Human Capital Management

Human Capital Management

March 30, 2012

Evolv Launches New Recruitment Process Outsourcing Platform

Evolv has decided to integrate a new process of hiring called Recruitment Process Outsourcing (RPO), a form of business process outsourcing in which an employer transfers some of or all recruitment activities to an external service provider.

Evolv said its new service allows for high volume of hourly hiring by creating a fully functional employment system including a skills test and an interview. Once a candidate passes the initial screening process they get added to a pile of ready-to-hire candidates that other business can then search through.

RPO has been used in many different businesses to help companies manage the hiring process. “RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method and reporting,” said The Recruitment Process Outsourcing Association. “A properly managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.”

The solution should help the company meet the requirements for its in-house openings, according to Evolv.

“A key area of differentiation for Evolv’s RPO is that, with our quality score, clients can hold us accountable for getting them the best possible agents,” said Max Simkoff, Co-Founder and CEO of Evolv. “With Evolv’s analytics, we show them that the scoring is accurate, and that they’re really getting better outcomes. What Evolv delivers are measurably better candidates.”

Simkoff also looked at the numerous benefits of switching his company over to an RPO process. RPO providers claim the service offers higher quality applicants than a company would be able to find themselves, because the commercial relationship between an RPO provider and a client is likely based on specific targets.

Many RPO companies are also able to spend more time with possible candidates. Often during the interview process, the candidate will be much more honest with a job they are looking for with an RPO representative than during a hiring interview.

There are, however, downfalls with going with an RPO service. Having a candidate go through a third-party can discourage them from applying and eliminate competition for the position. If employers don’t do their research they could find themselves working with an RPO, which has high recruitment fees.

Either way, the market for cloud-based talent has been increasing in demand. Evolv holds the best solution is to offer RPO services.

Edited by Braden Becker

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