Recruitment Process Outsourcing Builds Winning Teams

By Marcus Miller

There has been a steady and clearly identifiable shift in the corporate staffing process. In the 90's recruiters capitalized on the Y2K phenomena, and heady hourly rates for contractors and opportunistic placement fees for permanent resources were the norm.

When staffing settled down organizations shifted emphasis from further spending on IT infrastructure and ERP solutions. Concurrently, companies placed a renewed emphasis on managing and containing staff acquisition costs while focusing on retention of core resources.

To achieve this, human resources departments corralled agencies into Preferred Supplier Lists or a single vendor. This approach generated varying degrees of efficiencies by using purchasing power to drive down costs. Yet it missed the key sustainable incentive of building a best practices approach.

What does the future hold as the economy increases and job market becomes more active? Are we returning to the battlefield of bounty hunter recruiting, where the value derived is difficult to measure, assess or justify? No! Organizations are focusing on their core business and applying outsourcing principals' to the employment process. This has meant organizations are converting fixed H.R. expenses into variable costs, while shared specialists perform essential tasks.

Recruitment Process Outsourcing (RPO), also known as Employment Process Outsourcing (EPO) drives value through a more sophisticated approach beyond simple cost cutting measures. RPO delivers long-term additional value and a staffing solution that evolves to best-in-class'.

RPO impacts the staffing lifecycle at an early stage and continues to produce benefits, over and above the current in-house models. Companies that turn to an RPO solution are able to tap into new technologies, deploy recruiting specialists in the field, and utilize new reporting capabilities while reducing recruiting costs by 40%.

LEAPJob, a Canadian RPO, provides a full range of employment services, technologies and strategies. Companies partner with LEAPJob

To outsource the entire employment process
To handle specific staffing surges that exceed the capacity of in-house resources
To upgrade to a Best Practice approach
To capitalize on a flexible cost model
To conduct unique employment campaigns for technology resources
To realize a 40+% reduction in costs

Here's how it's done. LEAPJob delivers through:

Strategic project plans - LEAPJob meets with the stake holders to determine the right profile, the right source and the right selection and evaluation criteria
Trained industry resources - LEAPJob staff are trained and dedicated to the employment staffing process. We manage and execute every step of the process
Technology and Tools - Utilizing web and client-server based technology, LEAPJob offers up a repeatable business process that is geared for success
Complete metrics - LEAPJob tracks the data for process evaluation and practice improvement
Time and Materials Pricing - Clients pay for efforts and a usage cost for technical tools. The applicant database developed by LEAPJob during an RPO project is the property of our client. Our clients may hire as many candidates from their database as they choose to at no additional cost.

Marcus Miller (Marcus.Miller@LEAPJob.com) is the President of LEAPJob (www.LEAPJob.com), a Human Resources Consulting firm focused on improving its clients' capabilities to attract, hire and retain great people. You can reach Marcus at 905.281.3090, Ext. 21.