Tag Archives: RPO

Vimeg Square RPO Champs

Is your HR Department unable to deal with the hassle of ramping up recruitment for your SAP Project?

What is RPO? Recruitment Process Outsourcing (RPO) is a well acknowledged choice to an organization’s HR Recruiting Department that supplies complete management of a project, division or an entire company’s recruiting practice by a third party.

Vimeg Square, Your RPO destination
Vimeg Square, Your RPO destination

An RPO service provider handles and accomplishes all activities associated to recruiting, including developing job descriptions, sourcing resumes, tracking applications, screening candidates, interviewing, selection process, on boarding and retention strategies.
RPO can provide several process enhancements such as reduced time to hire, improved value of candidate pool, lesser cost per hire, and enhanced EEO compliance. Particularly companies running SAP project-based work or organisations with more than 5,000 employees can enjoy the advantage from the process enhancement and proficiency of a dedicated RPO provider and SAP recruitment agency such as Vimeg Square.

Your SAP talent must be multi-skilled, multi-disciplined, and able to take on new roles to bring more value to your organisation.

Do your SAP or IT heads have time to write down in depth job descriptions, scrutinize through hundreds of resumes, interview a pool of candidates, close the suitable candidate and bring the new candidate onboard? Vimeg Square helps in your organisation’s development of this valuable resource from recruitment to retention. We have handled numerous thriving RPO assignments on all sides of the entire SAP recruiting function for companies’ SAP projects.

Let the specialists at Vimeg Square save you both time and money! With a Vimeg Square RPO Engagement Manager working with you and your management team, your managers will spend less time on SAP recruiting and more time guarantying your SAP project is completed on time and on budget.
Our end-to-end  SAP recruitment solutions are intended to add real value to your organisation by providing you with a flexible service delivery model to influence sourcing expertise throughout each phase of the SAP talent recruitment process:

Allow your HR department to spotlight on core business efforts while Vimeg Square relates its proficiency in SAP and talent acquisition to make best use of your human capital investment. Vimeg Square utilizes a proven methodology established through experience sourcing for multiple organisations with unstable levels of difficulties. Our RPO services offer you with instant access to our efficient talent acquisition infrastructure.

Join hands together with Vimeg Square and enjoy access to up to date systems that put together with your organisation’s on hand systems to provide wide-ranging data tracking and reporting, integration with online job boards, resume search executives and with effective resume filtering technology.

Vimeg Square

Splendid Benefits of Recruitment Process Outsourcing (RPO)

Recruitment process outsourcing or RPO is still novel for a lot of organizations. Some may not appreciate that there are alternatives in how to outsource or to advance their recruiting process, while

Vimeg Square RPO Champs
Vimeg Square RPO Champs

others may glue with other explanations because that’s the way it’s always done and that’s the way the person in charge likes to do things. However, if you’re serious about RPO and really want to be familiar with what it could do for your company, then here are the six awesome benefits of RPO.

1. Reduced Recruiting Costs

This is one of the peak motivations why organizations choose an RPO solution, and it’s also one of the biggest benefits of RPO. Many companies spend a lot of money on headhunters and job boards, or waste a lot of money through high turnover rates. With other companies, time is simply wasted in lengthy hiring processes or outdated (or a lack of) technology. An RPO provider can trim down recruiting costs by reforming your recruiting process and showing you how to find good candidates better and with less time and money.

2. Balancing Recruiting Capacity

As festive season approach, many employers during this time go through a hiring extravaganza for seasonal employees. If that’s you, then an awesome benefit of RPO is having a recruiting process in place that can scale up for the festive season, and then scale back down at the beginning of the next year. RPO is also good for companies that are growing rapidly, that may need extra help in balancing their recruiting facility to meet growth.

3. A Reliable and Predictable Recruit-to-Hire Process 

Applicants don’t like it if they don’t know where they stand in the recruiting process, or if they don’t know what’s happening or what’s supposed to take place next. This problem could also outbreak companies who have multiple entities or multiple departments, where each one could have their own hiring process. RPO can help get everything jointly and make the recruit-to-hire process reliable and predictable for both parties and across the entire organization. This makes it easier to know what’s going on and what one and all are doing to when recruiting or hiring someone.

4. Improved Candidate Quality

Hiring managers know that a excellent candidate is much more than a mixture of experience and education, but also includes personality and previous undertakings. Hiring managers who are pressed for time to fill a position, or have a ton of candidates to go through, may not necessarily take a look at the qualities that determine whether or not the new hire will stick with the position. An RPO key can get into those qualities while still looking for candidates who have the needed experience and education.

5. Increased Hiring Manager Satisfaction 

The increased hiring manager fulfillment comes from many aspects of RPO. Hiring managers now have better away to assess the accomplishment of their efforts. Hiring managers now have more hold from executives in the recruiting process. Hiring managers now aren’t long-drawn-out so thin and are better able to do their jobs. With the help and joint venture of an RPO contributor, hiring managers will be more pleased with what’s accomplished and how candidates are recruited and brought into an organization.

6. Enhanced Employment Brand

The employment brand is fundamentally the identity of the organization as an employer, and when every other characteristics of the recruiting process is in position and doing well, the employment brand get better. If your aspirant quality improves, that only looks good to other potential candidates for your organization. If your hiring managers are happy and are working in a reliable recruit-to-hire process, then people who go through that process will only have good things to say about it and your company as an employer. Overall, RPO helps the company in many more ways that just cutting recruiting costs or filling positions faster. RPO can in fact help a business become a superior place to work.

Why HR departments need to hire IT specialists?

Vimeg Square RPO-recruitmentBusinesses should hire coherent, influential IT professionals to help their human resources (HR) departments or offshore team RPO team to manage the extensive changes that technology is bringing to the workforce, according to a leading expert on organizational culture.

IT professionals have a vital role to play in serving their HR colleagues adapt to the changing work environment, as more staff work from home or on temporary contracts. HR departments need to have someone on the senior team who is highly technically literate and persuasive.

Senior HR professionals are often of a generation that is not technically literate, and are certainly far less informed and sophisticated about technology than young people entering the workforce. But once they see the potential that technology offers to transform the way companies manage their people, they will embrace it.

Remote working

HR people habitually get quite excited once they see how much money they can save, and what the options are for remote working, teamwork and recording and monitoring performance. Taking up new technologies, such as online recruitment or cloud-based talent management, can help senior HR leaders raise their profile in the business, particularly at board level, and an passionate IT professional on the HR team can help them to get started.

“HR people need to consider the potential and necessities of the future of work, and think about adapting to that future. They need to think about how IT can help that. Most of the offshore HR consultancies have Technical people in their team to help their sourcing and recruitment processes.

Technology will change the way people work

It is predicted that technology will essentially change the way people work.

Competition for labour will become global, as people as far afield as India begin offering their services online and as offshore center for perhaps a tenth of the price of similar services offered in the UK.

Questions over privacy

There will also be questions of privacy, as advances in technology make it possible to monitor employees’ work activity wherever they are based. Although there is a growing number of professionals who understand both HR and IT, overall numbers are still small. That means there is no alternative but for the HR and IT departments to collaborate or outsource the recruitment process to a better offshore RPO center who have these skills already inbuilt.

Four Important Benefits of Recruitment Process Outsourcing Today

Accountability – A good RPO program should include Service Level Agreements (SLAs) or metrics that measure the effectiveness of the program. While an internal recruiting program may have reporting, your RPO provider can be held to specific standards that help ensure you are getting what you pay for.

Focus – Many HR departments have generalists and recruiters who span the company and recruit for any open position. RPO engagements can be focused in specific areas, including highly-skilled areas or high-volume areas, to bring a focused, concentrated effort in the areas you need it most.

Expertise – Many RPO providers have experience recruiting in specific skill areas or industries. Through the RPO engagement, you are leveraging their knowledge and increasing your reach into specific talent communities.

Resources – With so many different sourcing and recruiting tools, including social media and online services, it can be confusing and difficult to assess which tools to use. An RPO provider can bring experience with a variety of tools or work with your existing resources to maximize your investments or help expand your recruiting tool set.

Vimeg Square

Corporate IT: Don’t Let Your Sourcing Hurt Innovation

A new class of IT service providers offers some great corporate opportunities but many organizations don’t have the sourcing policies to take advantage.

The big enterprise IT service providers that corporate technology professionals deal with daily have been joined by a host of start-ups, cloud providers, consumer technology companies, and marketing agencies with technology ambitions.

While many of these new companies will merge, go under, or be acquired by the large providers, the variety of choice in areas such as partnership, analytics, mobility, integration, and digital marketing is only going to rise.

This generates opportunities for companies that are flexible enough to take advantage, but many will find their hands are tied by their sourcing policies.

The CIO at a large multinational recently told that they only work with a small group of enterprise partners so, if a small provider develops an interesting new IT capability, they “wait until one of our enterprise partners copies the innovation, or buys the vendor.”

They give competitors who work with the original provider a head start of months or years, and in a world where 75% of digital marketing capabilities go from pilot to mainstream in less than six months, it is hard to see this as a sustainable strategy.

Two Sourcing Goals

Today, many IT teams have two goals when managing sourcing partners:

1. Reduce sourcing cost and complexity: Companies consolidate their technology purchasing with a small number of enterprise partners to gain scale benefits, reduce management overhead and technical complexity, and (at least in theory) allow the chosen few to develop a better knowledge of the client.

Cost and complexity are further constrained by thorough evaluation processes and performance metrics and by insisting on detailed, standardized contracts.

2. Manage sourcing risk: Companies minimize risk or transfer it to the vendor by bringing in their legal and audit teams, introducing yet more assessments, and requiring additional contractual language.

These goals are important; no firm wants to return to the days of ad hoc, subscale IT purchasing, or vendors who perform so badly that they jeopardize their clients’ businesses.

But the main side-effect of managing cost and risk so rigorously is that vendor selection and management become slow and onerous for all.

How to Exploit Innovative Ideas Rapidly

To exploit innovative ideas rapidly, progressive companies have made their IT sourcing policies more flexible in three areas.

1. Lower the bar for small-scale experiments: Fail fast, fail cheap is the watchword for innovation in IT, but it is hard to fail fast if it takes months to get approval to work with a new vendor that offers an innovative capability.

Some companies define an alternative, lightweight process for evaluating vendors when the aim is a proof of concept or pilot project rather than large-scale deployment.

2. Make allowances for start-ups: Sometimes a small or nascent vendor comes up with a capability that would make a real difference to company performance and isn’t available from anyone else.

In these circumstances, one senior IT leader recently told us that although they insist that the vendor signs the same risk indemnification clauses as their other providers, they know that the vendor doesn’t have the resources to fulfil their obligations if the worst happens.

Rather than introduce flexibility tacitly, it would be better to strip down the requirements and introduce other mitigation steps instead. This approach may also be useful when working with large providers of consumer technologies who are reluctant to make allowances for enterprise buyers.

Another issue that arises with emerging providers is their commercial naivety. In extreme cases, they may even need to be coached on how to negotiate with and support a large corporate customer.

3. Treat cloud providers differently: Evaluating cloud providers creates a dilemma. On one hand, the security, performance and ongoing viability of the provider is more important than when buying traditional on-premise software, and as the provider probably relies on other providers for hosting, their security, performance, and viability must also be assessed.

On the other hand, a thorough evaluation is hard if the provider has been chosen by a business leader who may not even consider it an “IT vendor.” One approach to addressing this dilemma is to establish separate cloud assessment criteria and involve business leaders in overseeing the evaluation.

One company that does this finds that business leaders are more likely to engage with the process if they have a stake in running it, and if it isn’t perceived as governance by IT.