Recruiting Talent Outsourcing

Traditional recruitment mode is difficult to quickly respond to a large number of talent needs

More and more companies are facing situations such as new track layout, entry into new regions, digital transformation, business scale adjustment, and transformation of recruitment management models. At the same time, the rapid development of start-up companies like mushrooms after a rain often requires a large amount of business expansion or market sinking in the short term, resulting in a surge in recruitment of a large number of various types of positions in the short term, and local recruitment difficulties.

Enterprises who choose recruitment process outsourcing can recruit a large number of talents in a short period of time; it is much faster than the company's own recruitment.

Insufficient recruitment resources, channels, system applications and recruitment capacity building

• In terms of channels, some companies have traditional recruitment methods, mainly relying on internal recommendation or a single online channel.
• In terms of resources, the quality of candidates is uneven, especially for high-level positions such as professional technology, and high-quality talent resources are relatively scarce.
• On the system, there is a lack of informatization and intelligent recruitment process management, as well as the application of data-based recruitment results analysis and innovative tools.
• In terms of capability, the investment in recruiting manpower and recruiting capacity building is high, but the results are slow.

The use of recruitment outsourcing by enterprises can save recruitment costs, corporate publicity costs, telephone communication costs, interview costs, personnel input costs, time costs and so on.

Enterprises can reduce transactional work. After the enterprise chooses recruitment outsourcing, the human resources company will do all the work such as employee recruitment, recruitment information release, resume screening, and invitation interview, which reduces the cumbersome transactional work of the enterprise. .

Lack of talent market insight and professional recruitment strategy, recruitment system construction

Faced with the optimization and adjustment of corporate strategies, how to manage fluctuating recruitment needs according to market trends and industry trends, and pay attention to the formulation of professional recruitment strategies, so that the operation of talents can promote the long-term sustainable development of enterprises and become the urgent needs of enterprises.

It includes the number of recruits, requirements for personnel, means of attracting talents, recruitment channels, selection mode and recruitment time, etc. A successful recruitment strategy will help companies quickly find suitable talents and promote the sustainable development of the company.

Some companies lack brand accumulation, lack of obvious salary advantages, or lack of awareness of employer brand communication in all aspects of recruitment, resulting in increased challenges in attracting high-quality candidates who meet the requirements in the fiercely competitive talent market.