RECRUITMENT IN VOLUME & RPO

In today’s candidate market, it has become a trend to make it as easy as possible for candidates to apply for jobs at companies. This aims to attract as many applications as possible and broaden the candidate pool to avoid missing out on potentially good candidates. The large number of applicants that this approach often entails creates more work at the beginning of the recruitment process. This often requires more time and additional technical tools to gather enough information to identify the right candidate, which many recruitment departments do not have. To handle the increased workload, there are different approaches. Companies can choose to expand their workforce by hiring more people for the HR department. Another option is to seek external assistance through staffing agencies or recruitment partners. A third alternative is to invest in tools like AI to relieve the workload and increase efficiency. Alternatively, companies may choose a combination of these methods.

Quantify costs
The recruitment process in a company can sometimes be difficult to quantify. Certainly, one can count the direct costs for personnel, such as recruiters and HR. One can also include costs for systems and marketing. However, there are also many costs that are difficult to assign an exact figure to. Employer branding, for example, is something that takes both time and money to build up, but it is also challenging to measure exactly how much the brand influences the perception of the company. If one recruits the wrong person for their business, they are forced to restart the process, and beyond the lost productivity, this leads to significant costs.

A bigger process then perceived 
The recruitment process is often more extensive than initially anticipated. Once a suitable candidate has been identified, several important steps remain. To maintain and strengthen employer branding, it is necessary to provide feedback to those who have not been offered the position. This is something that is all too often overlooked and can be resource-intensive. After the contract has been signed, thorough preboarding and onboarding are required to provide the candidate with the best conditions for success. It is easy to underestimate the importance of these final steps, despite them being equally crucial as the interview phase itself. It is through well-planned and efficient preboarding and onboarding that the company can ensure a smooth integration and provide the candidate with the best possible conditions to thrive. By not neglecting these steps, the company can create a positive start for the new employee and ensure that they feel welcomed and ready to contribute to the company’s success.