Attract top talent with our start-to-finish recruitment support services, a powerful alternative to contingent or retained search, which can cost as much as 32% of the employees’ first year salary. Escalon’s Recruiting Done provides recruiting process management and administrative support for a fixed, flat fee. Escalon can either work side-by-side with your staff to find the right candidate or own the entire hiring process. Our experienced team of recruiters will draft job descriptions, source candidates, conduct phone screenings, schedule interviews and coordinate travel logistics as needed. No more wasted time dealing with the consequences of unsuitable candidates and inaccurate job descriptions. Escalon’s Recruiting Done services will reduce your cost per hire and time to hire, all while enhancing the overall recruiting experience for both candidates and hiring managers. Done.
Our recruiting solutions set you up to get the best hire, quickly. We start by establishing specifics from your hiring managers to create explicit job descriptions, screening and scoring criteria, interview questions and more.
Our proprietary sourcing capabilities find ideal candidates, whether they’re actively looking for a position or passive job seekers. Our recruiting team builds a strong candidate pipeline by sourcing from select job boards and social media platforms, identifying candidates that otherwise wouldn’t be found.
Let us be your frontman. Our recruitment support services handle phone screenings and provide initial candidate ratings so you have a curated list of prospects ready for the first round of interviews. By allowing us to narrow down your pool of candidates, we spare you the time and effort of sorting through potentially hundreds of unwanted resumes. Your Recruiting Done associate sets up objective scoring criteria, based on the hiring manager’s specifications as to what is important in a candidate and from the requirements listed in the job description. The score is then automatically generated when a candidate fills out an application or when the associate enters information from a resume.
The phone interview or candidate screen determines whether the candidate’s qualifications, experience, workplace preferences and salary needs are congruent with the position and organization. This saves managerial time and further eliminates unlikely candidates. It also strengthens the search, since we are already talking to the best prospects.
Our full-service recruitment support team works with your hiring managers to provide candidate assessment and guidance and will even schedule interviews to move the process steadily forward.
Ready to make an offer? Our veteran hiring team will help you make the best selection, taking into account the candidate’s experience, skill and cultural fit. We can also assist in offer negotiation.
Outsourced recruitment — also known as recruitment process outsourcing (RPO) — is a type of business process outsourcing (BPO) practice where a company hires an external service provider to handle some or all aspects of their recruiting life cycle. This can include sourcing, screening, interviewing and hiring candidates.
RPO, or recruitment process outsourcing, is a type of business process outsourcing (BPO) that involves outsourcing all or part of the recruitment process to an external partner. Whereas, BPO is a broader term that refers to the outsourcing of any business activity or process, not limited to recruitment. This can include such activities as accounting, customer service and IT, among others.
To begin an outsourcing recruitment process, follow these steps:
Recruiting services are a set of professional services performed by a recruiter or recruiting agency to help a business find and recruit the right candidate(s) for open positions. These activities can include candidate sourcing, screening, interviewing, conducting background checks and references, making hiring recommendations and onboarding.
Also known as manpower sourcing or manpower acquisition, manpower recruitment is the process of finding, attracting and hiring employees to fill job vacancies within a company. Manpower recruitment is a crucial element of talent acquisition and plays a crucial role in the success of a business.
The three main types of recruitment methods are direct, indirect and third-party.
Internal recruitment happens when job openings are filled by considering existing employees within the company. This method is focused on offering existing employees opportunities for career growth and advancement within the organization.
External recruitment comprises attracting and selecting potential employees from outside the organization to fill job vacancies. This method focuses on bringing diverse skill sets, fresh perspectives and new talent into the company.
Third-party recruitment is also known as outsourced recruitment or agency recruitment, and involves partnering with external agencies or recruiters to help with the recruitment process. These agencies expertise in specific industries or job functions and offer a wide range of recruitment services.
Here are the steps to create an effective, total-solution recruitment process:
Step 1: Workforce planning and preparation. The full cycle recruiting process begins with workforce planning, evaluating the needs of the company and identifying the right skills, tasks and the type of people required to meet them.
Step 2: Sourcing. The second step includes finding interested and qualified candidates for a particular position — these can either be active candidates (those actively looking for a job) or passive candidates (those not actively seeking a job, but who may be interested in an open position).
There are two standard ways of sourcing candidates: internal and external. Internal candidates can come through employee referrals or they can be existing employees who could fill the current position. However, external candidates can come from job boards, job fairs, company websites and social media platforms (such as LinkedIn), among other sources.
Step 3: Screening. Now is the time to narrow applicants down to a short list of qualified contenders. Recruiters typically review job applications and use selection techniques, including phone screening, face-to-face interviews and reference-checking, to assess candidates.
Step 4: Interviewing and selecting. This is the most important stage in the full cycle recruiting process. Recruiters usually apply tests, conduct in-depth interviews and assign tasks to zero in on the best candidates. This is the time to learn more about the candidates’ qualifications and professional background.
This stage also includes discussions about salary and any contract requirements with the candidates.
Step 5: Hiring. A smooth hiring process plays an important part in getting the relationship off to a good start. After identifying the best candidate, it’s time for negotiations (about salary and other benefits) and making an offer. The entire hiring team must agree on what the offer should be.
Step 6: Onboarding. Onboarding provides the necessary conditions for the new employee to do their best at their new job. Apart from the paperwork, it includes introducing the new hire to the rest of the team, helping them understand how things work and how to navigate their surroundings, and training them on the specific tools and processes they’ll need to do their job well.
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