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Recruitment Model

In the article about recruitment strategies, we will share a quick description of the various recruitment models by Hudson Consultancy.

The full article can be viewed here. http://eu.hudson.com/documents/EU_Recruitment%20Process%20Strategies%20White%20Paper.pdf

In-house management is the classics delivery model.

In-house management is the classic delivery model. A full-service human resources department fulfills a majority of the company’s staffing needs, and they typically use preferred recruitment agencies or contract recruiters to supplement their internal resources in order to meet spikes in recruitment volume or to fill challenging roles. Recruitment is either handled by a dedicated internal recruitment team or through human resources generalists who manage recruitment as well as other HR responsibilities. Using third party recruitment agencies or contract recruiters on a regular basis often makes it difficult for internal teams to control consistent outcomes.

A hybrid model can help fill the gaps.

Hybrid recruitment process outsourcing combines the internal model with an outside service provider for support. Companies can choose to outsource a portion of the recruitment lifecycle (for example, sourcing and screening) or the entire recruitment process for a particular business function, such as the sales department, or a certain region. Regardless, RPO providers should approach the candidate market as an extension of the organization, as they are responsible for promoting and protecting the employer brand.

The third recruitment model is project recruitment.

The third recruitment model is project recruitment. In this model, organizations seek a recruitment model to act as an extension of their existing infrastructure. Typically a recruitment partner is engaged as a means to provide a scalable solution for some type of business catalyst. Examples include new product launches, mergers and acquisitions, sales force transformations, niche expertise or regional expansion. Project recruitment is typically time-bound, volume-bound, or both. For example, a company may be expanding operations into a new market, requiring a partnership with an RPO provider to hire 40 new employees over a four-month period.

The final recruitment model is full scope recruitment processss outsourcing.

This more classic RPO term means the vendor is responsible for the people, process, and technology that drive the full recruitment lifecycle for all positions within a particular region, or the entire company. Though scenarios can vary, typically the RPO provider will manage some or all of the following: the client’s internal mobility and employee referral programs; campus recruitment; specialized niche vendors who perform tasks such as background investigations; and any recruitment-related legal requirements, such as diversity, data privacy, or audit. Depending on the RPO provider, the client requirements, and the recruitment complexity, recruitment teams may be located on- or off-site, or a combination of the two.