Custom Recruitment Support

More and more often we deal with situations, where a business expecting a rapid growth notices workforce shortages and new recruitment needs emerge. In order to timely accommodate those needs the limited hiring team must look for new solutions to temporarily increase its resources, and that is where the RPO steps in.

DEFINITION OF RPO

Recruitment Process Outsourcing (RPO) is a flexible form of cooperation between the Client and the recruitment company allowing to, either partially or fully, outsource the recruitment process. Appropriately tailored RPO solutions directly improve the Client business, so that they can achieve their business goals and gain competitive advantage on the market. For years, Cpl has been providing RPO services for companies in Poland, and one of them is now Lionbridge.

THE LIONBRIDGE CHALLENGE

Lionbridge needed experts such as Desktop Publishers, Localization Engineers or Multimedia Specialists. Facing such increased demand with its limited Talent Acquisition Team (TAT) resources, Lionbridge management decided to use Cpl RPO services for four months.

CPL RPO IN PRACTICE

Before the project officially begun, Cpl conducted a series of meetings with Lionbridge representatives in order to thoroughly analyse Lionbridge needs and prepare RPO-related support proposals. Having understood Lionbridge employment structure and organisational culture, Cpl could identify the desired talent characteristics. Then, Cpl tailored the RPO to the Lionbridge needs, by choosing the appropriate sourcing strategy. At this stage, and in consultation with Lionbridge, Cpl dedicated its Project Coordinator and proposed the project team to carry out the task based on Lionbridge requirements and standards. Then Cpl held a kick off meeting with the Lionbridge Hiring Managers (very important step) for whom this cooperation model was a brand new experience. The meeting was not only a presentation, and a way of getting to know each other, but most of all an opportunity to set principles and standards for the cooperation.

Since then the Cpl Coordinator has become an equal member of the Lionbridge Talent Acquisition Team with an open direct communication channel to Lionbridge decision makers, with a power to present candidates, arrange meetings, collect feedback, and discuss offers. Dedicated Cpl consultants were acting as Lionbridge temporary employees. The bottom line was reducing hiring time with significantly improved communication and KPI/SLA performance. Cpl project team was also supported by the ongoing talent pipeline from other Cpl teams. It’s an incredibly demanding role, since Cpl Coordinator often took part in meetings, where they had to demonstrate their assertiveness while remaining open to the arguments of interlocutors.

As part of the RPO, Cpl manager every step of the recruitment process and was responsible for the results. Nevertheless, everything was done in collaboration with Lionbridge Hiring Managers. Cpl was also fully accountable for verifying each candidate credibility and qualifications as well as offer acceptance, and remained in constant contact with candidates during the first few months of their work.

AREAS OF COLLABORATION (RECRUITMENT IS NOT EVERYTHING)

Lionbridge branding was important for Cpl. Brainstorming sessions with Cpl and Lionbridge specialists were aimed at recruitment marketing and talent acquisition strategy, including creation of consistent messaging to, and an attractive employee value proposition for,candidates. Cpl marketing team delivered appropriate branding and recruitment marketing services to Cpl internal team to boost the sourcing efforts effectiveness and provide exceptional candidate experience. As an example, Cpl created job/ company collaterals to share the Lionbridge mission and boost the interest among potential candidates, as well asprepared various guides on the jobs and Lionbridge to share the transparent vision of the future employer. Cpl also offered extended recruitment marketing support strategy built for different channels, run dedicated social media campaigns to attract candidates, and published a dedicated landing page where Lionbridge culture, career opportunities and current job offers were presented. Furthermore, a direct search campaign using LinkedIn Recruiter Licences was performed by the dedicated team of Cpl consultants and over 1,500 external candidates were e-mailed directly. Cpl consultants were equipped with additional brand collaterals, and used e-mail signatures with the dedicated landing page link. All these initiatives were to support and enhance sourcing efforts.

THE BOTTOM LINE

• Offer acceptance ratio: 79%
• 90% jobs filled
• 67% of presented candidates passed 1st interview
• Effective time pipeline

Nowadays, talent acquisition and development determine the success of an organization on the market. Recruitment Process Outsourcing as an advanced and flexible solution comprehensively supports the individual company's needs in the current talent shortage regardless of the size and level of business development of the company.

Authors:

Katarzyna Piotrowska, Country Manager, Cpl Poland

Małgorzata Niedźwiedzka, Director of Talent Acquisition, Europe, Lionbridge

This article comes from magazine:
FOCUS ON Business #4 May-June (3/2022)