RPO Services

Recruitment forecasting

Human-resources departments plan for future staffing requirements based on the forecasting of positions the company must fill to meet future needs. Forecasts are based on the estimated demands for products and services. ... Forecasts of demand are calculated based on company-wide needs or individual units.

Recruitment advertisement creation and placement

A compelling job advertisement is a must if you intend to hire the best talent from the market. Newspapers have been the ultimate platform for reaching out to millions of job seekers and applicants across the country. While there has been a rise of job portals and sites that allow users to register and find their dream jobs, but newspapers still manage to get more readership because people from all walks of life read newspapers and browse through recruitment newspaper ads. These ads are usually printed on the job board page which is usually a dedicated page for Situation Vacant advertisements.

Earlier, publishing a newspaper recruitment advertisement in the newspaper was far more inconvenient and time consuming because advertisers have to visit the offices of the publications and submit the content, make the payment and get it printed on the specified date.

Today, the power of the internet has made things easier, convenient and faster for many business owners as they can book their ads online and ensure quick response rate which would boost their business productivity. Online sites allow advertisers to quickly draft their message in simple and easy steps and make secure payments online which would ensure swift booking process.

However, a newspaper job advertisement is not just an ad, but a well-crafted message that would help business owners to attract the right talent and best-qualified candidates. The advertisement does reach out to a wider audience, but with the help of carefully drafted content, you can allow readers to mentally tick the boxes and decide if they are fit for the position or not. Eventually, in the end, only those candidates would respond who believe they are best suitable for the vacant position.

Recruitment newspaper ads have to be attractive, specific, clear and precise. Hence, you need a catchy job title that will hook the readers to your advertisement. The job advertisement must also specify the role without discouraging those who are not qualified for the job. Incorporating the job requirements in bullet points would help to make your advertisement clear and precise.

Application response

Candidate sourcing programs (web crawling, internal recruitment, employee referrals, alumni programs, networking, social media, etc.)

Conducting & scheduling interviews

Principal candidates may be contacted and interviews scheduled as soon as the Narrative Summary has been approved. The interview process can be time intensive. Careful, advanced planning on the part of the search committee can help make the process as productive as possible. The interview process provides the department an opportunity to further assess a candidate’s credentials; additionally, it provides an opportunity to promote the position and the campus to the candidate. Note: It may be helpful to start arranging potential interview schedules and time frames even before candidates to be interviewed have been identified. It is especially helpful to prearrange blocks of time for interviews with campus administrators whose schedules are often full well in advance.

Scheduling the Interview

  • Pay attention to detail. The candidate’s first impression of the campus may come from the scheduling of the interview. Lack of proper planning may indicate a lack of real interest in the candidate.
  • Make arrangements for meeting the candidate at the airport and transporting him or her to the pre-arranged hotel or housing. Confirm all arrangements as far in advance as possible. Fax or send a copy of the itinerary, transportation and housing arrangements to the candidate. Be sure to include the name of the person(s) who will provide transportation to and from the airport, and to and from the interview sessions.
  • Determine who should participate in the interview. Consult calendars and schedule interview appointments as early as possible.
  • Be consistent with the interview format and questions. Consider preparing a list of questions that will be asked of all candidates. Review the questions in advance and consult “Appropriate and Inappropriate Areas of Interview Inquiries.”
  • Avoid altering an interview itinerary. Confirm the interview schedule with each person involved in the process prior to the candidate’s visit to campus.
  • Consider scheduling breaks during the day(s) for the candidate; however, avoid having large unscheduled gaps of time during the visit.
  • Provide an interview schedule to those involved in the interview process.

Conducting the Interviews

Information regarding appropriate / Inappropriate Areas of Inquiry During the Interview, Reference Check stage of the Hiring Process.

Interviewing candidates and checking references are critical steps in the hiring process. In an effort to provide guidance to members of search committees, interviewers, and those involved in reference checks, the following suggestions and information are provided

Employment History

We may consider where applicants have worked, length of prior employment, specific jobs held, and actual tasks, skills, and responsibilities performed in previous employment. You may also consider the applicant’s record in regard to punctuality and attendance, as well as work quality and quantity. You may consider why the applicant no longer works for the previous employer and whether the termination was voluntary. You may also ask applicants to explain periods of unemployment.


Hiring / Recruitment

  • Sources & hires the right set of candidates
  • Hires for Organizational Fit
  • Hires Candidates quickly & at scale saving time & money
  • Hires candidates who are stable thus reducing attrition


Learning & Development

  • Identifies the gap between current proficiency & required skills of employees
  • Creates effective Training Programs
  • Increases Employee Engagement


Performance Appraisal

  • Helps to Identify High Performers for Promotion & Succession Planning


Build Organizational Plan

  • Builds healthy pipeline of future leaders
  • Improves Organizational Performance

How RPO Solutions Will Benefit Your Company

Scalability and Flexibility

This refers to our ability to increase or decrease the number of recruiters. We deploy to a client depending on their recruitment volumes. As the recruitment volumes go up, we grow the number of recruiters deployed. As the recruitment volumes go down, we deploy the recruiters to other solutions we manage, thereby reducing the cost for the client.


Reduced Time-to-Hire

Measured from the date we receive the new role to the time when a candidate accepts a job offer. We typically reduce the time it takes to recruit a new hire by 30-50%. Hiring good people faster and reducing down time can substantially help productivity.


Cost Reduction

The amount of cost reduction will depend on what recruitment model the client has used in the past and what type of new model they are implementing. If a client has solely relied on recruitment agencies in the past to fill all roles, then cost savings can be in the 30-50% range on a cost-per-hire basis. Clients moving from an in-house model to an outsourced model may not save as much, but they will achieve other benefits (i.e. reduced time-to-fill, scalability and flexibility, increased quality of hire).


Quality of Hire

AppleTree has proprietary processes and assessment tools that ensure the optimal fit between the role, person and organizational culture. We start by creating a comprehensive job and person brief, we find talent from a wide range of sources (internal employees, employee referrals, internet, job boards, networks etc.), and we conduct behavioral interviews, psych testing and reference checks to assess candidate fit and make the offer on behalf of the client.

We also stand behind the quality of hires we place through offering extended guarantee periods for the period of the placement. This means if the person leaves within this period, we will replace them free of charge. More transparency around recruitment via enhanced reporting Mind Tree RPO will ensure the right technology and processes are deployed to provide the organization with highly comprehensive reports on total recruitment activity, making it far easier to understand what is happening, what is working/not working and how things can be improved.