

will improve a company’s time to hire, increase the quality of the candidate pool, provideverifiable metrics, reduce cost and improve governmental compliance.“

Besides that, sporadic recruitment support, like short-term, emergency, retained and

executive search services are more akin to outsourcing but are not actually that. This is more

of a service provider or projects based outsource group’s activity and is not part of RPO.

The main role of RPO companies is to act on behalf of their client in the process of

hiring staff just as their own HR team would have done. This is usually to support a company

as an insider to reduce their workload of fresh recruiting or hiring at all tiers. The key

difference is assuming the ownership of the entire process of hiring by the RPO companies,

while the other types of HR service provider acts as part of a process controlled by the client

organization.





With RPO companies in aid, the hiring organization can continue to focus its efforts

on their business without involving in the process of hiring as this tends to slow, or even stop

their functioning. Professional RPO companies assure their hosts with confidentiality and

timeliness and offers improvement in quality, cost, service and speed. This is what makes

hiring professional RPO companies worth its while.

The need for hiring RPO companies arises from the fact that when a company

calculates its managerial staff’s commitment in terms of employment in productive activities

and find hiring lesser productive but essential task which requires deliberation at the same

time and means the future output of the company. This has to be handled in a very

professional way so that the staff in future is competent and can function well in the

company’s working environments. RPO companies can be hired for their valuable services as

a permanent faculty of HR department for managing a continuous process of hiring or work

on case to case bases, depending solely on a company’s hiring frequency and their budget for

this purpose.

Tool for Quick Hiring

Most people, who have been managing their own business for more than 25 yearsnow, will agree that things have violently changed as far as the attitude of the employees is

concerned. According to a survey carried out in USA, an unbelievable 33% changed their

bosses while staying in the same field of business, while 8% changed their field altogether.

This trend has ever since been on the increase as people keep changing their jobs very often

while searching better opportunities for them.

This tendency is found more in young men as compared to middle aged men. Though

this is not a sex oriented issue, but women have been found to this less as compared to men.

In either case, the sufferer is always the company which loses a working hand and has to look

for another person to fill in the void.

Since 1990, a new concept based field has emerged to help out medium and large

sized businesses with hiring problems, as this aspect being non productive, take up a lot of

time and effort and also there I a decrease I the productivity as rehiring and training of new

staff takes a lot of time. Recruitment Process Outsourcing (RPO) has emerged as one of the





greatest tools to resolve hiring issues for companies that face this problem very often and

have to have hiring as an ongoing process to keep the voids filled as all times.

Now these companies can get the services of a Recruitment Process Outsourcing

(RPO) firm which takes over the hiring issues of the firm and keeps their strength at 100% at

all times. Recruitment Process Outsourcing (RPO) gives very definite benefits to the

company that they function with by reduced their recruitment costs as they are equipped to

carry out this task and the company’s staff is free to do their jobs. Their well developed

procedures and methods accelerate hiring times and reduce the period for which the void

remains unfilled. Their testing and interviewing techniques ensures improved quality of

candidates who are shortlisted and thereby future wastage of employees is reduced. Through

this optimum flexibility and scalability is achieved by the company at a very minor cost.

Recruitment Process Outsourcing (RPO) has now established itself as a very potent

tool for the multinational and corporate companies especially in the marketing field where

employee wastage is on the higher side and hiring is a very regular feature.

Outsourcing Recruitment is the Next Version of BPO

The BPO industry has shown tremendous growth in the recent times. Almost everything in

any part of an industry can be outsourced to a third party today who handles and manages the

whole process. Right from the technical support a company needs to the human resources can

be outsourced. Outsourcing recruitment has just taken the BPO in to the next level where the

whole recruitment process of hiring talented employees is outsourced to a firm. This firm is

responsible for handling all or only a portion of the process of recruiting and this is decided

by the HR department of the respective company.

There is a huge difference between totally outsourcing recruitment rather than only a portion

of hiring. A true RPO is where the whole ownership of the whole recruiting process is

transferred to the outsourced firm which handles everything right from creating job

descriptions, advertising, filtering and grouping different job profiles, and finally

interviewing the filtered applicants. Apart from all this the firm also keeps the record and all

the reports pertaining to that recruitment process. All this is done keeping in mind the

objective and the kind of people the company wants to hire.





Outsourcing recruitment has many advantages to it but to get the best out of these

outsourcing firms is a big challenge. A company should outsource it to a potential recruiting

firm which has excellent resources and a good methodology in hiring. Professional HR firms

is one good choice who totally redefine the whole outsourcing process into another level and

are capable of hiring a talented pool of employees. Generally outsourcing recruitment

improves the quality of hiring, reduces the cost as there is no fixed investment being made by

the company and is fluctuating depending on the number of people to be hired, and also

definitely reduces the amount of time a company spends in hiring. This greatly helps as the

company can throughly concentrate on improving their business rather than the HR

department doing the whole recruitment.

The usage of RPO for staff hiring is being used on a large scale by many companies

today and for a successful outsourcing recruitment process the company should monitor

regularly the activities performed by these RPO firms to be assured of getting those intended

results. When all these are taken proper care of outsourcing recruitment can do wonders for a

company which is fast expanding.

Recruitment Process Outsourcing can add Value

In today’s world where finding a reasonable job is not an easy task even in the

presence of job boards of the kinds of reed, monster and a few more, the personal element

that we used to know of has been taken off from the process of job searching.

However, in the United Kingdom you can do yourself a big favor by selecting the

right company for recruitment who are specialists in their field. There are certain websites

operating in the UK as well, who can help you a great deal by saving your time, energy and

keeping you from stress and finding you a reasonable job.

Majority of the recruitment consultants you will come across are likely to be

specialists and those who have been serving people for some time. They must have practiced

their skills of good communication and working in the job market of your field. The are many

UK based recruitment specialists operating in the capital city of London. Not only these

specialists help in recruitment but also with employment law and give advice to the

businessmen.





There is a big benefit of internet for people looking for a job. The general salary data

of UK can be reviewed over the internet. This way the interesting parties can find out what

salaries are being given to employees in certain field and what overall packages are being

offered to them. The reason for success of many recruitment companies is due to the fact that

they are contacted by qualified personnel. By making good use of these personnel’s, the

recruitment company can gain a great deal and show the world how far these people have

gone in their field but truly that is only because of the abilities and their qualifications. By

giving authority to a RPO firm, a lot of work process is actually given to them for completion

which saves a lot of time and effort for the other work that needs to be done. If there are no

need of employing an RPO firm for certain issues then you can instead work on the option of

hiring workers on temporary basis.

In certain possibilities you are likely to get a rebate within a certain time and get

another candidate to work for you if the previous candidate was unsuitable for you. The RPO

agencies directly pay their temporary workers and the tax liability is also on them. This again

is saving you some time for your more important work.

Recruitment Process Outsourcing models of a business compared to those of the

traditional recruitment models mainly depend on business’ economies of scales, economies of

scope, cost and flexibility. Under the condition of filling the position first, the retainer of the

business requires or demands for a payment for the upfront which is followed by another fee

based on success. In a similar way, firms can avoid spending a lot on the up-front costs by

carrying out an analytical and predictable search. There is however difficulty faced in filling

up the position of the contingency firm because no guarantee can be provided in doing so and

spending the additional amount of money is quite difficult as well.

On the other hand, under the conditions of the in-house traditional recruitment model,

when a firm plans to hold major hiring uptick, the first thing that they require to start off with

the task is to hire a team of recruiters which would take complete authority in bringing

forward or recruiting the eligible candidates suitable for the position the firm offers. These

recruiters, also referred as to “mercenary” recr uiters, are paid very well for doing this kind of

job and work temporarily on the basis of severance packages and they are then again

consulted for the next hiring uptick session.





Outsourcing Process Flow Chart





CRITICAL REQUIREMENTS For any managed services model to work there are some critical requirements or must

haves like

Executive sponsorship of the project. Any business model innovation requires the executive

to champion internal resistance into acceptance.

Clear Partnership Definition - A detailed and clear scope of work to be defined before

agreeing on to the terms. The managed services agreement will have the scope of work

documented & agreed upon.

Clarity on the role & the deliverables from the onsite resource & the same to be documented

& mutually agreed upon.

Mutually agreed expectations to be jotted in the agreement. Prepare a project plan with

defined recruitment process & get a consensus on the same.

Historical data to be made available so as to help prepare a project plan blocking all

possible loop holes and deciding on the key deliverables.

It’s imperative for the success of this arrangement that we have a buy in from each person

involved in the project from Clients side and everyone understand that the intention is to

meet the numbers and nothing else.

Factors to be consider before selecting a Recruitment Consultant

If an organisation decides to outsource its recruitment processes or activities, it is very

important to find and select a suitable recruitment consultant or consultancies, which can

deliver results according to the needs of the organisation. Today, there are thousands of

consulting firms (consultancies) as well as freelance consultants working independently. An

organisation looks for various considerations and qualities before selecting the suitable

recruitment consultant.

The reputation of the consulting firm in the job market (based on expertise and

experience).

Who are the consultant’s or firm’s past and present clients?

Consultant’s expertise and experience (from how long has he/firm been in the business)

Does the recruitment consultant have the requisite resources to complete the targets on

time?

Get the idea of the effectiveness and the services of the recruitment consultant from its

current and past clients.





Qualities of an independent recruitment consultant

Some of the qualities or characteristics looked in recruitment consultants are:

Marketing skills

Flexibility and adaptability

Wisdom

Exuberance

Ability to prioritise

Ambition

Resourcefulness

Diplomacy/ delicacy

Selecting the right recruitment consultant is essential for the effective recruitment

processes. A successful Recruitment consultant is someone who is determinative, focused,

and able to create opportunities for him, works harder and smarter than competitors and

continually set and achieve higher standards.





BENEFITS OF RPO

1. Traditional recruiting methods can be expensive and are often unproductive and

unpredictable

Whether you employ your own internal recruiters or utilize the services of staffing

agencies, most companies, at the expense of large commissions or placement fee’s, do not

obtain the results they expect from their recruiting function.

RPO Services eliminate the aforementioned inconsistencies by offering a simple, effective,

and alternative solution to recruiting needs.

2. Reduced Recruiter Costs

Spend approximately $25,000 (including $100 commissions/placement) for anexperienced, dedicate recruiter VS. $50,000 + commissions, payroll costs, medical and dental

insurance, administrative costs, and paid vacation (which can add up to more than $65,000)

for an internal recruiter. The decision to utilize external recruiters is obvious – Save more

than 60% on Recruiter costs by utilizing RPO services and enjoy numerous other benefits that

will help the company’s to grow.

3. No Infrastructure CostsUtilizing external recruiters allows to free up capital that can be better allocated

towards higher valued consulting activities. The RPO has their own state of the art offices

which are equipped with everything a recruiter would need to perform his/her daily duties –

meaning a company don’t have to pay a single rupee towards providing a comfortable

working environment for there own recruiters. RPO provide workstations, computers, static-

free phone lines, and a fast DSL connection at no additional cost.

4. Improved Productivity

Recruiters in India are highly technical and have tremendous experience and

Knowledge. (some of the Recruiters even have MBA’s degree) and are able to deliver many

qualified resumes on a weekly basis. They can be trained to follow the exact recruiting

methodology of client and have the ability to match talented professionals as per the

requirement of companies. And because the price of 1 internal recruiter is equivalent to 2-3

external recruiters, companies can afford to hire more recruiters at the same cost and increase

productivity. The Bottom Line: More Recruiters = More Productivity.





5. Reduced Time to Hire

RPO’s are specialized in the field of recruiting which allows them to process, screen,

and deliver dedicated and qualified recruiters that reduces companies time to hire – allowing

companies to focus on the core components of their business.

6. Increased Flexibility and Control

RPO services allow companies to free up human and capital resources that can be

better spent on core competencies. RPO services provide companies with flexibility, control,

and visibility over their entire recruiting function by removing their dependence on 3rd party

staffing agencies, who are often unreliable, unpredictable, and expensive.

7. Securing the best talent

Competition for the most talented individuals is increasing. Organisations need to

secure the best people quickly and efficiently to help them build competitive capability.





TECHNIQUES USED BY RPO FOR RECRUITMENT

Online Candidate Sourcing

Online candidate sourcing helps RPO for resume generation using the internet. From

using Job Board/CV databases, Google, advanced search engine usage techniques, filetype

searches to searching blogs, and other business networking sites.

Advertising Posting

RPO can post the advertisement in the leading newspaper about the vacancies of

different companies to attract the right talent as per the requirement.. The cost of the

advertisement can be share as per the agreement between the company and RPO. RPO should

know how to write a Job Advert copy and manipulate keywords to attract candidates who

could otherwise be heading towards competition.

Networking

RPO can get the best out of social networking sites like LinkenIn, Orkut, and

FaceBook. Networking provides "never seen before" searching techniques and keys to unlock

"hard to find" candidates. RPO should know how to write compelling emails and letters to

engage cold candidates located on these sites, to convert them into hot prospects.

Communication.

Improved communication levels will help RPO to stand out from the crowd. By

applying world-class communication techniques in everything from emails, letters, job

adverts to blog posts will help the RPO to gain edge over its competitor.





CORE AND NON-CORE ACTIVITIES OF CORPORATE HR

The corporate HR organisations can outsource almost all of the non – core recruiting

functions of the HR and leave only the core tasks of the organisations to their HR and

Recruitment team.

These recruiters will play an important role in the cycle of recruitment and by making

the process less complicated, while the HR can function on core activities like interviewing

candidates, paperwork, instructing the candidates, completing the joining formalities and

others. The focus on these tasks adds a great deal of efficiency to the work being done.

Below is a chart that describes the benefits of working with RPO:





CHOICE OF OUTSOURCING MODEL

Full Outsourcing

Activities initiated in a recruitment process from day one i.e. understanding the

requirement until closing down the position, all comes under the Full Outsourcing model.

This model of outsourcing comprises of not only non-core but also core recruitment activities

that are communication based and are effective for critical recruitment.

Partial Outsourcing

Apart from the core recruitment activities, all other non-core activities such as

understanding the requirement, placing the position on various job boards, searching and

researching candidates, sorting profiles, screening CV and responses, and finally sourcing

you with the list of candidates that are the best match for the position make into partial

outsourcing process. These are precisely the activities that RPOs are most preferred.

Feature-set comparison between the two outsourcing model:

Partial RPO Full RPO

High client/data security Low client/data security

Partial RPO is about non-core activities ina recruitment process, which consumes upto 70% of the time.

Full RPO is about core and non-coreactivities in recruitment process.

More monotonous nature of job. More interesting kind of job .

Can produce quick results in a short spanas employees have necessary expertise toextract the leads in bound timelines.

Involves all the activities till the candidate isplaced in the company, which may end as atime consuming job.

Employees need a limited period trainingto start on the process.

A high-level training is essential to helpemployees build better repo with the

candidates.

Low man hour rates. High man hour rates.





UNDERSTANDING RECRUITMENT PROCESS

Recruitment Process, by all means, is a systematic process that consumes your time

invariably in nurturing right candidate for right position.

The below chart denotes break-up of requirement process in various sub-processes;

quoting approximate time consumed in each relevant sub-process. It is a complete study of all

the core and non-core activities included in the recruitment process.

THE RECRUITMENT PROCESS LIFECYCLE Understanding requirement specifications

Experience, technical skill sets, managerial aptitude, flexibility, localization,

environmental ethics, etc are grounds, which companies take into account depending upon

the job and nature of work. Studying these requirements minutely and sourcing candidates is

the first and foremost job.

Sub Process % of Time

Understanding of the requirement 5%

Placing the job position on respective portals/domain 5%

Sorting the profiles and sending mailers 30%

Screening the responses as per job order 30%

Calling and scheduling 20%

Follow up and closing 10%





Job-Boards database searching and Sourcing

Job-board database searching is the first active task initiated on receiving the

requisition. To get quality candidates, we have subscribed on major job portals worldwide

that serve us with a large bandwidth of candidates' resumes from all streams. While not

restricted to a single medium, we also source candidates from other channels like networks,

agencies, referrals etc.

Screening, Sorting and Mailing

Candidate screening and assessment is an area that relies on a blend of technology and

offshore recruiter's expertise. We have developed effective processes to present the most

prominent candidates in front of your hiring managers.

Selection

While the hiring decision remains with the recruiters, we can help to support

managers in a variety of ways to speed the hiring process. We can be involved in the process

to call all the short-listed candidates, schedule their interviews, follow-up with the hiring

authorities and finally close the position by sending offer/rejection mailers.





ADVANTAGES OF RPO

1. Top notch Talent Pool.

Competition for the most talented individuals is increasing. Organizations need tosecure the best people quickly and efficiently to help them build competitive capability

2. Cost reduction and removal of workload from the HR Administration.

RPO providers take on the burden of operational recruitment activities, allowing

organizations to focus on core value-creating and strategic activities. By transforming

processes, utilizing best practice, and replacing a fixed cost base with a variable charging

structure, RPO can significantly reduce the cost of recruitment. In regular staffing, you invest

in salary, incentives, overheads, infrastructure cost and more. By outsourcing recruiting

functions to Recruiting Junction, all you need to pay is a fixed monthly retainer fees (which is

lesser than the salary of one in-house recruiter) along with a negligible commission.

3. Better Productivity and Quality.

RPO providers can provide highest quality services. By outsourcing your recruitment

process to Recruiting Junction you get dedicated recruiters for each client, while in regular

staffing, one recruiter handles many clients. In regular staffing the focus is lost, as recruiters

serve bigger clients better. RPO recruiter can provide undivided attention to your all your

clients – big or small.

4. Reduce operational risks.

Risks come in many forms, and the expert knowledge of an RPO specialist can help

organizations reduce the risks associated with an inability to scale their business operationally

to meet changing demand, and the risks of non-compliance to legislative and regulatory

change .





THE ROI OF RPO: RECRUITMENT EXPERTISE

The unique expectations and job requirements of the next generation entering the

workforce can be challenging. The younger workers filling the shoes of the retiring. Baby

Boomers value work-life integration, prefer teamwork and expect greater compensation and

benefits. Undoubtedly, a new approach to recruiting is required in order to catch the attention

of the talented.

Streamlining the Recruitment Process

In order to attract the Millennia’s, the first step your organization needs to accomplish

is to develop a strong image and identity. How do you accomplish this? When you partner

with an RPO provider, this essentially means that they are working to improve the

effectiveness of your recruitment process. By tightening up your process, a fair and consistent

image of your organization will be quickly delivered to potential employees that are applying

for a job with your company.

A fast, responsive recruitment process will be an essential component in keeping the

tech-savvy, options-oriented Millennia’s interested in working for your organization.

Organizations that remove barriers for employees to apply, have a user-friendly application

process and respond to applicants in an expeditious manner will certainly have an edge on the

competition. The Internet has meant that people have many choices when seeking

employment, and companies who create the best applicant experience will ultimately have a

competitive advantage in attracting and retaining the best talent.

Offering Best Practices Recommendations

A top-notch RPO provider should essentially be working as a partner "extension" of

your organization and continuously be offering you best practices recommendations. The

provider should be on the look-out for ways to improve the image of your organization so it

is an appealing option for potential employees.





Is your organization attractive to the young talent entering the workforce? If not,

why? How does your organization stack up to competitors in terms of pay and benefits? Does

your organization have a strong corporate culture? Does your organization empower

employees to grow and pursue leadership opportunities? These are all important decision-

making factors for the next generation. A strong RPO provider can help you improve in these

areas - making you undeniably attractive to potential employees.

Developing an "Employment Brand"

Companies like Southwest Airlines and Google have actually turned the common

talent shortage problem into a more desirable talent "sorting" problem by using employment

branding techniques. They are known as great places to work with excellent growth andleadership opportunities. As an expert in recruiting, an RPO provider can also help you by

putting together the whole employment value proposition and sourcing strategy for your

organization.

Essentially, your employment brand communicates to potential employees what your

organization represents and what the employment experience is all about. Most employment

branding efforts include elements that gather information on your organization's best

practices. By working intentionally to develop an employment brand, this can actually

strengthen your internal corporate culture as well. The consistent messaging can reinforce

corporate values and what it means to be a part of your organization. A strong culture will

certainly help you to attract potential employees and retain them once they are working for

you.

Using Recruitment "Marketing"

As an expert in recruiting, an RPO provider will have knowledge about the latest

recruiting trends and insight into the most effective sourcing channels. They will be able to

help you use your employment brand to develop high-impact, innovative recruitment

marketing campaigns to spread the word that your company is a great place to work.





An RPO provider can augment your current recruiting activities through new methods

such as job fairs, radio programs, social networking sites and innovative direct mail

campaigns. These avenues are also excellent opportunities to promote information about

company milestones, new product/service offerings and your overall competitive edge. The

goal of the marketing campaigns is to elevate your differentiators, grab the attention of the

modern Millennia’s and to specifically distinguish your organization from the rest of the

media storm.

Entering into an RPO relationship is no doubt a big step, but the benefits will certainly

far outweigh any initial start-up challenges. And as the current talent war shows no signs of

relenting, RPO is sure to be one of your best kept weapons. An RPO provider's specialization

on recruitment will expose you to new sourcing techniques and overall help you to attract and

retain the best people. RPO is a new trend, but it is a solution that will certainly make a

lasting and positive impact on your organization.





RPO PROCESS MODEL

Recruiting Manager:

Manages and is responsible for overall delivery to client including response rate,

interview rate, fill rate etc.

Recruiting Team Lead:

Reports to Recruiting Manager and monitors progress on each client job order. The Team

lead is also responsible to maintain relationships with candidates in the hiring process and

serves as second level escalation point.

Junior Recruiting teams:

Perform backend searches for matching candidates in RPO internal database as well as

various job boards, user groups and networking groups.

Senior Recruiting teams:

Evaluate and qualify candidates screened by junior recruiting team members. This results in

overall operational efficiency in the recruiting process and yields optimal results in terms of aqualified candidate in the fastest time.





THE BIG 3 EFFICIENCY METRICS IN RECRUITING

Measuring success is critical in recruiting. There are four general types of metrics on

which to concentrate -- cost, quality, quantity, and time. One way we measure "quality" is

using the Big 3 Efficiency metrics.

Efficiency is a funny thing. It can mean many different things to different people. For

example, the Laws of Thermodynamics tell us that any engine or machine is doing very well

if it is operating at 80% efficiency, which means that 80% of the energy input is turned into

useful work. They also tell us that NO machine can operate at 100% efficiency.

In recruiting, efficiency measures how well recruiters are doing their job and

effectiveness of the recruiting process.

1. Submittal efficiency,

2. Interview efficiency and

3. Offer efficiency.

Submittal Efficiency

The first, submittal efficiency, is a measure of how well the submitted candidates fitagainst the requisition profile. It is defined as the number of candidates interviewed divided

by the total number of candidates submitted. You would expect this number to be high.

However, as in Thermodynamics, it can be TOO high. If it is 100%, the recruiter is not

pushing the edges of the requisition specifications, which means you are probably missing

good candidates.

However, if your submittal efficiency is too low, it indicates the hiring managers are

spending too much time reviewing resumes. This could be because the recruiter may be doing

a poor job, or perhaps the requisition has been poorly specified. As a whole, hiring managers

and recruiters are doing well if three of every four submittals make it to interviews (75%

efficiency). Flashing-red-light warnings should start to go off if less than one in two (50%

efficiency) make it to interviews, meaning it is time to investigate to determine problem

areas.





LITERATURE REVIEW

In February 2009 the Human Resources Outsourcing Association (HROA) specified

and approved a group associated with them the Recruitment Process Outsourcing

Alliance. Recruitment Process Outsourcing (RPO) is basically a type of Business Process

Outsourcing (BPO) where the management of the firm gives the responsibility of the

recruitment process for that organization to a third party service provider. The Recruitment

Process Outsourcing provider can himself choose the methods to carry out the recruitment

process which they feel is convenient for them, which may be that the vendor may adhere to

his own methodologies or the company’s way of carrying out the entire recruitment process.

The Recruitment Process Outsourcing is a lot different from the other service

providers such as contingency search firms, staffing agencies and retained search providers in

dealing with entire recruitment because the RPO provider is entirely responsible for the

methods utilized, design ownership, conducting the entire recruitment process and the

outcomes of the process.

Service Providers other than the RPO providers like executive and contingency search

forms were providing the firms with recruitment services for many years until the employers

started realizing the consistency of the concept on relying upon an outsource to deal with the

entire or part of the recruiting process. This was not until the 1970’s when there was a high-

level competition in the technical labour market. Expanding High Tech Firms were usually

distressed upon the acquisition of high tech expertise and specialists and were left with other

choice except to hire highly paid external recruiting specialists for the completion of their

hiring staff projects.

With the passage of time many companies starting analyzing how they can reduce

their expenses while still be able to hire the high tech specialists for their firm and while

doing this they started to acknowledge the steps of the recruiting process along with focusing

on the areas of great difficulties faced by their company. This then eventually added great

value to the business.





At first, the job of the RPO programs was just to conduct the recruitment process,

shortlist the eligible candidates and inform the employers it and the acquisitions are then

carried out by the company.

As time passed, the idea of outsourcing kept gaining more and more favour among

establishments’ HR managements because they not only helped in reducing the expenses and

overhead cost but also helped in bringing quality and completion in the labour market. Since

then until the early 2000’s, among many companies, RPO programs were taken into great

consideration to fulfil their recruitment needs.

Recruitment outsourcing is fitting increasingly established tradition for both the large

and the small business of today. A survey was conducted and it was noticed that in many of

the European countries, nearly 50% of the business are recruited outsourced. Different

countries are recruiting outsourcing in different countries and providing them the quality

work and service they desired for years.

Recruitment outsourcing can be defined as the hiring process is outsourced to the

third party to achieve better results. Recruitment outsourcing is considered by business to be

both a long designate solutions to attain efficiency in venture operations and concise phrase.

Recruitment outsourcing helps the company in finding the best suitable professional for the

job with less cost being incurred. Recruitment outsourcing works in finding the individuals in

web blue print, marketing, IT maintenance, logistics, accounts management and web hosting.

There are various reasons involved why an organization should use recruitment outsourcing.

The expertise way of finding the suitable candidate, use of higher technologies and proper

surveys, scrutiny of the offered skills and professionalism in the applicant’s date.

Whether it is a small or a large business, it is necessary to find the relevant

information needed about recruitment outsourcing as well as the advantages and the

disadvantages involved in hiring the third party to fulfil your needs. Recruitment outsourcing

surely has pros and cons. recruitment outsourcing firm’s job is to work on the information

being provided by the company to a greater extent and to find the best suitable result possible

for the growth of the organization.





Outsourcing has impacted on a long term basis on the business and recruitment

outsourcing has really developed with its wide range of searches of the working assets of the

company. Recruitment outsourcing surely helps in reducing the cost of the company by

sharing the work load of the in-house human resource department and providing them the

better results compared to the in-house.

Recruitment outsourcing has worked wonders in finding the suitable candidate from

other country and making them realize that this is the perfect opportunity for them to grab on

and show what you are capable of. The service provided by the recruitment outsourcing firms

are of highly quality in compared to the charges they put on.

There is a negative vibe in Americans that outsourcing is an evil which is taking jobs

away from them and providing it to strange countries. Recruitment outsourcing has really

contributed in the growth of finding the experienced professional at a cheaper rate globally.





NEED FOR THE STUDY

With more and more companies looking to rationalise employees on their payroll,

manpower outsourcing is slowly becoming the new buzz in India too. And the trend seems tohave hit not just big multinational companies but the public sector and government

undertakings as well, though on a very low key yet in the latter. Estimates show that the

latent size of HR outsourcing in India is about $2 billion with a current market of $27 million

and it is growing at a rate of about 50 per cent. Experts, however, say though foreign

companies are outsourcing jobs to India, putting the country in the middle of outsourcing

boom, the Indian companies do not seem to be enamoured by the opportunity till now and are

not adopting HR outsourcing practices in a big way.

"HR outsourcing in India has not seen the required momentum and is limited to a

trickle effect, with companies outsourcing a few selected low-end HR processes,"

Hence there is a great need of Agencies which do the job of recruitment process outsourcing.





PROBLEM’s OF RPO

If a company failed to define its overall recruitment strategy and hiring objectives,

then any recruiting program may fail to meet the company's needs. This is especially true for

outsourced programs like RPO: RPO can only succeed in the context of a well-defined

corporate and staffing strategy.

As with any program, a company must manage its RPO activities. A company must

provide initial direction and continued monitoring to assure the desired results. Overall,

providing guidance to external activities can present a significant management challenge.

Outsourcing of company processes may fail or prove a poor organizational fit. Improperly

implemented RPO could reduce the effectiveness of recruitment.

The costs charged for outsourced recruitment transactions may total more than the

cost of the internal recruitment department.

RPO service providers may fail to provide the quality or volume of staff required by

their customers. Placing all recruitment in the hands of a single outside provider may

discourage the competition that would arise if multiple recruitment agencies were used.

An RPO solution may not work if the company's existing recruitment processes are

performing poorly. An RPO solution may not work if the service provider has inadequate

recruitment processes or procedures to work with the client.

RPO may not resolve difficulties that organizations have hiring staff when the

organization is perceived negatively by potential employees. This will instead require

improved branding and an adjustment of image. The perception is that very few RPOs can

successfully integrate their client's brand and therefore do not represent their client's brand as

well as a retained search or internal recruiting resource may drive brand representation and or

marketing.

Further, most RPOs perform their staffing functions and service offsite, further

disconnecting the client's growth & recruiting strategy from the actual workforce within the

client company. This is important because during a period of rapid recruitment growth, one of

the many positive effects that a company typically enjoys is an increase in the workforcewellness or an overall workforce positivity of sentiment of optimism that comes with





personnel additions... this may be lessened with an offsite recruiting function. Organizations

with efficient hiring process that are viewed as employers of choice by potential staff may

stand to gain negligible benefits from RPO.

SELECTION OF THE TOPIC

The topic “A study on Identifying the Scope for Recruitment Process Outsourcing

through Consultancy firms, its criteria and advantages” is being done to understand the

process, scope and benefits of the Recruitment Process Outsourcing and also to study the

criteria or the steps involved in the process of Recruitment Processing Outsourcing by

consultancy firms.

SCOPE OF THE STUDY

The non-core recruitment processes such as database searching, job advertisements,

head hunt research; internet mining, etc. involve 50 - 60% of the recruiter’s time, energies

and costs. Outsourcing the non-core recruitment process creates additional efficiencies, while

simultaneously allowing for a focus on building relationships with candidates and clients.

Recruiters, thus, are able to focus better on core recruitment functions and work on important

hiring strategies that create profitable growth and sustain business success.

For reasons of having no time and resources to manage human resource functions,

companies usually resort to HR outsourcing. It is a cost-effective way of managing human

resource functions without having to resort to employing personnel for an in-house HR staff.

There are a lot of benefits that businesses can gain from outsourcing HR tasks. One of

the most appealing benefits is the ability of a company to focus on their core businessactivities while still having effective HR policies.





OBJECTIVE OF THE STUDY

To identify the benefits of outsourcing recruitment and understanding the recruitment

process.

The Project contains details about the various criteria of outsourcing recruitment.

The project highlights the reasons why companies indulge in outsourcing recruitment and

the merits and advantages of outsourcing recruitment to direct hiring.

It also enumerates various factors to be considered before outsourcing recruitment.

Identify the various practices of recruitment existing in the industry. The project should

have a detailed understanding of the methods adopted by recruitment agencies to make the

hiring process quicker.

LIMITATION’S OF THE STUDY

The limitations of the study are:

The sample which we take does not represent the whole population as the numbers of

respondents were very less

We used convenience sampling technique owing to limited resources.

Our limited experience was another constraint on the quality of the research

We could not include the HRO vendors in our research to gain their perspective

Our respondents were from specific areas and did not cover the whole of India





COMPANY PROFILE

BrainTreeHR is a premier provider of competent Professionals to Fortune 500 and

Global 2000 companies. We are currently ranked among one of the top Staffing company in

the country.

Established in 2001, BrainTreeHR currently employs over 150 Associates across

various industrial sectors with domain experts to anchor specific industry verticals. We are

today the single largest HR outsourcing service provider with vertical specialization.

The company has been promoted and is managed by IT and HR professionals having

rich experience. We believe that our customer's success settle on strive to ensure high quality

in all the services we offer.

COMPANY VALUES, VISSION AND MISSION

VALUES

We are a values-driven firm. We value quality, integrity and profits

VISION

To be India's prime HR consultant and the core for eminent employment prospects, providing

individuals with excellent career opportunities and organizations with right resources and the

tools to attain brilliance in the workplace.

MISSION

Rejuvenate individuals and organizations by mobilizing human resources.





The proven track record, expertise in the following industry / business segments:

1. Information Technology

2. IT Enabled Services

3. Banking / Insurance Telecom

4. Health Care / Bio Tech Process Industry

5. Retail Education

BrainTreeHR Consulting Pvt Ltd, is an energetic organization providing total

recruitment solutions. With an ongoing commitment to quality, the Company's continuing

goal is to enhance its position as one of the leading independent providers of resources for IT,

ITES and Non-IT industries.

BrainTreeHR is one of the fastest growing companies in India in HR consulting

Space. BrainTreeHR is based at Bangalore having dedicated team of young professionals,

who are committed to the company's MISSION to be best quality Integrated HR service

provider. BrainTreeHR provides end-to-end HR process outsourcing services.

BrainTreeHR brings in the right combination of proficiency assisting organizations to

acquire flexible and permanent workforce, enhancing productivity.

BrainTreeHR assure speedy, flexible, transparent, dependable and excellent service,

needless to say, value addition and a solution based approach for career aspirants seeking

flexible employment or an Organization seeking flexible workforce, recruitment and staffing

solutions in any function or category.

BrainTreeHR have focused approach, continuous venture to enhance operational and

release standards. Execution of Best Practices and Technology has enabled us to attain the

leading position in the HR Outsourcing.





MANAGEMENT OF BRAINTREE HR CONSULTING PVT. LTD.

Umesh Belludi

Managing Director

Umesh B.O. is the Managing Director and founder of BrainTree HR Consulting Private Ltd.

He is a first generation entrepreneur with a knack for identifying opportunities. He is

basically a Management Graduate having a decade of experience in the field of client

relations, marketing and human resources. He is industrious having a fire in a belly and

positive bent of mind with burning desire of success. His vision of servicing unique human

resource has lead BrainTree one of the premier human resource firm in the new economy.

Vishalakshi Umesh

Chairman

Vishalakshi is the Chairman of BrainTree HR Consulting Private Ltd. She is specialised in

the field of Human Resource and having wide knowledge on Enterprising skills.

Jayashree Patil

Director - Staffing, Client Relations & Sourcing

Jayashree Patil is a Director and Co-founder of BrainTree. Started her career as a recruiter,

Jayashree has accumulated a rich experience in the human resource management domain with

expertise on IT recruitment. She heads the staff training and development, Knowledge

transfer and augmentation. She is handling key clients and holding major responsibility of

sourcing division. Jayashree has contributed to the steady growth of BrainTree and itsformidable customer base with the right mix of long-term vision, technical aptitude and risk-

taking ability.





SERVICES PROVIDED BY BRAINTREE HR CONSULTING PVT LTD

IT Recruitment Service

BrainTreeHR is a groundbreaking global recruitment organization, which helps

corporate find the right people. With excellent experience in IT recruitment, BrainTreeHR isable to assess the needs of both the client and the candidate, and provide cost effective, tailor-

made solutions across the industry.

BrainTreeHR has a systematic approach that is comprehensive in scope and adhering

to the urgency of client needs. The organization focuses in the search, selection and

placement of IT professionals, providing a wide contribution of highly qualified candidates in

the both Application and Systems fields. BrainTreeHR has the ability to adapt in an evolving

IT industry for successful partnerships with corporate and IT professionals.

BrainTreeHR adopts a holistic approach to develop company specific staffing

solutions that are highly research oriented with process capabilities and a strong technology

platform. We have the expertise and the talent pool to provide comprehensive solutions for

all cadres in an Organization.

ITES RECRUITMENT - FOUR LEVELS OF SCRUTINY

BrainTreeHR follows a four-level scrutiny process for recruitment of Customer

Service Associates:

Level One:

Short-listing at the time of registration based on client specifications - age,qualification, experience and the flexibility to work in shifts.

Level Two:

Short listed candidates are required to make individual presentations for voice-basedprocesses, and are evaluated on their proficiency in English, accent, tone and vocabulary.

Level Three:

Candidates appear for a written test to evaluate their technical knowledge (if required)and/or a written test to check aptitude and analytical skills.

Level Four:

On successful completion of first three levels, Candidates are considered eligible for

the HR round with the clients.





Non- IT Recruitment:

BrainTreeHR has a dedicated team which works in the non-IT sector with clients like

Arvind Brands Ltd., Gokaldas Images (P) Ltd., Texport Overseas Ltd., Raymonds, Shahi

Exports, Way to Wealth Securities Ltd., to name a few.

BrainTreeHR provides them with manpower on continuing bases, within stipulated

time frames. The team process a excellent database containing profiles from all sectors like

textiles, banking and insurance, facilities management, human resources, engineering,

manufacturing and so on.

Specialization: Information Technology:

Programmers, Programmer Analysts, Systems Analysts, Project Leaders, Software

Programmers, Managers, Directors, Consultants, Systems Administrators,

Telecommunications., SAP, Oracle, Siebel, Datawarehousing, Informatica,Teradata, Business

Objects, Oracle APPS, Embeded, Networking, Mainframe, JAVA/J2EE, PL SQL, ETC.

BPO/Call centre:

Customer Service Executives, Technical support Executives, Team Leaders, Trainers,

Senior Managers, HR executives, HR Managers





CLIENTS OF BRAINTREE HR CONSULTING PVT LTD

INFORMATION TECHNOLOGY

Tata Consultancy Services Ltd.

HCL Technolgies Ltd.

ABB India Ltd.

Dell India Ltd.

IBM India Ltd.

Yahoo India Ltd.

Binary Spectrum

SLK Software Ltd.

Symphony Software Services Ltd.

Verisign India Ltd.

Kodiak Networks Ltd.

Wipro Technologies Ltd.EMC 2 Ltd.

Alcatel Lucent India Ltd.

INSURANCE

Reliance Insurance co. Ltd.

ICICI Prudential Life Ltd.

Birla Sunlife Insurance Ltd.

Aviva

APPARELS Arvind Brands Ltd.

Gokaldas Images (P) Ltd.

Gokaldas Exports Ltd.

Shahi Exports Ltd.

Raymonds Ltd.

Ever Blue Apparel Ltd.

Prateek Apparels

Krishna Knits Ltd.

Texport Overseas Ltd.

Texport Syndicate

LT Karle Ltd.

Deccan Leathers Ltd.Financial Services

Way to Wealth Securities Ltd.

Spirsm Securities Ltd.

India Bulls

J.M Funds Ltd.

Sriram Stocks Ltd.

Cholamandalam Finance Ltd.

ITESThomson India Ltd

HCL Capital Market Services Ltd.

ICICI One Source

Tata Consultancy Services Ltd.

Transworks Ltd.

Ocween Financial Services Ltd.

HTMT

BANKINGHDFC Ltd

Centurian Bank

Citi Bank

ABN Amro

HSBC




METHODOLOGY

Kiran s Project on BrainTree

Documents

Transcript of Kiran s Project on BrainTree