RPO

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RECRUITMENT PROCESS OUTSOURCING

Recruitment Process Outsourcing (RPO) is a business strategy where a company transfers all or part of its recruitment activities to an external service provider. Example workflows might be:

Assessment

A discovery call to pin point requirements or pain points

Planning

Statement of Work is drafted and agreed. The SOW outlines the specific services to be provided, expectations, deliverables, timelines, and performance metrics

Tech Implementation

Any bespoke tech or integrations will be implemented

Process Optimisation

The candidate experience is optimised

Attraction

This phase may include a review of your Employee Value Proposition (EVP) or go straight into sourcing candidates.

Screening

Candidates are screened and placed into talent pools for nurturing or progressing

Onboarding

We may assist with the onboarding process to ensure new hires integrate smoothly into your business

Metrics & Reporting

Reports and metrics are provided to measure the effectiveness and efficiency of the recruitment process

THE MODULES

EXAMPLE STAND ALONE RPO MODULES

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ED&I CHALLENGES RELATED TO TALENT ATTRACTION & RETENTION

Ensuring your team is diverse and culture as inclusive as possible becomes a priority once you realise these two pillars form the foundations of the most successful organisations in the world. Our ED&I consultation measures how effective your current approach is across the following components:

The Job Description
Advertising
EVP
Inclusive Processing
Inclusive Interviewing
Measurement

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RECRUITMENT PROCESS OPTIMISATION

Studying and mapping your hiring processes end to end allows you to understand where you are experiencing drop offs or inefficiencies. The insights allow you to change what isn’t working:

Identify bottlenecks
Identify inefficiencies
Design a process that speaks to candidate experience
Design a process that speaks to recruitment ROI

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SALARY & ROLE BENCHMARKING

Relying on online data or generic salary benchmarking providers alone is risky as it is often based on

historical data and can be compromised by a mix of industries and years’ experience and focusses solely

on job title. On top of this the market has fluctuated a lot since the disruptions of 2020. In real-time, KDR proactively targets data points based on your specific needs. KDRs benchmarking services include reward packages, benefits, working models, role specific skill-sets and location.

Outcomes have helped attraction & retention figures, shape hiring strategies as well as manage role

expectations.

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WORKFORCE PLANNING

Talent strategy is the bedrock of your business and workforce planning forms part of this foundation.

If you don’t know what currently exists (or doesn’t), when business objectives are set, you won’t know how your teams will deliver and you could end up spending more money, time and energy.

Eliminate the complexities and time-consuming nature of workforce planning
Boosts employee satisfaction by aligning job roles with individual skills and aspirations
Offers career development opportunities
Fosters a supportive and engaging work environment

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EMPLOYEE VALUE PROPOSITION

How your business is perceived externally directly impacts the success of your hiring outcomes.

Benchmark your rewards and packages
Attract top talent by clearly defining and communicating the unique benefits and values that your company offers to employees
Increase employee retention, a strong EVP can improve employee satisfaction and loyalty, reducing turnover rates by ensuring that employees feel valued and engaged
Enhance employer brand with a well-articulated EVP
Improve your reputation as an employer of choice
Align with organisational goals by aligning employee expectations with company objectives

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RECRUITMENT TECHNOLOGY

Understanding the right technology to improve hiring strategies can be a minefield. We have built an eco system of technology partners to help you achieve the outcomes you need.