| 词条 | RPO |
| 释义 | RPO (Recruitment Process Outsourcing) RPO is a BPO (Business Process Outsourcing) which focuses on the recruitment process. Recruitment process consists of a broad ranged and sometimes end-to-end solution where in an organisation takes over the responsibility to provide the right talent at the right time conforming to the needs of the customer. An RPO firm is essentially an extended arm of an organization fulfilling one of its major functions. Simple speaking, when an employer or a recruiter transfers all or part of its work to an external service provider, it is termed as Recruitment Process Outsourcing. Here the service provider acts as a Virtual Assistant. Talentar has expertise in providing top notch RPO services and encompasses the following activities: 1. Sourcing: Global Talent Network Limited engages in a multi-pronged sourcing strategy. It utilizes highly innovative and proprietary techniques for exposing and mining?passive and active candidates using Internet technologies and other mediums (e.g., targeted email campaigns). We employ proactive sourcing techniques for example: running external referral campaigns, using networking sites and tools and deploying emerging cellular and other technologies. Once these individuals are uncovered, they are initially qualified for the open job vacancies and then the candidates are contacted to generate interest in the job opening. The employers provide the job descriptions to search for the candidates. These descriptions contain the criteria such as the job location, job title or designation, field of expertise, years of experience, qualification etc. The job description provides the keywords which are rightly chosen to screen and shortlist search for the right candidates. Conforming that the candidate fully understands the job function and is willing to move forward to pursuing the opportunity is also a very critical part of this activity which is often neglected by many RPO players. 2. Screening & Short Listing The employers provide the job descriptions to search for the candidates. These descriptions contain the criteria such as the job location, job title or designation, field of expertise, years of experience, qualification etc. The job description provides the keywords which are rightly chosen to screen and shortlist search for the right candidates. Conforming that the candidate fully understands the job function and is willing to move forward to pursuing the opportunity is also a very critical part of this activity which is often neglected by many RPO players. 3. Scheduling & Coordination for Interviews Global Talent Network Limited schedules the interview for the shortlisted candidates and coordinates the interview process at all levels. In doing this our team of sources / recruiters work closely with the client's recruiting and hiring managers. It is important that coordination is done with simplicity and clarity of communication to provide the best experience to the jobseeker. This is the first level of interaction a jobseeker has with the company and it is very vital to establish a good first impression. 4. Background Checks After selecting the right candidate and before offering a job lays a crucial aspect of background checks. Some organizations prefer to do preliminary checks before engaging with the candidate. Background checks includes but is not limited to checking the authenticity of the candidates job experience in previous companies, criminal records, driving records, educational verification, authenticity of information provided etc. Global Talent Network Limited provides these and supply its customer with adverse action letters, and ensure compliance throughout the process. We have the capability to provide background checks international mainly focused on US and UK markets. 5. Fitment and Transition Management An organizational structure can either be centralized or decentralized. When it requires change from either structure, it reshapes the sphere of influence of each and every aspect of the organization. The systematical approach and controlled utilization of valuable resources including cost and time factors encapsulates Transition Management. Global Talent Network Limited offers best-of-the-breed transition management expertise. 中文 详细介绍 RPO(专业招聘服务,Recruitment Process Outsourcing) 是指企业将招聘需求外包给第三方RPO专业公司来完成，RPO服务供应商管理着企业内部招聘的整个流程。RPO服务属于人力资源外包（HRO）的一种方式，而RPO服务和这些常见的招聘外包的最大不同在于，它提供的是快速直通车式的服务。在这种服务中，企业外包的是内部招聘的整个流程，所谓整个流程是指从得到一个或成百上千个具体的需求职位或储备职位的描述，到分析用人理念和职位需求、与用人部门负责人沟通，筛选简历，人才测评，面试到有合适的候选人上班的所有环节，其中包括员工、技术、方法和报告。也就是说，RPO服务提供的是“起点到终点”的一站式服务。 专业的RPO供应商能够做到on demand（随需而变），随时适应招聘数量和岗位类型的增减变化。 RPO服务的好处还在于：使人力资源部门集中力量关注核心业务；在整个招聘过程中提高招聘效率，且降低运营风险；优化招聘流程，迅速高效地找到合适的人；引进更好的招聘方法和技能——包括提高招聘技能、利用先进的信息系统管理招聘流程，加强关键绩效指标的考核，提高招聘质量、缩短招聘流程，以及改进不合理的招聘流程。 必须指出的一点是：在现阶段，企业在中国选择RPO往往并不是出于降低成本的考虑，而是解决如何更快填补更多招聘职位（fill job）的问题。与招聘成本相比，招聘速度和质量的重要性明显要高得多，因为招聘并不是简单的HR工作，有一句话叫做：“Recruitment is not a HR issue，but a business issue.（招聘并不只是HR的事情，而是经营层面的事情。）” |
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