“Recruiting should be viewed as a business partner, someone who is critical to
the success of the business.”
Our Recruitment process outsourcing (RPO) can support part or all of your company’s workforce hiring through a comprehensive set of external recruitment resources. Offering process excellence, a scalable model, cost savings, a technology stack, market intelligence and predictive talent analytics, recruitment process outsourcing helps you find and identify the right talent quickly.
CyberX aims to deliver off-site resources who consult with your hiring managers, process requisitions, source and screen candidates, schedule interviews, prepare and present offers, and conduct onboarding activities. CyberX RPO often evolves through value-added services, such as talent marketing and employer branding, internal mobility programs, implementation of advanced recruitment technologies, and contingent workforce management.
RPO isn’t a “one-size-fits-all” hiring solution. Based on the needs of the company,
there are
several models that RPO providers offer:
In this model, the company has a sudden and immediate hiring need. With RPO providers already in line with the organisation’s processes, they are able to fulfil these requirements accurately and in a timely manner, saving them a lot of time and money.
The company that opts for this model outsources the hiring for a particular division or a project to an RPO provider. The other hiring needs are taken care of by the internal recruitment team.
This model is a little different; wherein the company outsources all the hiring strategies, processes and decisions to the RPO provider. Here, the RPO provider practically serves as an internal recruiting team.
Scalable solutions – CyberX works on the principle of a scalable and flexible solution where a business has to pay only for what they need when they need it.
Reduced time & cost to hire – CyberX follows strict timelines to meet the recruitment needs. Further, in the long run, RPO can offer a minimum of a 30% reduction in the cost-per-hire.
Quality of hire – CyberX designs and follow extensive protocols to ensure hiring those people who meet the organisational needs, not just on paper, but also in practice.
Analytics and reporting – CyberX measure, analyse and highlight the insights from every stage of the process to allow for effective decision-making.
With its ever-increasing popularity, RPO is quickly replacing all other models of recruitment to provide a more holistic workplace. If the RPO provider and the company work hand-in-hand, there is a potential to create a win-win environment for employers, managers, HR and the candidates
The most important step in our process is to identify talent that is qualified for the open job requirement our clients provide.
The next step involves connecting with the candidate to inquire if they are indeed interested in a new position. In this initial interview, our recruiters review their resume, identify what salary range they are comfortable with, ask key questions our clients provide beforehand, and complete a skills matrix.
In this third step in the process, a manager here at CyberX will hold a second interview with the candidate. The manager will ensure that our recruiters provided accurate information on the candidate including updated resume, salary range, as well as, verifying the skills matrix. The primary focus of this 2nd interview is to ensure the candidate’s interest level and gauge the overall matching potential between the candidate and the client environment.
After the manager has spoken with the candidate, they will send the candidate resume and complete skills matrix along with pertinent notes directly to the client for review.
This step is the most critical. Our team will request feedback and next steps from the client. This information will be provided to the candidate whether declined for hire, or requested to move forward to begin the interview process. Once an interview is requested, our team will coordinate with the candidate and client to schedule. The CyberX team will maintain communication with both parties throughout the duration of the recruitment process.