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Recruitment and Selection Process Outsourcing

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Key Takeaways

Filling new roles or replacing employees is how every company survives and grows over time. The recruitment process you use to find new and qualified candidates is  the first impression you make on potential new employees. Furthermore, it will affect the way your business functions in the long-term.

For companies working or seeking to work internationally, the recruitment and selection process is vital. You may be hiring remote employees who you’ll never see face-to-face, so you have to trust they can do their jobs without the same kind of in-person oversight.

Here, we’ve put together some information on the importance of crucial parts in the recruitment and selection process. We’ve also included how outsourcing these key functions to a professional service provider can save you time and money and improve the efficiency of your company’s HR functions.


What is the Difference Between Recruitment and Selection?

Simply put, recruitment is searching for candidates to fill a position. Selection is picking preferred candidates from a pool of applicants.

Recruitment tends to be more of an active and constructive process. It can involve specialized knowledge of utilizing online talent pools.

Selection is more passive and aimed at removing unfit or undesirable applicants. It may use some of the same talent pools, but it requires more thought put into the initial job posting. This is so it provides the best set of applicants.

When looking for the best talent to fill a role, you will have to consider which of these two processes will be more applicable to the factors at play. How likely is your business to attract enough attention from an initial job posting? Does the job require specific or rare skills that you have to look for specifically? What kind of online and offline resources do you have access to for applicants or candidates?

Your answers to these questions will require you to utilize different skillsets to make the most of these processes.

Combining these two aspects effectively will decide how much you can streamline the hiring process to remove delays or extra costs.


What are the 6 Steps of Recruitment?

1.      Profile mapping

Finding the perfect new hire means first knowing what the ideal candidate should look like. Defining the necessary skills, experience, and the exact role they will need to fill before you get started will help to guide your recruitment process. This will also help you to form the perfect job description.


2.      Sourcing 

Think about the platforms and talent pools you be using to post a job opening. Will your recruiting team use both online and offline resources? How are you adapting your job posts or headhunting parameters to match your mapped profile?


3.      Screening and selection

How will you start the selection process once you have a list of potential job seekers or suitable candidates? If your active searching methods are strong, it should ease later selections processes . Still, if you have received a lot of applications for open positions, you will have to remove those that don’t meet the position requirements before continuing.


4.      Interviews

It’s important to meet your shortlisted candidates face-to-face. Schedule effectively to make sure you aren’t wasting anyone’s time, but make sure you  to get to know these candidates and see how they would handle the role and fit in with the team. Interview questions should be concise and relevant.


5.      Reference checks

Always check a high quality candidate’s references before you make a big decision. You may be able to learn a lot about how a candidate will perform by looking at how they worked in the past. This is also essential to do your part as a responsible employer and protect your current employees from any unsuitable team members.


6.      Job offer and onboarding

Forming a job offer and contract that satisfies the company’s needs and those of the candidate is a great way to protect everyone in the future. In addition, you can ensure your onboarding process is efficient, getting new employees started on the right foot.

Recruitment and Selection Process Outsourcing | INS Global 



Why is Outsourcing Recruitment and Selection Processes Important for Operational Efficiency?

Recruitment Process Outsourcing (RPO) can decrease the time and effort you have to put into hiring in both recruitment and selection. An RPO provider approaches potential candidates, creates a hiring plan, guides you through the interview and selection process. Furthermore, they can even improve your onboarding processes.

The amount of staff and hours required to properly hire the best talent can be surprising. One study found the average cost per hire for companies is around $4000 and can take weeks of concerted effort. . Companies seeking to hire globally may find these costs to be even higher.

An RPO provider gives you their expertise and focus for a fraction of the costs and time of an in-house recruitment specialist.

This approach benefits global companies who want to make the most of overseas expertise and experience.

Your global talent acquisition strategy must incorporate much more knowledge than is required when hiring locally. You’ll have to know local benchmarks and best practices in every market you’re targeting.


Talent Acquisition Outsourcing and the Costs Associated with Rapid Success 

Outsourcing your global talent acquisition strategy via an RPO services provider allows you to save on time and costs of hiring processes. So, project RPO solution providers will usually offer recruitment plans based on several different service options and according to your needs.

Cost-Per-Hire A fee paid for each successful candidate hired via the service

Cost-Per-Transaction A fee paid for each successive stage of the hiring process

Cost-Per-Slate A fee paid for successfully filling a set number of positions

Management Fee A more long-term option which involves paying a fee each month for continuous hiring services

An additional option may be a Management Fee + Cost-Per-Hire. This combines the two options to provide constant effort, plus bonuses for successful hires to benefit point-of-service RPO.

The diversity of these cost models means you can work with a services provider to facilitate both your short and long-term goals, all while saving as much as 48% on each successful hire in terms of time and overhead costs.


INS Global: Your International Recruitment and Selection Process Partner

When looking to hire or expand abroad, you can take advantage of a professional global employment and HR outsourcing provider to give you access to the experience and expertise you need to succeed.

Outsourcing your recruitment to INS Global lets you benefit from our teams of global mobility, recruitment, and legal experts who are based all around the world. Finally, INS Global advisors are aware of the challenges associated with international top talent recruitment and selection and ready to provide 24/7 support.

Contact our team today to learn more about what INS Global can do for your international recruitment needs.




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