Recruitment Process Outsourcing(RPO)

Outsourcing (the contracting out of an organization’s services to an outside supplier) has many benefits for all
organizations, from small operators with less than five employees through to large organizations with more than 100,000 employees. By outsourcing components of their business – especially non-core, nonrevenue producing activities such as payroll and HR organizations can focus on their core competencies.

Traditionally, medium to large organizations have realized the benefits of outsourcing activities to experts who provide a simple, cost-effective option.

Increasingly, however, small operators are realizing the benefits of outsourcing.

The Main Benefits of Outsourcing Payroll and HR Activities
Increased Flexibility and Responsiveness

Some organizations, particularly smaller entities, tend to over-invest in non-core competencies (such as payroll and HR) and neglect investment in areas which could deliver competitive advantage. By making capital funds available through outsourcing, organizations have the ability to assign resources to identifying opportunities in the marketplace and freeing capital to take advantage of these opportunities.

Reduced Risk

Outsourcing to experts in payroll and HR not only delivers cost and resource savings but also reduces the risk of failing to comply with the complexities of the Singapore employee payment We have an in-depth international exposure to various aspects of human resource development issues and therefore, understand your needs and concerns to be able to assist better. We have a global perspective and understanding of business and add value to your initiatives through a professional approach. Our trained staff with deep pool of knowledge within the business, engages in quality business discussions with our clients so that we “get it right – first time, every time”. We provides recruitment services across various domains . Some of our specialization include,

  • Marine
  • Construction
  • Information Technology
  • Infra-structure, Real Estate, Power
  • Financial services & Banking
  • ITEs & BPOs (Outsourcing & Off

Our Recruitment Process can be categorized into three phases, namely: -

  • Planning – Structure, Focus, Identity, Prepare
  • Implementation – Contact, Motivate, Evaluate
  • Closure – Select, Offer, Candidate joining

At Integra, we follow a carefully structured recruitment and selection process, which starts right from understanding the clients’ needs and functions all the way to follow-ups with both clients and candidates post recruitment. A brief description of the different stages involved in our recruitment process is given below: -

Planning

In the planning stage, we evaluate the needs and requirements of our clients to determine the required set of skills, understand organizational behavior and relationships. This forms an integral part of our customer-focused recruitment services. Working as a cohesive team with our client, we identify the required experience and other characteristics, which are necessary for the successful candidate.

We select those candidates, who fit in well with the company’s plan. In order to ensure the best recruitment online of a suitable candidate, we give prime consideration to the company’s existing business activities, business plans, work-culture, structures, systems and future plans. We concentrate on the job description, its key result areas, opportunities, career implications, location, salary and benefits.

The initial planning enable us in identifying the needs of both the company as well as the candidates, which further leads us to deciding on a search strategy to target on specific skills, education, personality and experience. It is because of this comprehensive and strategic planning, we are today one of the most sought after recruitment agencies in the market.

 

Mapping Exercise

Being an efficient recruitment agency, during the mapping exercise, we perform industry specific desk and field research on companies and relevant people so as to identify the key competencies. It includes job title, principal accountabilities, key result areas (KRAs), authority to be infested, external/internal contacts, reporting procedures and supervisory relationships, working conditions / environment, job specifications, compensation package, location and other necessary details. Amongst several recruitment online companies, Integra is your most trusted staffing provider.

Long List Generation

The Field research is one of the primary aspects of effective recruitment online services. It provides us a long list of qualified candidates, who are worth pursuing. After this process, we start the search to identify the suitable candidates either from our own exhaustive database or by advertising for the position.

Implementation

The implementation stage consists of several phases including, preliminary interviews, shortlisting of candidates, informal reference checks, client interviews and formal reference checks.

Preliminary Interviews

For preliminary interviews, we select the potential candidates on the basis of prior work experience, qualifications, strength and weaknesses and the ability of candidate to fit into the work-culture and ethics of the client organization. The potential candidates are contacted and interviews will be conducted to find out their interest and suitability. We deploy the necessary expert assessment after the screening of candidates by drawing up competency profiles through the most innovative proprietary platform. During this phase, our consultants keep on updating the client of the progress achieved.

Short List Generation

The preliminary interviews result out in short-listing of highly qualified candidates. Confidential reports are generally prepared and submitted in writing to our clients on four or five individuals, who fulfill the specified position closely.

Informal reference Checks

We conduct informal reference check to verify the listed achievements and last few work experiences of the short-listed candidates. After this phase, a list is handed to the client with our recommendations and assessments.

Client Interviews

After the informal reference checks, we schedule a meeting between the short-listed candidates and the client with proper travel arrangements and handling of reimbursement of travel expenses. The consultant asks both the client and the candidates for the feedback after every interview.

Formal Reference Checks

After client interviews, we conduct a formal reference check of the selected candidates. Our recruitment consultants contacts individuals / companies that are capable of providing details of the candidate’s qualifications, work ethics and other relevant feed back. The comments made by these references are then reviewed with the client.

Closure

The closure stage consists of negotiation & offer, Follow-up / progress and handholding.

Negotiation & Offer

We actively participate in the negotiation process including compensation. Both the client and the candidates draw on our in-depth knowledge of market compensation and benefits in order to discuss and plan a competitive and equitable package.

Follow Up / Progress

Understanding the importance of follow up / progress phase, we keep in touch with the candidate until the time he / she joins the company.

Handholding

After the successful candidate joining for a specified job, we keep an ongoing dialogue with both the candidate and the client. This handholding process ensures a smooth integration into the organization and accomplishment of targets and performance goals.

RPO

RPO