Symbiosis Management Consultants

Recruitment Process Outsourcing (RPO)

You Know …

Recruitment Process Outsourcing, in short RPO is the talk of the time. In RPO, organizations subsidize the burden of their recruitment activity to an offshore client, who is responsible to undertake all the operational activities involved with the process.

Do You Know…

Why Should You Outsource Recruitment Process, Offshore?
With the change in business culture, outsourcing company’s recruitment process to India is picking-up pace. The quality of work we endorse within the stipulated time maintaining the stature of efficiency and efficacy has attracted more entrepreneurs from different parts of the world. While each has different perspective and objective, the common benefits that everyone can make are explained below:

Decrease in overall cost per recruitment:
Out of all your earnings, a major portion is spent to meet expenses on labour as well as building and maintaining computer assets. With our best cost-effective solutions, you will considerably save money flow under these heads. Sooner the results will reflect your cost-statements, when you check a notable decrease in overall cost expenditure along an upraising graph of cost-benefit ratio.

Focus more on core business line:
A study has revealed that almost 70 percent of the work carried over in a recruitment process is considered as ‘non-core’ to your business. Thus, by entrusting us the burden of your operational recruitment activities, you can focus more on core business activities, which really drives your business.

Higher quality of service:
Our team constitutes of well qualified and highly trained professionals. May it be the team leaders, the process experts, the researchers, or the trainees all of them hold a competitive edge in their field. They possess in-depth knowledge on the subject to source you with the right candidate from the bunch of folks.

Efficient use of resources:
Try to identify whether your team is putting in the most efficient time doing their duties, or do they have to spend more time of their working day on duties that are non-core, prima-facie. When such is the case, you should benefit from outsourcing non-core activities of the process.

Building a competitive edge:
Corporates aspiring to build large talent pools within a short period of time are at a loss when it comes to assessing and selecting resumes. We give you the bandwidth to select the right talent by sourcing “passive/active candidates”.

RPO imperative for organizations:
Outsourcing solutions can realize immediate and considerable productivity gains by dramatically freeing up your time, reducing the cost of hire and giving you a greater quantity and quality of candidates. Companies all over the world are benefiting by it and making the most of it.


Understanding Recruitment Process:

Recruitment Process, by all means, is a systematic process that consumes your time invariably in nurturing right candidate for right position.

The below chart denotes break-up of requirement process in various sub-processes; quoting approximate time consumed in each relevant sub-process. It is a complete study of all the core and non-core activities included in the recruitment process.

Sub Process % of Time
Understanding of the requirement 5%
Placing the job position on respective portals/domain 5%
Sorting the profiles and sending mailers 30%
Screening the responses as per job order 30%
Calling and scheduling 20%
Follow up and closing 10%

Understanding Recruitment Process

What is your choice of offshore outsourcing model:

Full Outsourcing
Partial Outsourcing

Full Outsourcing:
Activities initiated in a recruitment process from day one i.e. understanding the requirement until closing down the position, all comes under the Full Outsourcing model. This model of outsourcing comprises of not only non-core but also core recruitment activities that are communication based and are effective for critical recruitment.

Partial Outsourcing:
Apart from the core recruitment activities, all other non-core activities such as understanding the requirement, placing the position on various job boards, searching and researching candidates, sorting profiles, screening CV and responses, and finally sourcing you with the list of candidates that are the best match for the position make into partial outsourcing process. These are precisely the activities that RPOs are most preferred.

Feature-set comparison between the two outsourcing model:

Partial RPO   Full RPO

High client/data security


Low client/data security

Partial RPO is about non-core activities in a recruitment process, which consumes up to 70% of the time.


Double shifts have to be run to match the time difference between the two countries.

More monotonous nature of job.


Interest pipes-in offshore employees as they regularly interact with candidates of foreign origin.

Can produce quick results in a short span as employees have necessary expertise to extract the leads in bound timelines.


Involves all the activities till the candidate is placed in the company, which may end as a time consuming job.

Employees need a limited period training to start on the process.


A high-level training is essential to help employees build better repo with the foreign candidates.

Low man hour rates.


High man hour rates.

The Recruitment Process Lifecycle

Understanding requirement specifications
Experience, technical skillsets, managerial aptitude, flexibility, localization, environmental ethics, etc are grounds, which companies take into account depending upon the job and nature of work. Studying these requirements minutely and sourcing candidates is the first ad foremost job.

Job-Boards database searching and Sourcing
Job-board database searching is the first active task initiated on receiving the requisition. To get quality candidates, we have subscribed on major job portals worldwide that serve us with a large bandwidth of candidates' resumes from all streams. While not restricted to a single medium, we also source candidates from other channels like networks, agencies, referrals etc.

Screening, Sorting and Mailing
Candidate screening and assessment is an area that relies on a blend of technology and offshore recruiter's expertise. We have developed effective processes to present the most prominent candidates in front of your hiring managers.

While the hiring decision remains with the recruiters, we can help to support managers in a variety of ways to speed the hiring process. We can be involved in the process to call all the short-listed candidates, schedule their interviews, follow-up with the hiring authorities and finally close the position by sending offer/rejection mailers.


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