What does Recruiter on Demand mean?
When temporary resources are needed for your recruitment projects, ‘Recruiter On Demand’ is a fast and efficient solution that not only provides flexibility in time and service, but also saves you significant time and money.
Within the RPO service, "Recruiter on Demand" is highly effective in certain situations as an alternative to classic agency recruitment and in-house recruitment, as it provides a solution not only for planned but also for unexpected situations. Below, I would like to present some "deal breaker" factors that make our partners opt for RPO instead of an agency or in-house team expansion.
The good news for any HR or TA manager is that the phenomenon of „Single Point of Contact” can be used here. With this type of service, we mainly provide 1-3 Recruiters for a project and the focus is on the Recruiter's personality, seniority, and industry knowledge. Many would argue that the SDM function is of no importance in the person of the outsourced Recruiter of one, but the reporting role is usually being forgotten, which not only processes historical data but also provides us with forecasts, which will be of paramount importance in strategy development.
We shall not be afraid to ask the service provider to introduce the recruitment specialist provided to us and to be selected through an interview process, because once selected, the colleague will be one of the recruitment team of the company, who will be entrusted with the most important tasks on the recruitment side. Namely, the approach, the contact, stakeholder management (both internal and external) and the selection.
1. SCALABILITY
In classic agency recruitment, companies sign long-term contracts with agencies, which limits flexibility and scalability. Not to mention the agency attitude that when the recruiting company senses a slowdown in partner feedback or finds it ineffective to engage with HMs, it will at best just be a loosened-up cooperation, at worst stop searches, which they rarely inform the partner about. ROD allows firms to deploy recruitment specialists on demand, tailored to the size and needs of projects, supports changing workloads and environments, whether for rounded position numbers or for specific projects.
2. COST EFFICIENCY
The RPO service generally provides space for greater involvement and direct contact between recruitment professionals and companies, as the recruiter is embedded in the process. With this solution, the outsourced resource becomes part of the corporate culture and communication, which makes decisionmaking faster and more efficient.
3. FULL-RANGE INTEGRATION
The RPO service generally provides space for greater involvement and direct contact between recruitment professionals and companies, as the recruiter is embedded in the process. With this solution, the outsourced resource becomes part of the corporate culture and communication, which makes decisionmaking faster and more efficient.
4. DEEPER MARKET KNOWLEDGE AND EXPERTISE
RPO's "Recruiter on Demand" capability allows companies to request specific expertise and market knowledge in return for a service fee. Again, it is important to make sure of this before the kick-off of the collaboration!
5. ACCESS TO AN INCREASED MARKET ASSET BASE
By bringing in expertise, the entire toolbox of the RPO agency is opened to us, so we don't have to rely only on the advertising channels we have been using, or not only on the database we have been using, but also on the agency's database and channels. Of course, it is very important to emphasise here the compliance with GDPR rules, which should be the subject of a specific chapter in the contracts.
6. TIME MANAGEMENT BENEFITS
If I bring in an expert, it is assumed that he/she already has a pipeline "tuned" for the positions, meaning after a short implementation period, we can start the search efficiently because the recruiter knows who to reach out to.
All these benefits save serious millions, not to mention time savings. There are many times when we cannot recruit a new colleague to the team, and the manager prefers to give each colleague 10-15 positions, which can pose a very heavy workload, or we look for a recruiting colleague for a GYES (Childcare Assistance) replacement on a fixed contract, which is an almost impossible task. An excellent alternative to these processes is the ROD service within a well-structured RPO.
