Recruiting Process Outsourcing (RPO)

Recruitment Process Outsourcing

Servitalent's Recruiting Process Outsourcing (RPO) service is designed to fully manage your company's recruitment processes, operating under your own brand.

This approach not only brings greater specialization and improved results but also leads to significant savings in opportunity costs , ensuring the highest quality at every stage of the recruitment process.

Outsource your recruitment processes with our RPO and improve your hiring results.

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Why servitalent?

Efficiency
Efficiency

Comprehensive management of the recruitment process under the client's brand.

Specialization
Specialization

Greater specialization and improved hiring results.

Savings
Savings

Significant reduction in opportunity costs and resource optimization.

Quality
Quality

High standards of quality in every phase of the recruitment process.

Flexibility
Flexibility

Adaptation to the specific needs of each client.

Technology
Technology

Use of advanced tools to enhance process efficiency.

Our RPO services have reduced operating costs by an average of 30% for companies.

How we work?

OurRecruitment Process Outsourcing (RPO) service fully manages your company's recruitment processes, optimizing resources and ensuring the highest quality at every stage of recruitment. Below, we describe our working method.

  • Phase I: Analysis and planning

    • Kick-off meeting and requirement gathering

    Activities:

    • Meeting with the client to understand their hiring needs and organizational culture.
    • Identification of necessary profiles and definition of key competencies.
    • Establishment of objectives and success metrics.

     

    Recruitment Process Planning

    Activities:

    • Creation of a detailed recruitment plan (RPO Manual).
    • Definition of recruitment channels (job portals, social media, job fairs, etc.).
    • Definition of complementary recruiting marketing services (if applicable).
    • Training of the assigned team (RPO Consultants).
    • Allocation of client resources (if applicable).
    • Activation of supports (ATS, job portals, etc.).
    • Establishment of an activity schedule and deadlines.
  • Phase II: Talent attraction and pre-selection

    • Job posting and active search

    Activities:

    •   Writing and posting job offers on selected channels.
    •   Proactive search for candidates in databases and professional networks.
    •   Use of advanced sourcing techniques (e.g., Boolean Search, X-Ray Search).

     

    Candidate Screening

    Activities:

    • Reception and review of applications.
    • Initial screening based on predefined criteria (e.g., experience, education).
    • Evaluation of resumes and cover letters.
  • Phase III: Evaluation and selection

    • Interviews and assessments

    Activities:

    • Conducting initial phone or virtual interviews.
    • Scheduling in-depth interviews with pre-selected candidates.
    • Administering technical, psychometric, and competency tests.

     

    Presentation of candidates to the client

    Activities:

    • Preparation of detailed reports on the finalist candidates.
    • Organizing interviews between the candidates and the client.
    • Gathering client feedback and adjusting the process if necessary.
  • Phase IV: Final Selection and hiring

    • Decision-making

    Activities:

    • Advising the client on the selection of the final candidate.
    • Managing potential salary and employment condition negotiations.
    • Conducting reference and background checks.

     

    Offer and closing

    Activities:

    • Presenting the job offer to the selected candidate.
    • Managing the offer acceptance process.
    • Coordinating the onboarding of the new employee.
  • Phase V: Integration and follow-up (optional)

    • Onboarding

    Activities:

    • Support in integrating the new employee into the company.
    • Ensuring the new employee receives all necessary training and resources.

     

    Follow-up and Evaluation

    Activities:

    • Conducting periodic follow-ups with the new employee and the client.
    • Evaluating initial performance and adjusting expectations if necessary.
    • Gathering feedback to improve the RPO process.
  • Phase VI: Reporting and continuous improvement

    • Reporting

    Activities:

    • Preparation of periodic reports on the status of the recruitment process.
    • Analysis of key metrics (e.g., time to hire, quality of hire, client satisfaction).

    Review and process optimization

    Activities:

    • Joint review with the client of the results and learnings from the process.
    • Identification of areas for improvement and adjustment of future strategies.
  • Phase VII: Exit

    • We establish the exit plan for the advisory team once the agreed objectives have been achieved. The transitional exit period is initiated, and the mission is concluded.

    This structured approach ensures that each phase of the Interim Advisory Board process is carried out with precision, providing our client companies with the strategic guidance needed to achieve their growth objectives.

We apply high-quality standards in every RPO process, ensuring exceptional results: ISO9001:2015, ISO10667-2:2013, ISO/IEC 27001:2022.

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