The recruiting landscape has changed. The online social networking boom, burgeoning job boards, and the proliferation of mobile apps have leveled the playing field for job seekers reducing the value of the once "proprietary" knowledge and access to both job information and that employers and recruiting departments once enjoyed. Currently seventy-five percent of job-seekers are finding their next job through their social networks - not through want-ads, job postings, or recruiting departments – which is to say that they are brokering their own careers and don't need us. In the current environment recruiting expertise is essential to any company that wants to maintain a competitive edge.
The basic premise behind RPO is that recruiting is not in the wheelhouse of most companies. One of the many lessons learned from the Search for Excellence research conducted by Peters and Waterman is to "stick to the knitting, " i.e. organizations that stick to their primary business will be more successful. Healthcare organizations exist to provide quality patient care, not staffing solutions. Home builders exist to provide high quality homes at premium market value, not executive search services.
Particularly in the current milieu, it makes perfect sense to have a professional search organization provide your recruiting services.
"Recruitment Process Outs
The recruiting landscape has changed. The online social networking boom, burgeoning job boards, and the proliferation of mobile apps have leveled the playing field for job seekers reducing the value of the once "proprietary" knowledge and access to both job information and that employers and recruiting departments once enjoyed. Currently seventy-five percent of job-seekers are finding their next job through their social networks - not through want-ads, job postings, or recruiting departments – which is to say that they are brokering their own careers and don't need us. In the current environment recruiting expertise is essential to any company that wants to maintain a competitive edge.
The basic premise behind RPO is that recruiting is not in the wheelhouse of most companies. One of the many lessons learned from the Search for Excellence research conducted by Peters and Waterman is to "stick to the knitting, " i.e. organizations that stick to their primary business will be more successful. Healthcare organizations exist to provide quality patient care, not staffing solutions. Home builders exist to provide high quality homes at premium market value, not executive search services.
Particularly in the current milieu, it makes perfect sense to have a professional search organization provide your recruiting services.
"Recruitment Process Outsourcing" – is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.
Economies of scale enable us to offer recruitment processes at lower cost while economies of scope allow us to operate as high-quality specialists. An RPO has a larger staff of recruiters, databases of candidate resumes, and investment in recruiting tools and networks. An RPO can expand services as necessary and retract when they are not needed obviating the high cost of full-time internal staff and the need to lay-off internal recruiting staff when activity is low. Unlike the internal human resources department with its many competing agendas, an RPO provides expertise and complete focus on talent acquisition.
Imagine a Staffing Firm with a Staffing Function that Costs Less Than 3% of Revenue...
While shape of this new recruiting paradigm is not completely clear, a few non-negotiables are obvious…
At KurzSolutions we have taken these challenges seriously. Our recruiting portal uses the most advanced (patented) technology available to source, match, track, and seamlessly communicate with both potential and active candidates. Sophisticated web spiders scour the internet 24/7 for qualified candidates and harvest 2,500 – 3,000 matching resumes daily. Our active candidate database includes over 900,000 active candidates that can be instantly matched to job orders with the click of a mouse. Currently 85% of our placements come from candidates already in our database and this capacity allows us to present qualified candidates in hours or days rather than weeks.
Sophisticated proprietary email marketing tools allow us to contact passive candidates by the thousands and to track opens, clicks, and click-throughs to create screened lists of interested passive candidates for any open job order in any niche. KurzSolutions recruiting consultants can send personalized emails to pre-screened candidate lists without ever leaving our single comprehensive recruiting portal simply by selecting a template from a drop-down menu and clicking "send." The open rate of our email marketing is three times the national average.
A dedicated research division using cutting edge research tools ensures that no candidate is missed by sourcing passive candidate lists from association sites, licensure databases, social media, and other online databases of all sorts. Our sourcing team makes over 1,500 outbound phone calls per day along with automated email and text messaging then forwarding interested candidates to recruiters for closing. This combined group of techies and phone gurus does the heavy lifting so our recruiting team can focus on closing the best talent for your company.
Aggressive recruiting of both active AND passive candidates – Most internal recruiting departments are operated as part of the human resources department. The problems with this model are myriad, but to name a few: (1) human resources is a compliance/risk management function that is incompatible with a sales ethos. HR professionals, by and large, do not make good recruiters, (2) HR has many other competing priorities resulting in a focus on the use of job postings, job boards, and the applicant pool to fill open positions. This limits the recruiting scope to the 27% of American workers who, often chronically, have their resumes posted somewhere. Since this is the focus of every internal recruiting department it creates a burned-over district as the competition for these candidates is stiff. KurzSolutions focuses on all potential candidates including candidates who are not looking, are satisfied with their current position, and may be happily working for your competitor.
"Only 12% of American workers are actively seeking a new job. 15% are casually looking a few times per week. 73% are satisfied with their current position and are not looking." Talent Trends
With our outsourced clients our goal is to provide rapid market mastery of their particular niche. Since our scope is comprehensive we are able, over time, to develop a database of candidates whose preferences, intentions, and career goals are known. This hard work along with our continuous recruitment model results in "luck" that is the residue of design such that we often have the candidates you need before you need them.
Partnership with the top recruiting networks creates the additional reach of the top firms in the U.S. when necessary.
All these services can normally be provided at a fraction of the "real" cost of operating your own recruiting department and can be branded such that we operate as your "off-site" recruiting division.
All this for less than 3% of your annual revenue. Honestly, engaging us is what is commonly called a "no-brainer" or virtually-free recruiting services.
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