Recruitment Process Outsourcing (RPO) first emerged in the 1990s and has gained remarkable traction in recent years to become a $4+ billion global industry today.
Yet, some organizations tend to hesitate to take that much needed RPO leap. They fear to transfer all or even a part of their recruitment process to an external service provider. There is a perception that RPO’s suit only certain organizations and industries. Hiring the best fits for your organization means you need to have the time and the expertise all the time. That’s what specialist service providers bring to the table.
Some of the main advantages to go RPO:
RPO’s also skilfully handle all menial tasks of the recruitment process. Sourcing is their core competency and they have the resources, technology and methodology to attract talent for you more efficiently and effectively. They know where to look and what to look for better than anyone else and make sure your organization is presented as you want it to be.
A rigorous screening process ensures matching of skills, motivation and culture fitment. An RPO becomes your augmented talent brand representative reaching out to various communities continuously.
RPOs are dedicated to you and therefore accountable to meet your hiring plan. In addition to traditional recruitment skills that they provide you, they also bring a host of metrics and dashboards to help you monitor your recruitment process, costs and brand power and a flexible engine that can gear up or gear down depending upon business needs. Why build your own recruitment infrastructure when you can’t be 100% certain of your hiring plan in the next 1-5 years? You do not want to be saddled with higher fixed costs that cannot be deployed meaningfully all the time when you can access dedicated recruitment infra whenever you want with certainty
Cost management is a top priority for every organization, irrespective of size and industry and recruitment costs can add up before you realize. Costs are not just your in-house team but also job-sites, machines, travel, printing, communication, assessment tests, technology, etc. many of these remain fixed all the time. If you can get all of this done better a pay only for actual usage you would ultimately save costs and reduce your cost per hire (and if you are unable to measure this an RPO will ensure you can and control it)
Imagine having your own recruitment set-up that you can use leverage at any time for any skill for any location all the time? It will instil confidence with your business leaders to grow their business with any hesitation on talent availability. An RPO service provider brings talent intel right to your table – today’s and tomorrow’s. Talent leads your business and if you know where and how to tap this you will stay ahead.
An RPO engagement ensures you lock into the right talent at any time and be top of mind recall.
Antal India continues to accelerate growth in the Indian recruitment market with launch of Antal RPO solution
Mumbai, August 03, 2018: Antal International, global leader in executive recruitment business is glad to announce the launch of Antal RPO Solutions to provide our clients in India with a valuable recruiting option. Antal India has set up an RPO division in Chennai headed up by Mr. Nikhil Indrasenan who joined Antal as Business Head, Antal RPO Solutions on August 01, 2018. Within the first year, Antal RPO business intends to scale to a team of 50 recruiters focused on volume hiring solutions, who would be ably supported by the 40+ offices & 200 recruiters around the Antal India Network. With the launch of this recruitment solution, Antal now has another option to present to clients who may be seeking low cost per hire, quick scale-up hiring support.
“With customers constantly seeking lower cost per hire models, RPO (Recruitment Process Outsourcing) seems to have quite literally taken over new solution ideas within recruitment. Launching Antal RPO Solutions is a direct response to the increasing market demand for rapid innovation and transformation within recruitment process. Companies are seeking to build teams with a leading edge in the talent acquisition function and therefore they need recruitment solutions that deliver measurable results to meet their business demands quickly. So here we are, extremely excited about the launch of a new solution for our clients seeking a more efficient recruitment engine that lowers their overall cost of hiring, continuously improves recruitment KPIs and is versatile enough for quick scale-up hiring support.” says Mr. Joseph Devasia, Managing Director Antal International India.
Nikhil Indrasenan, Business Head, Antal RPO Solutions: Over 18 years in HRO with Ma Foi, Randstad & Pontoon Solutions in P&L and Sales roles and 6 years as an Entrepreneur. Helped design and execute several large scale hiring programs across sectors and locations hiring over 5,000 professionals. Involved in setting up and running Ma Foi’s first franchisee operations in India and subsidiary in Sri Lanka from 2004-2006 hiring over 3,000 professionals across Banking, Telecom & BPO. Headed Randstad’s Assessment, Consulting and Training arm before moving to set up the RPO business and lead the Bid Desk. Played a central role in winning several RPO deals across sectors and locations and helped maintain a leadership position in the market. Instrumental in winning Randstad India’s largest RPO. Moved to Pontoon Solutions in 2016, a global MSP and RPO leader as Director-Sales and won their largest RPO with an energy giant.. A keen reader of management & science who follows Formula One furiously
The pharmaceutical industry has been going through a series of troughs and peaks in the recent few years. Regulations like the Uniform Code of Marketing Practices (UCPMP) and price caps put by NPPA continue to pose a challenge to the industry.
At the same time, the year 2018 promises to be one where much will be consolidated. For instance, the CRO industry is slowly picking up due to better regulatory environment, streamlined approval process and slowly more clinical trials are also coming to India. Equally, in the months to come, while generic drugs may face tough competition, the biosimilar portfolio will grow. Also, companies will drive growth on therapy areas like cardio-diabetic and Onco.
In fact, there is more to anticipate on the pharma front. Companies are taking several strategic initiatives with the incoming of recent changes in regulations governing the pharma and medical devices industries, primarily to cope up with the loss of business revenue as in the case of recent caps in prices of stents and knee implants. The price caps are being seen to discourage manufacturers, mostly MNCs, from launching their premium products in India. Precisely the time has come for Indian manufacturers to come into their own. As of now, names like Sahajanand Medical Technologies, Meril Life Sciences and Sutures are expanding. Even though the skillset required to manufacture a technologically advanced product like stent remains a challenge, it is foreseen that the companies will put in steps to improve the quality of stents manufactured by local companies and even encourage them to develop more technologically advanced stents, which in turn will help the industry grow in the country.
The impact on recruitment
Manpower recruitment and retention gains a whole new meaning given the current scenario. As far as recruitment needs of the organisations are concerned, candidates with technical skills including in regulatory, clinical research, data analyst, R&D roles, will be in much greater demand since traditional sales and marketing processes are getting obsolete. For candidates in the fray, strategic and out-of the box thinking is the word for success and also stability along with communication skills due to coordination with multiple stake holders across geographies. Job hoppers are a strict no-no and interestingly, a recent trend in the healthcare sector in regulatory affairs domain is that the senior vintage RAQA professionals are slowly moving into consulting professions.
Mayank Chandra, Managing Partner, Antal International, gives an insight about the future recruiting trends in pharma sector. This article featured in Express Pharma Jan 01 – Jan 15,2018 edition. Here’s the online link to the story https://goo.gl/YPPHRu
NEW DELHI | MUMBAI: US President Donald Trump’s inauguration pledge to ‘Buy American-hire American’ has stoked interest in jobs back home from overseas Indians, who are increasingly reaching out to manpower consultants in the country to explore equivalent options.
Recruitment firms led by BTI Consultants, RGF Executive Search, Transearch, The Head Hunters, and Antal International have reported doubling of queries from US-based Indian professionals over the past few weeks as theRepublican winner to the White House race declares his policy stance after the January 20 inauguration.
Nervousness has also gripped Indian companies that have a significant US employee base: Hunt for Indian talent in the US are now joining the swelling list of cancelled mandates. Kris Lakshmikanth, chief executive of The Head Hunters (India), says that he has got some 30 calls until now from technology professionals exploring opportunities back in India, compared with practically no queries until just a couple of months ago. “This number is likely to increase even more in the coming days,” says Lakshmikanth.
Most of the queries, he says, are at the level of project managers and above – people who have completed three years in the US (after which one gets an H1B visa extension) or about the six-year period — and are unsure about whether they will get an extension of their visa or, alternatively, a green card.
Lakshmikanth cites the instance of a person who recently returned after his visa-tenure ended, and is unsure about his return. “He still has a house there bought on mortgage, but is being forced to look at opportunities here,” says Lakshmikanth.
Joseph Devasia, managing director at Antal International India, says that in the past two or three weeks, the number of queries seeking opportunities in India has trebled. “People are testing the waters to gauge what awaits them at home in case something goes wrong. Most of these people are at the $80,000-150,000 salary bracket,” says Devasia.
Other leading search firms such as Korn/Ferry and Heidrick & Struggles say search mandates are in a waitand-watch mode. They, however, say that Trump’s stance will impact the overall hiring sentiments across all Indian companies in the US.
For RGF, half a dozen searches have come to a halt after the Trump inauguration. “Companies are not sure about the dynamics of the US market. At least, 30% of job searches in the US have been impacted as a result,” R Suresh, Managing Director at RGF Executive Search, told ET.
One of RGF’s clients, a billion-dollar Indian IT company that was looking to hire a president for its outsourcing activities has temporarily called off its search. Another of its clients, an Indian pharma company, is holding on to its hiring decisions.
“The exodus from India will definitely stop. Hiring of Indians in the US will slow down at least for a year,” said Arun Das Mahapatra, partner incharge of Heidrick & Struggles in India.
“There is definitely an air of uncertainty across all companies that have some kind of connect with the US. It is a worrisome time for players in the space of IT, pharma and banking but this may last only up to a year or so as cost pressures will force companies to eventually look at India,” said Kiran Karnik, chairman, CII National Committee on Telecom and Broadband.
While Korn/Ferry International managing director for India, Navnit Singh, calls it the wait and watch phase, Transearch (India Office) managing partner Uday Chawla describes the Trump impact as “procrastination of decisions” in all sectors, leading to an increase in the cycle-time for searches.
With some good and not-so-good times, it is finally time to bid goodbye to an eventful year. As we prep ourselves for 2017, here’s a look at what 2016 was like for the HR domain
There are no doubts about the fact that 2016 has been a year of some path-breaking events and sharp twists and turns. The year has been productive and has also seen some downfalls. But as they say, all is well that ends well, and it is time to bid farewell to 2016. Here is a look at the top HR trends that redefined the people management function in 2016, enlisted by some experts in the field.
Summing up the year that is ending, Adarsh Mishra, CHRO Panasonic India, expresses, “The year 2016 has been productive from an HR perspective as the business climate within the industry has increased considerably. With the implementation of the 7th pay commission and a good monsoon season, we have seen the business ecosystem really expand wholesomely this year. This, in turn, augmented the recruitment process as well in the industry which also saw an increase in lateral hiring. Generally, consumer electronic companies elevate people internally to fill out the vacant positions across divisions, but with the growing competition in the market and expanding capabilities of doing business, lateral hiring was seen in full flow in 2016.
According to Mishra, some of the most relevant HR trends in 2016 were:
- Hiring through social media: Social media has become an excellent tool to drive business initiatives, they also enable HR to view over subjects which potentially couldn’t have been revealed during the course of interviews. Social media enables employers to get a glimpse of who candidates are outside the confines of a resume or cover letter.
- Risk takers: Playing it safe is no longer enough to help an employee get a job or stroll through the ladder of success in a corporation. Companies especially consumer tech companies which today function in an extremely competitive environment, now have to have a group of people with the intellectual ability and desire to take risks in crucial moments.
Naresh Sharma, managing partner, Antal International India shares his views on the growth trajectory of various industries in 2016, “India’s logistics and supply chain industry is witnessing a rapid growth in both, B2C and B2B domains. In the past year, we saw lots of e-commerce players getting their business on the growth trajectory and we have seen an increase in demand of professionals in supply chain functions. Though the sentiments in the e-commerce industry in the second half of 2016 saw a major downturn with hiring freeze by giants, there was a steady requirement by other players in the domain. Government’s ‘Make in India’ programme also is boosting sentiments in the industry and we have seen a positive traction in manufacturing including automotive. The retail sector has also seen demand picking up leading to enhanced activities in the manufacturing and distribution space.”
For Sharma, the top three HR trends of 2016 were:
- Business orientation of HR: HR is no longer considered a support function whose job is to only fill vacancies. We have seen HR getting more involved in the strategic thinking and being equal partner in planning for the future with business outlook. It was heartening to see many organisations analysing their hiring strategy as to how it impacts the business.
- Succession planning: Organisations are constantly moving towards having a succession plan in place not only for leadership roles but also for all key roles. There is greater awareness to the cost of discontinuity in important roles.
- Candidate-driven market: Organisations are increasingly realising that getting the right talent is the most important aspect of their business. They need to actively look for appropriate talent and need to realign their sourcing strategy in a candidate-driven market.
According to Thammaiah BN, managing director, Kelly Services India, start-ups that were the poster boys of recruitment in the past year went easy on volume hiring, particularly in the ecommerce sector. Most of the start-ups invested in hiring sales and marketing talent. “IT companies embraced automation in fullest measure possible this year leading to lower hiring particularly at the bottom of the pyramid. However, we are seeing continued significant demand from IT due to high levels of attrition (2 to 8 years work experience). The fall in oil prices meant banks put a squeeze on hiring. Pharma sector continued to be recession proof devoid of any impact. Traditional consumer and FMCG companies saw some talent moving to online retail.”
Thammaiah BN shares the top HR trends in 2016:
- The hiring model for fresh recruits in the IT sector changed due to the shift to non-linear growth models. Labour arbitrage has shrunk and the reputation of India started moving from IT outsourcing to analytics and product development.
- Retail, banking and healthcare sectors are increasingly offering flexi work options to women, which will lead to a significant rise in flexi staff workforce from 2.1 million to 8.5 million in the coming few years.
- With the rise of app-based companies, a gig economy on lines of US is on the rise wherein freelancers take up ‘gigs’ alongside their regular jobs or multiple gigs. Government initiatives like ‘Digital India’ will further fuel this trend. Acqui-hiring also gained traction among established technology companies and start-ups.
This article appeared in Times Ascent on Jan 18, 2017, it carries a quote by Mr. Naresh Sharma Managing Partner Antal International, Jaipur