Objectivity in RPO the killer App in HR Services

Ever since the inception of corporate culture in the world, procedures for almost all aspects have been standardized and polished even in the non corporate sectors. Many support systems have emerged to strengthen this ways of this culture.

RPO is one such feature which has come to existence purely from corporate needs. The transformation from stable jobs to frequent changeover has led to the creation of this institution that is responsible for supplying the service and multinationals with their never ending needs for recruitment.

The most important facet of RPO is its objectivity which makes RPO: the killer app in HR service. With a crystal clear aim and directives from the client, the RPO can carry out its assigned duty of recruiting efficiently and accurately.

To achieve this standard of the killer app in HR service, RPO has to compartmentalize its activities without overlapping each activity. These can be divided into following clearly demarcated actions

Consulting

This is the initial stage in which the client hiring the RPO service elaborates his requirements to the RPO. The finer the details at this stage better and far reaching will be its effects. This is where maximum objectivity is achieved.

The earlier HR firms lacked this aspect and that is what led to the emergence of this field. Greater details mean accurate screening and selection. This will eventually be beneficial for both the RPO and his client.

Sourcing and screening

The next step in the chain of recruitment process actually determines the objectivity and the quality of the RPO firm itself. Getting rid of the extraneous applicants and sorting out the relevant ones for assessment is way more complicated than merely reading resumes. This is a process in which applicant found unsuitable does stand a chance for another requirement and has to be posted in the right slot of the data base at the same time a client’s screening criteria is being applied.

Assessment

By applying psychometric and aptitude testing, comprehension testing, verifying capacity and problem-solving, inspiration and motivation metrics, etc. a trained professional can very conveniently gain sufficient information regarding an applicant’s personality aptitude and attitude towards work. After assessment an individual is either considered suitable for the vacant post of not.

Selection

Once selected or short listed, it is then the job of the client to take the final decision if to select one or more. This all is already agreed and the limit is laid done by the client and the firm through mutual understanding.

Tracking

The task of the RPO is not yet over. Even after selection or rejection of an individual they continue to sort things out. Details and ground checks such as drug abuse related history or any criminal record that may have been concealed initially would require be settling in time and keeping as a record for future employment of the individual.

What everyone in his capacity needs to understand is that RPO is definitely the killer app in HR services, but if either the two of the parties lose track of objectivity the entire exercise will be a total waste for both the parties..