Case study No. 1. RPO (Recruitment Process Outsourcing)
Our client was an American company that operates within the field of broad marketing. These are, primarily: marketing analytics, personalization, marketing automation, experience and content management, as well as customer experience analysis. The core of the client’s business is digital and mobile marketing. This service is modern yet demanding. The company has branches in many countries, and one of them is located in Poland. After separating a distinctive department from the IBM structure, the company decided to open a 300-person branch in Gdańsk. Therefore, the client chose to use our RPO (Recruitment Process Outsourcing) service.
What was the main goal of our cooperation within the RPO service? It was to present the client’s brand as an employer in the local market. And, subsequently, to employ specialized high-level staff and necessary professionals.
Our responsibilities included preparing the entire recruitment process along with relevant documentation that met formal requirements. We completed the recruitment project successfully, which strongly affected customer satisfaction.
A new employer branding
Our client needed a large number of professionals due to the launch of a new branch. And the RPO service provided by our recruiters proved to be 100% effective. Our specialists have created a recruitment team of eight, and, working together, operated under the client’s name and brand. Thanks to this move, we improved its Employer Branding already at the stage of preparation for the recruitment process.
The client’s brand has not been a well-known employer in the labor market in Poland. The recruitment team helped promote the company’s brand and business focusing mainly on social media and video materials. Using new media within the promotion process, we have gained the confidence of reaching a large number of recipients. Video marketing has enabled us to create valuable films and promote them on the web throughout all distribution channels. This way we’ve made it possible to meet the company – for its potential employees, partners, and customers.
RPO – the specialists’ main tasks
The recruitment team’s task was to develop in every detail the entire process of finding candidates for work. Besides, its members have prepared the mandatory documentation following the formal requirements of our country. Together with a team of employees from the United States, they also developed proper data processing policies and clauses. Ones that comply with the provisions of the GDPR (RODO) and European Union standards.
Why it is so great to use the Recruitment Process Outsourcing (RPO) service when looking for job applicants? It ensures that all stages of recruitment are carried out correctly. Cooperating with us, the client gained confidence that the recruitment specialist would perform all duties with due diligence. Our recruiters have created a recruitment plan and strategy, prepared job offers, and developed a candidate profile. They searched for employees actively and represented the company properly from the first days of cooperation. It resulted in the improvement of the client’s company image and its recognition in the Polish professional market.
The distribution of activities over time
For the first two months of the cooperation, our consultants lent the client their own ATS (Applicant Tracking System). Thanks to using the RPO service, the client’s company has gained a professional tool for managing job applicants. The implementation of ATS helped organize the entire recruitment process and ensured order in the client’s candidate database. Next, Sowelo Consulting specialists took care of the secure transfer of all acquired data to the new client system. All Hiring Managers have also received training in operating the new ATS platform. As a result, they gained knowledge about the advantages of software solution for the recruitment process.
As far back as in the first six months of our cooperation, we provided the client with 400 candidates. There were 70 people the client decided to employ among them. This result gives us a high hit ratio, the important effectiveness indicator, of 17.5%. This level was possible to achieve thanks to the best tools engaged in preparing and conducting the recruitment process. We filled vacancies quickly, employing the right specialists – programmers, testers, technical support engineers, DevOps, and automation testers. What’s more, those who gained employment in the client’s company was the specialized and highly qualified managerial staff. Among them, there were managers of programming teams (front-end, back-end, DevOps, QA) and technical support managers.