Recruitment Process Outsourcing (RPO)
Recruitment Process Outsourcing (RPO) solutions are like a good suit. There is no such thing as one-size-fits-all. So our team will listen and deliver solutions tailor-made to your style. Whether you need our on-site recruiters as an extension of your talent acquisition team, or off-site, or both, we’ve got you covered.
Why Recruitment Process Outsourcing (RPO)?
An intelligent driver of Market, competitor analysis and Talent mapping.
The right RPO partner understands the strategic initiative of its client and the business outcomes it seeks, then delivers a recruitment strategy, sourcing and hiring processes, and employment branding to achieve those outcomes.
Tap into Recruitment Partner know-how, Sourcing best practices and resources.
RPO Solution help company make use of their recruitment experience, candidate pools, professional system, Sourcing Technology to improve both the quality of hire and cost of hire.
Hire better quality, better culture fit candidates.
An RPO partner that conducts culture research and applies employment branding throughout the recruitment process is uniquely positioned to help companies find the right candidates which improve the quality of hires and boost cost-efficiency.
Improve candidate experience and increase delivery speed.
Talent acquisition is not company-centric but candidate-centric. This is why it is imperative that your RPO partner create a good candidate experience and improve Employee Value Proposition (EVP).
Why you should choose Adecco?
- Solid and complex experience in delivering RPO Projects for big MNCs in Vietnam
- Well-known Recruitment and Executive Search Agency across levels
- Specialized Recruitment Team with more than 30 experienced consultants owning solid industry knowledge and networks
- Professional System and Strong Pool of candidates across levels and industry
- Flexible and scalable recruitment solutions
Workforce Planning (BUSINESS INSIGHTS EMBEDDED PROCESS)
1. Workforce analysis
Regular meeting up with Hiring Managers (HM and HRBP to understand Business direction plan, current team characteristics and capability, challenges, historical pattern, future expansion, restructure (if any)
2. Forecast future needs
Consult with Adecco specialized team to identify future business needs, scenarios and workforce characteristics and capabilities based on current situation and insights.
3. Analyze Gaps
Communicate current market situation versus future gaps in term of candidate pools, available skill sets, up-skilling needs to align expectation with HRBP and HM.
4. Develop strategies
Integrate Business Insights in to Recruitment Strategies by proactively identifying and planning ahead key & critical positions, propose changes in C&B, benefits to stay in line with market. Also build data pool for high-demand & high turnover positions.
5. Implement strategies
Allocate recruiter and Project team resource for Talent Mapping. Update and align with HRBP and HM for any changes, challenges to manage expectation and available market
6. Monitor & Evaluate
Measure changes in Quality of Hire. Feedbacks and work with HM and HRBP on proposed changes to make sure continuous improvement
Find out our other services here:
- Specialized recruitment
- General staffing
Human capital solutions:
- Word permit registration
- First registration with Government
- Candidate Assessment test tool
- Reference Check
Payroll & Staffing:
- Maternity leave coverage
- Payroll admin service
- Payroll service