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Enterprise RPO

Manages all aspects of the talent acquisition process from position scoping through hire and onboarding.

Fully integrated & End-to-End RPO Solution is driven by our Industry Experts

Enterprise RPO solution manages all aspects of the talent acquisition process from position scoping through hire and onboarding. It is truly an end-to-end strategic solution that provides you with a competitive advantage in the market, differentiates you from your competitors, and exceeds the expectation of your internal customers and leadership. Based on your business goals and objectives, we partner with you to develop a custom solution that drives business results.

unique rpo solution

ALL-IN-ONE SOLUTION

Ideal for companies who requires full-cycle recruitment solution from technology, infrastructure, strategy to execution. Tailored to your business needs, the solution provides a long term sustainable operating model and a qualified recruiting workforce.

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Solution Overview

A scaled-up operation needs much more than recruiters to manage your recruitment and post recruitment ecosystem. It may come in many forms, for example, setting up a recruitment process tailored to your organization, resume management, database creation, background checks, portal management, recruitment data analysis, market analysis, etc. Post recruitment you may want various services like timesheet management, invoicing, time-tracking, document management, share-point management, etc. Being a US-based organization; we can also hire candidates on our payroll insulating to minimize HR overhead. The bottom line, we tailor the service so you focus on hiring the best candidates and we support you to meet you need.

RPOEdge enterprise RPO solution functions as an extension of your company by delivering end-to-end recruitment services from tactical to strategic, status quo to market leader, sufficient to proficient—this is what you can expect from an end-to-end Enterprise RPO.

Our enterprise recruiting professionals are assigned to the partnership based on their knowledge of your company’s industry, their recruitment experience, and the ability to align with your company’s culture. We don’t believe in outsourcing; we believe in becoming your partner. Wholly accountable, dependable, and responsible, your goals are our goals, and we work with you as one integrated unit to elevate your talent recruitment function.

We go beyond only promising to meet your expected recruitment goals—we ensure that the talent you acquire becomes a definitive business advantage.

How “Enterprise RPO” works?

Manage high volume but short-term recruiting needs with quick ramp-up, ultimate flexibility, and cost control.

STEP 1: Strategy Consulting

Our talent acquisition strategies are shaped by your specific business needs, not by industry trends or competitor behaviors. Only a fully customized approach to your recruitment efforts will deliver the business results you seek. Our goal is to always drive value to your bottom line, whether it is creating a presence in social media or attracting high-performing, diverse talent in a struggling economy. Our approach to Recruitment Strategy includes:

  • Recruitment Workflow Setup
  • Resource Planning
  • Research/Sourcing/Advertising Strategy Development
  • Implement Metrics and Reporting standards
  • Policies & Procedures Development
  • Define Roles and Goals
  • Build Process Maps
  • RFP Process Support
  • Create a Corporate Communication Plan

STEP 2: Requisition Management

Requisition or “job description” is an essential component of any successful recruitment process. For recruiters and potential candidates, it should be clear and well defined. This process ensures that our team understands every requirement thoroughly and source for the right match from the beginning. The process further involves the following elements:

  • Requisition Tracking and Development
  • Requisition Advertising/Posting on Portals and Social Media
  • Requisition Distribution Workflow

STEP 3: Candidate Sourcing

Sourcing the ideal candidates requires technical as well as a functional understanding of the requirement. This process starts with de-briefing the recruiters about mandatory skills and required documentation so they hit the right candidate every time. Our recruiters are technically qualified and trained to perform Semantic Sourcing, Boolean Sourcing, Head Hunting, Matching industries, geographies, current/past job titles, total experience, and education. The process requires a great deal of communication, soft-skills, repeated follow-ups, and relationship building skills to achieve what is desired and we as a team make sure that it’s done the right way. The process further involves the following elements:

  • Portal Sourcing (Dice, Monster, CareerBuilder, Indeed)
  • Social Media Sourcing (Linkedin, Google)
  • Active and Passive Sourcing
  • Executive Sourcing (C Level, VP, Director)
  • IT Sourcing (Architect, PgM, PM, BA, Developer, Designer, QA, etc.)
  • Non-IT Sourcing (Office Admin, Clerk, Nurse, Accountant, Electrician, etc.)
  • Local Sourcing (State or County Specific)
  • Global Sourcing (National or International)
  • Applicant Tracking
  • Resume Database Management

STEP 4: Pre-Assessment and Screening

Pre-Assessment and Screening are both parts of candidate sourcing but we take it to the next level. making sure everything aligns perfectly while filtering the best candidates for your requirements. The process includes a series of the questionnaire and mandatory background checks for confirming the candidate’s eligibility to fit the job. We even help the candidate to enhance or tailor his/her resume before it reaches the final interview. Below are the steps followed in the process:

  • Mandatory Skills Screening
  • Language & Communications Screening
  • Relocation/Travel flexibility Screening
  • Work Visa/Permit Eligibility Screening(Citizen, H1b, GC, EAD, TN, F1, OPT, etc.)
  • Mandatory Education and Certifications Screening (Current or Expired)
  • Salary Negotiation
  • Resume Grooming
  • Background Checks (Employment, Education, Criminal, Etc.)

STEP 5: Interview Management

Job interviews are not easy to manage amongst the storm of jobs targeting the same candidates. Skype/Video and Telephonic interviews are very common and accessible but making sure the candidate is still interested in the job and has not accepted any other offer in between requires regular follow-ups and persuasion skills. The experienced, rare, and hard to find talent are always between offers and need to be aggressively reminded or pursued if any client needs them desperately. Our team makes sure that we keep the communication running until the final interview. Our Interview Management process involves the following elements:

  • Scheduling Client Interviews (Phone, Skype, Web or In-person)
  • Calendar Invites
  • Reminders, Follow-ups
  • No-Show Tracking
  • Interview Feedbacks

STEP 6: Background Verification

A background check is a valuable tool for selecting the right candidate fit every time. When used consistently, this simple step can eliminate many future problems for the company. In general, the process takes place after initial applicant screening procedures are complete and an employer has made a conditional job offer. Once the process is underway, employers should not permit the new employee to begin working until the background check is complete. Variety of Background Checks includes:

  • Educational Degrees / Certifications
  • Motor Vehicle Reports
  • National Criminal Search
  • National Sex Offender Search
  • Professional References
  • Credit Reports

STEP 7: On-Boarding

After a successful interview, comes onboarding which usually requires a lot of back-end work. Our specially trained on-boarding specialists take care of all necessary post-hire documentation and communication from drafting offer letters to new hire orientation. At this stage, our team is in constant communication with the new hire until he/she understands and agrees to all client’s terms and conditions. We follow a strict procedure for successful on-boarding to avoid any conflicts in the future. Our on-boarding process involves the following steps:

  • Purchase Order Approval
  • Post Offer Background Checks Reports
  • Back Office Paperwork (Master Agreement, Benefits, Insurance)
  • New Hire Orientation/Training
  • Transition Assistance (if required)

STEP 8: Back-Office Operations

Manage multiple back-office functions that are essential to the smooth operation of the complete recruitment operations. Many of these are administrative in nature but critical to the success of the recruitment process. Some common tasks are

  • Job Portal Setup
  • Invoice Management
  • Resume Management
  • Custom Templates
  • Job Description (JD) Creation
  • Database Creation
  • Data Analysis
  • Timesheet Management
  • Document Management
  • Employment Agreements (Contractor or Fulltime)
  • Contract Agreements (Individual or Corporation)
  • Technical Writing / RFP Support

STEP 9: Employee Care

Employees today need to be treated well and nice for retention. We believe that it’s better to calm things down before they go out of control, that is why we constantly get in touch with our employees and ask for any job-related issues they may have so we can timely communicate the same to the client and resolve them. Our employee care function involves the following elements:

  • Query Resolution (related to Job, Salary, Benefits, Leaves etc.)
  • Employee Retention
  • Emergency Call Center

When to Choose RecruiterNow?

01

End-to-End Recruitment

02

Scalable Resources

03

Volume/ Bulk Hiring

04

Complete HR Outsourcing

05

Advanced Verification

06

Back-Office Management

07

Payroll / Timesheet Management

08

Accounts Management

09

Multi-Skill Requirements

10

24×7 Employee Care

11

24×7 Dedicated Recruiters

12

Budget Hiring

Benefits of “Enterprise RPO”

  • End-to-End management of the entire recruitment cycle
  • Tailored to business objectives and preferred budget to talent acquisition
  • Complete strategy, services and compliance for managing a critical recruitment process
  • Scalable Infrastrucutre Outsourcing including Office Space, Technology, Job Boards & Manpower
  • Highly experienced Account Managers, Strategy leaders & Change Management experts
  • Highly experienced Recruiters with expertise in core, legacy and emerging IT technologies
  • Complete client ownership of candidates & candidates data
  • Robust Reporting & Analytics
  • Focus on Brand Awareness
  • Strict Service Level Agreements
  • Continuous Improvement and Program Governance
  • Measurable process improvements and increased customer satisfaction
  • Reduced Cycle Time & Hiring Costs
  • Increased Quality of Hire & Retention
  • Eliminates the need of internal HR
  • Cloud based Applicant Tracking System for responsive recruiting
  • Back-Office ready with dedicated team for hassle free offer documentation

Example of jobs served

  • IT Director
  • IT Program / Project Manager
  • Solutions Architect
  • Information Security Specialist
  • Application Developer
  • Front-End Developer
  • Mobile Developer
  • UX / UI Designer
  • Data Analyst
  • Database Administrator
  • Network Administrator
  • Salesforce Administrator
  • Business Analyst
  • BI / Reporting Analyst
  • Technical Writer
  • QA Tester
  • QA Tester
  • Desktop Support / Help Desk