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Advertising Receptionist Jobs
As a reputable recruitment outsourcing company that will help your HR department with the recruitment process for receptionists, we are actively looking for companies who wish to outsource their recruitment process.
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A receptionist is a form of secretarial assistant who specialises in managing the flow of individuals through a business. |
They respond to phone calls and manage people who walk into an office for meetings or because they require different services. The duties performed by a receptionist can differ, depending on his/her job profile, but people skills are normally deemed a vital component of the job. Receptionists often work for corporates but can also work for health spas, medical offices, and beauty parlors that offer up services to the public. In many cases, receptionists are also likely to be the first port of call for customer complaints.
Recruitment Process Outsourcing (RPO) A definition: Recruitment Process Outsourcing (RPO) is where an employer contracts out all or part of its recruitment activities to an external service provider.
The RPO Alliance, a group of the Human Resources Outsourcing Association (HROA), approved the following RPO definition: "Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider.
An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results." The main difference between RPO and other types of staffing services lies with the process itself.
In RPO the service provider takes ownership of the process, while in other types of staffing the service provider is part of a process controlled by the employer paying for their services.
Brief History: While staffing services have been provided for many decades, the idea of an employer outsourcing the management and ownership of part or all of their recruiting process was not first attempted on a consistent basis until the 1970s. As Human Resources Outsourcing became popular through the 1980s and 90s - where companies began taking on the processes associated with benefits, taxes and payroll, companies also began realising that recruitment should also be considered for outsourcing. In the new millennium more companies began considering the outsourcing of recruitment for major sections of their recruiting requirements.
Benefits: RPO's claim that the solution offers improvements in quality, cost, service and speed of recruitment: More extensive databases of candidates CVs, higher numbers of specialised recruitment staff, key investment in tools and systems all help to achieve the above. In addition RPOs are able to charge companies per ‘staff transaction’ rather than a regular fee so that in periods of little or no recruitment activity costs can be kept to a minimum for employers. Performance management is also an important element. As with all outsourcing arrangements the relationship between the client and the provider of services is based around specific and measurable targets.
Remuneration is then dependent on the attainment of these targets meaning that an RPO provider can focus their efforts in the most effective way. Traditional methods of in-house recruitment are almost certainly not going to be measured in the same way resulting in less efficiency in the recruitment process.
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"We placed an advert with i4jobs for 1 month. I had never heard of i4jobs until Paul McFadden contacted us so didn't expect a great response! I was wrong! I received 84 CV's and have employed 7..."
Cheryl Selkirk - HR Advisor
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