2020 has not been a good year for most of the companies globally. This is partly due to the COVID-19 pandemic. However, on the bright side, recruitment process outsourcing has seen quite a significant growth. This is all thanks to the rapid digital urbanization and the country’s youthful population. Thus allowing companies in Singapore to hunt for specific tech recruitment agencies.
This results in many more organizations seeking the help of external agencies to recruit tech talent. As a recruitment firm in Singapore, we are no stranger to the common recruiting challenges here. But before we begin discussing common recruiting challenges. Let us first define what recruitment process outsourcing is and it’s role in Singapore.
What is Recruitment Process Outsourcing (RPO)?
Recruitment Process Outsourcing (a.k.a. RPO) is a form of business model where the employer outsources the management and other parts of the company's recruitment process to a third-party external service provider. This helps the company to drive cost, service, efficiency, quality, and scalable benefits.
Think of an RPO agency as an extension of your human resources team. A trusted RPO agency will be able to provide you with the necessary staff, function, technology and procedures needed to procure your ideal staff.
What common hiring challenges can RPO in Singapore help solve?
Generally speaking, recruitment process outsourcing is one way to provide manpower recruitment in high volumes for large organizations without extra cost as compared to other recruitment options. RPO is important because it has exponentially evolved over the decade in providing flexible strategic solutions with few additional benefits which can be accepted and adopted by any type of organization.
Top Recruitment Tips to Overcome Common Hiring Challenges
When it comes to the hiring landscape, it seems like companies prioritise effective recruitment these days. Hiring the ideal candidate has always been an important task filled with many challenges to overcome. Below, we list several tips to overcome some common recruiting challenges.
A. Identify and plan how you’re going to source potential candidates
Planning is the best way to start sourcing potential candidates easily and efficiently. First, take some time to analyze the entire job recruitment process and then create an ideal candidate profile. It is done by defining the skills, traits, and characteristics that make the hiring easy, which is used as a benchmark while potential sourcing candidates.
Some things to consider include:
The type of job, it’s role and responsibilities
The ideal candidate and job experience needed
Where to find the ideal candidate (i.e. type of job board or network required)
Further Reading:
B. Understanding the Job Requirements
Before doing anything else, you must make sure that every aspect of your company's profile must match the job requirement. You can contact hiring managers and clarify all your doubts.
You also need to make sure that the hiring managers are considering candidates that may not be working in the same way you were hiring. They should have the capabilities to hire candidates according to your company's needs and step up to perform higher-level recruitment. This helps to increase the pool of candidates that are willing to join the respective industry.
C. Start Searching With The Help Of Former Candidates
Start searching from your local area who were silver or bronze medalists but didn't make it to the grade on the first try. On average, there are 250 applicants for every corporate role, out of which only one is selected. However, a smart recruiter will keep the remaining 249 unsuccessful candidates warm so that your organization can draw them out for future hires. Additionally, networking with the right candidates can lead to a bigger pool of qualified job seekers for future hires.
D. Building A Sustainable Candidate Pipeline
Starting your sourcing pipeline means capturing all the unsuccessful candidates on the Applicant Tracking System (ATS) or Candidate Relationship Management (CRM). There are other kinds of databases where the hiring process can be initially conducted. A good recruitment outsourcing agency can help you build a sustainable candidate pipeline.
Some factors to consider when building a sustainable candidate pipeline include:
Find out the organization’s expectations: What does the organization want to achieve in the long term? The team will have to come together and figure out the company’s current and future goals.
Conduct regular performance reviews: A company might have a hard time figuring out the type of talent they’ll need when they have no idea of the type of talent they currently have. Conducting regular performance reviews may be helpful in aiding this. Additionally, this allows the leadership crew to identify who the high fliers of the team are and groom them for future leadership positions.
Measure impact: Planning is the key forward. But you can’t plan without first discovering your organization, it’s strengths and weaknesses. When you identify and look at the big picture, you’re able to conduct a detailed examination of the company’s progress.
E. Consider Alternative Choices
The best way to save your organization’s time during the recruitment process is by outsourcing it to a specialised agency. Especially if you’re looking to hire professionals in industries such as tech, cybersecurity and finance. Remember that once your organization has managed to curate the talent pool correctly the first time. There won’t be a constant need to restart the recruitment process repeatedly.
Curious to find out more? Learn more about the different benefits an IT recruitment agency in Singapore can provide your company.
Read More: 6 Important Tips on Engaging Talented Job Seekers in Singapore