Recruitment Process Outsourcing (RPO) is a form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external service provider.
We have a specialist resourcing team, as well as the technology, methodologies and reporting tools to deliver an exceptional RPO service.
We offer a different service to traditional recruitment and staffing agencies that provide a contingent/retained search service. The biggest difference is that RPO doesn’t end with filling a position but in working with you to optimise your recruitment process as a whole.
We’ll partner with you to attract, discover and deliver the talent that will have the greatest impact on your business, while looking at turnover rates, technology, scalability, and how much time it takes to fill a position. Our service assumes ownership of the design and management of the recruitment process and responsibility for the results.
When you decide to outsource some or all of your recruitment activities to us we’ll work with you to find the right approach to meet your needs. The range of services that we can provide are detailed below.
Defining the Role
A well-defined job description serves as a basis for most people management processes including: recruitment and selection; reward; performance management; and determining the training needs of employees. When written well, they can act as an invaluable part of the relationship between employee and employer, helping to create mutual understanding of role expectations from the outset.
A job description will normally include: the purpose of the role; primary responsibilities and accountabilities; and key relationships. They’re based on objective information obtained through the analysis of the job and the needs of the organisation.
We have significant experience in the analysis of jobs, having worked closely with a huge variety of clients to develop job descriptions for their roles.
When working with you to define a role, we begin by gaining an in-depth understanding of your organisation and the job before developing an accurate job description to reflect the responsibilities, skills, experience and competencies required.
Job descriptions need to adapt as your organisation’s requirements change. We will ensure that your job descriptions focus on overall role responsibilities and purpose rather than specific tasks so that it’s a flexible tool you can rely on as things change.
A person specification is a description of the knowledge, competencies, qualifications, skills and experience a person should have to be able to perform a role effectively. They are particularly useful when recruiting and form the foundation of the recruitment process. A well-defined person specification will ensure you attract and recruit the right person for your vacancy.
We can help you develop person specifications by working closely with you to outline the educational requirements, knowledge, experience, skills and competencies required for the role.
We understand that person specifications should be specific and measurable as much as possible, containing fair, relevant and justifiable criteria to assess candidates for the role.
Our salary benchmarking service provides an insightful assessment of market rate pay for individual roles, taking into account location, level and benefits. Getting this right prior to a resourcing campaign is vital to attract the right talent.
This is especially helpful in new roles within the business, where there is significant competition for top talent in the area, or when looking beyond the immediate talent pool to recruit a more niche or more senior position.
Marketing the Role
Our job advert writing service is designed specifically to sell your role in an engaging yet realistic manner to fit your company’s employer brand. We can also make recommendations for placing adverts, tapping into our supplier relationships with various media partners to offer beneficial packages for you. We also promote all opportunities through our extensive social media networks at no extra cost.
In addition to standard promotional methods, we offer a database matching service, accessing our existing talent pool to easily approach interested and relevant candidates. This saves you time and money, allowing us to use our relationships and prior knowledge of candidates for your benefit.
We can also undertake candidate outreach on your behalf by approaching passive candidates on LinkedIn.
We can perform proactive headhunting activities to reach out to passive candidates through our range of industry networks. Passive candidates can often be better qualified, more competent and better experienced, as well as more loyal, so it’s important that this pool of talent isn’t overlooked. It can work exceptionally well for those specialist or more niche vacancies, or in locations with a smaller talent pool.
Managing recruitment can be time consuming, and frustrating when it takes you away from your day to day role, so we can handle this for you every step of the way.
Because we work in partnership with you, providing a resourcing service with the human touch, we will treat every applicant with care, ensuring they are responded to appropriately and quickly. This helps to boost your employer brand and keeps candidates engaged throughout the process.
From confirming receipt of initial applications, to booking interviews and answering questions, we can provide a personal service to all candidates.
Shortlisting and Applicant Sifting
At Fitzgerald, we provide a flexible candidate shortlisting service to fit your specific needs. We can manage as much or as little as you need us to from providing all applications for you to shortlist, or an initial sift for your consideration, right through to us categorising all candidates appropriately for you to review only the most relevant. We would also keep each candidate informed of their progress at each stage so they always feel engaged in the process.
One of our most popular services is our interview question writing package, including a bespoke set of competency-based questions to fit your role along with a standardised scoring system to fairly compare candidates.
If you’re lacking time, we can arrange and conduct first round interviews
and screening in-person, over the phone or via video conference call. In addition, if your managers are less confident with their own interview skills, we can support them by offering training or attending interviews with them in-house.
Interviews may not be enough to gain a good understanding of a candidate’s skills, experience and fit within the team and organisation. In this instance, we can offer a host of bespoke services to suit your recruitment strategy, such as assessment centre design and delivery.
We can design bespoke and off-the-shelf assessment services to suit your requirements, such as designing individual numeracy, literacy, presentation or in-tray exercises.
Interview testing such as this uses a range of aptitude, behavioural and capability tests to determine how suitable a candidate might be for a certain role. Testing ensures a fair, relevant and justifiable recruitment process as it allows candidates to be compared on their suitability by using objective, measurable and unbiased data.
Psychometrics and Profiling
We use a wide range of powerful psychometric and profiling tools to enhance the recruitment, development and engagement decisions made by our clients.
Pre-employment Recruitment Checks
We can undertake your pre-employment recruitment checks such as taking up references, DBS checks, financial history, professional memberships and right to work in the UK.
For general pricing or a full quote/estimate, please email email@example.com or call 01271 859 267.