Recruitment Outsourcing (RPO)

Recruitment Process Outsourcingis a collaboration format in which the contractor fully or partially takes over the recruitment process and is responsible for achieving agreed performance indicators.

Unlike classic recruitment, where the contractor closes individual vacancies, outsourcing recruitment involves systematic recruitment management, scaling processes and constant work on the implementation of KPIs.

This approach is especially in demand when it is necessary to:

• ensure the selection of a large number of personnel;
• quickly scale your staff.
• launch a new facility, production facility, or warehouse.
• reduce the burden on the internal HR department.
• reduce the deadline for closing vacancies.
• ensure a stable flow of candidates in the face of a personnel shortage.

Gradus implements recruitment outsourcing projects all over Russia, acting as a single recruitment management center for the client.

Outsourcing recruitment allows you to take the load off internal HR teams and get a ready flow of candidates.

• Launching new objects

Opening a distribution center, warehouse, production site, or retail outlet network requires rapid staffing in a tight time frame.

• Seasonal load peaks

During periods of growing demand, businesses need to quickly increase their headcount while maintaining the quality of selection and hiring deadlines.

• High staff turnover

Outsourcing recruitment helps maintain a constant flow of candidates and minimize job downtime.

Companies are often interested in the difference between recruitment outsourcing and HR administration outsourcing and what format is suitable for their tasks.

Recruitment Outsourcing (RPO), Provider of:

• Responsible for the search and selection of personnel
• Manages the recruitment process
• Works based on the selection KPIs
• Applies the service for mass hiring
• Generates a stream of candidates

Outsourcing of HR administration, Supplier:

• Takes on the full cycle of personnel support or individual functions (reception, transfers, dismissals, timesheets, business trips, etc.)
• Performs HR administration of personnel
• Doesn't solve the problem of attracting staff

Recruitment outsourcing is aimed at finding and hiring employees, while HR administration outsourcing is mainly associated with HR document management and administration.

1. Need analysis

We study the current situation, the number of vacancies, closing dates and requirements for candidates.

2. Forming a recruitment strategy

We define search channels, KPIs, targets, and interaction format.

3. Launching recruitment

We connect a team of recruiters and launch a multi-channel search for candidates.

4. Pre-selection

We conduct interviews, assess motivation and compliance with the requirements of the vacancy.

5. Follow-up to the exit

We organize document verification and interaction with the security service. If necessary, we coordinate registration and referral for medical examinations.

6. Reporting and quality control

We provide project analytics and monitor the implementation of KPIs.

The project cost is calculated individually and depends on several factors:

• the number of vacancies.
• closing dates.
• selection region.
• level and specifics of positions;
• there is no need to scale the project.

We don't use template pricing plans. Each calculation is generated based on the client's actual tasks.