BRAINTREE HR CONSULTING PVT. LTD. BELGAUM INSTITUTE OF MANAGEMENT STUDIES (MBA)1EXECUTIVE SUMMARY Outsourcing the human resource (HR) processes is the latest practice being followed by middle and large sized organizations. It is being witnessed across all the industries. In India, the HR processes are being outsourced from nearly a decade now. Outsourcing industry is growing at a high rate. The study is therefore is being done to identify the scope for Recruitment Process Outsourcing through consultancy firms. The following are the objectives of the study. To identify the benefits of outsourcing recruitment and understanding the recruitment process. The Project contains details about the various criteria of outsourcing recruitment. The project highlights the reasons why companies indulge in outsourcing recruitment and the merits and advantages of outsourcing recruitment to direct hiring. It also enumerates various factors to be considered before outsourcing recruitment. Identify the various practices of recruitment existing in the industry. The project should have a detailed understanding of the methods adopted by recruitment agencies to make the hiring process quicker. The information necessary for this survey is collected by tapping primary & secondary source: Primary sources: Questionnaire Personal interaction Secondary sources : Related information from Internet. Company Website and Booklet The questionnaire shall be personally given to the selected people (sample size) in Bangaluru, & responses will be analysed and interpreted for the purpose of study being conducted.
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Outsourcing the human resource (HR) processes is the latest practice being followed
by middle and large sized organizations. It is being witnessed across all the industries. InIndia, the HR processes are being outsourced from nearly a decade now. Outsourcing
industry is growing at a high rate. The study is therefore is being done to identify the scope
for Recruitment Process Outsourcing through consultancy firms. The following are the
objectives of the study.
To identify the benefits of outsourcing recruitment and understanding the recruitment
process.
The Project contains details about the various criteria of outsourcing recruitment.
The project highlights the reasons why companies indulge in outsourcing recruitment and
the merits and advantages of outsourcing recruitment to direct hiring.
It also enumerates various factors to be considered before outsourcing recruitment.
Identify the various practices of recruitment existing in the industry. The project should
have a detailed understanding of the methods adopted by recruitment agencies to make the
hiring process quicker.
The information necessary for this survey is collected by tapping primary & secondary
source:
Primary sources:
Questionnaire
Personal interaction
Secondary sources:
Related information from Internet.
Company Website and Booklet
The questionnaire shall be personally given to the selected people (sample size) in
Bangaluru, & responses will be analysed and interpreted for the purpose of study being
So overall a Recruitment Process Outsource provider benefit the establishment in
terms of saving of money, improving and speeding up the hiring process and provide a wide
range of access of experienced, potential and the most qualified pool of applicants to the
employers.
Recruitment Process Outsourcing Companies only focus and take responsibility over
the recruitment processes allotted by the company who hired them and allow them to keep
track and stay updated with the latest recruitment methodologies and procedures regarding
the recruitment activities.
The business world has experienced a phenomenal growth in recent past and
companies are getting more concerned about the recruitment process of their employees
including freshers and other positions available. It is indeed a time consuming task to select a
pool of best candidates out of thousands of applicants. Of course, the entire process
constitutes a series of steps which also incurs lot of additional expenses on a huge amount. It
becomes a more difficult task for amateur investors, who face lot of hurdles in selecting the
best employees for the progress. This is when RPO companies come to the rescue. Read on to
know more.
There are many noteworthy benefits with availing RPO process. It enables companies
to secure best talent among the candidates. The quality of human resource that a company
hires plays a major role in its betterment. RPO solutions have a set of experienced HR
persons who make sure to select the most suitable candidates. The most attractive rpo
recruitment advantage lies in the fact that it stems out major expense troubles during the
recruitment process otherwise. This is a smart way to save huge sum of money and save it on
other developmental purposes of the company. There are instances when recruiters of companies require onsite support in the recruitment process. Thanks to recruitment
outsourcing companies which provide onsite expert support when needed. When a company
hires another company for providing recruitment outsourcing it gains access to the latest
technology very easily. The firms are well equipped with newest trends in technology and
Whilst a set of your company members were previously engaged in the recruitment
activity all the time, with the introduction of RPO recruitment, you can use the man power in
some other activity as it now becomes the responsibility of the agency to carry it further. This
will ensure that you provide high quality service to your clients. Experts who have a higher
experience in the field of recruitment process outsource have discovered that the turnaround
time of the company improves considerably. The efficiency of the company shoots up which
adds to the advantages. Moreover, the RPO services are a way to avail international expert
guidance in the recruitment process as the agency provides off-shoring services. Thus once
you select the right outsourcing company you can rest assured about the smooth recruitment
process throughout and make the best use of man power.
Role of RPO Companies
According to the Recruitment Process Outsourcing Association (RPOA), the official
definition for the RPO is “Recruitment Process Outsourcing is when a provider acts as a
company’s internal recruitment function for a portion or all of its jobs. RPO providers
manage the entire recruiting/hiring process from job profiling through the on-boarding of the
new hire, including staff, technology, and method and reporting. A properly managed RPO
will improve a company’s time to hire, increase the quality of the candidate pool, provideverifiable metrics, reduce cost and improve governmental compliance.“
Besides that, sporadic recruitment support, like short-term, emergency, retained and
executive search services are more akin to outsourcing but are not actually that. This is more
of a service provider or projects based outsource group’s activity and is not part of RPO.
The main role of RPO companies is to act on behalf of their client in the process of
hiring staff just as their own HR team would have done. This is usually to support a company
as an insider to reduce their workload of fresh recruiting or hiring at all tiers. The key
difference is assuming the ownership of the entire process of hiring by the RPO companies,
while the other types of HR service provider acts as part of a process controlled by the client
With RPO companies in aid, the hiring organization can continue to focus its efforts
on their business without involving in the process of hiring as this tends to slow, or even stop
their functioning. Professional RPO companies assure their hosts with confidentiality and
timeliness and offers improvement in quality, cost, service and speed. This is what makes
hiring professional RPO companies worth its while.
The need for hiring RPO companies arises from the fact that when a company
calculates its managerial staff’s commitment in terms of employment in productive activities
and find hiring lesser productive but essential task which requires deliberation at the same
time and means the future output of the company. This has to be handled in a very
professional way so that the staff in future is competent and can function well in the
company’s working environments. RPO companies can be hired for their valuable services as
a permanent faculty of HR department for managing a continuous process of hiring or work
on case to case bases, depending solely on a company’s hiring frequency and their budget for
this purpose.
Tool for Quick Hiring
Most people, who have been managing their own business for more than 25 yearsnow, will agree that things have violently changed as far as the attitude of the employees is
concerned. According to a survey carried out in USA, an unbelievable 33% changed their
bosses while staying in the same field of business, while 8% changed their field altogether.
This trend has ever since been on the increase as people keep changing their jobs very often
while searching better opportunities for them.
This tendency is found more in young men as compared to middle aged men. Though
this is not a sex oriented issue, but women have been found to this less as compared to men.
In either case, the sufferer is always the company which loses a working hand and has to look
for another person to fill in the void.
Since 1990, a new concept based field has emerged to help out medium and large
sized businesses with hiring problems, as this aspect being non productive, take up a lot of
time and effort and also there I a decrease I the productivity as rehiring and training of new
staff takes a lot of time. Recruitment Process Outsourcing (RPO) has emerged as one of the
1. Traditional recruiting methods can be expensive and are often unproductive and
unpredictable
Whether you employ your own internal recruiters or utilize the services of staffing
agencies, most companies, at the expense of large commissions or placement fee’s, do not
obtain the results they expect from their recruiting function.
RPO Services eliminate the aforementioned inconsistencies by offering a simple, effective,
and alternative solution to recruiting needs.
2. Reduced Recruiter Costs
Spend approximately $25,000 (including $100 commissions/placement) for anexperienced, dedicate recruiter VS. $50,000 + commissions, payroll costs, medical and dental
insurance, administrative costs, and paid vacation (which can add up to more than $65,000)
for an internal recruiter. The decision to utilize external recruiters is obvious – Save more
than 60% on Recruiter costs by utilizing RPO services and enjoy numerous other benefits that
will help the company’s to grow.
3. No Infrastructure CostsUtilizing external recruiters allows to free up capital that can be better allocated
towards higher valued consulting activities. The RPO has their own state of the art offices
which are equipped with everything a recruiter would need to perform his/her daily duties –
meaning a company don’t have to pay a single rupee towards providing a comfortable
working environment for there own recruiters. RPO provide workstations, computers, static-
free phone lines, and a fast DSL connection at no additional cost.
4. Improved Productivity
Recruiters in India are highly technical and have tremendous experience and
Knowledge. (some of the Recruiters even have MBA’s degree) and are able to deliver many
qualified resumes on a weekly basis. They can be trained to follow the exact recruiting
methodology of client and have the ability to match talented professionals as per the
requirement of companies. And because the price of 1 internal recruiter is equivalent to 2-3
external recruiters, companies can afford to hire more recruiters at the same cost and increase
productivity. The Bottom Line: More Recruiters = More Productivity.
Competition for the most talented individuals is increasing. Organizations need tosecure the best people quickly and efficiently to help them build competitive capability
2. Cost reduction and removal of workload from the HR Administration.
RPO providers take on the burden of operational recruitment activities, allowing
organizations to focus on core value-creating and strategic activities. By transforming
processes, utilizing best practice, and replacing a fixed cost base with a variable charging
structure, RPO can significantly reduce the cost of recruitment. In regular staffing, you invest
in salary, incentives, overheads, infrastructure cost and more. By outsourcing recruiting
functions to Recruiting Junction, all you need to pay is a fixed monthly retainer fees (which is
lesser than the salary of one in-house recruiter) along with a negligible commission.
3. Better Productivity and Quality.
RPO providers can provide highest quality services. By outsourcing your recruitment
process to Recruiting Junction you get dedicated recruiters for each client, while in regular
staffing, one recruiter handles many clients. In regular staffing the focus is lost, as recruiters
serve bigger clients better. RPO recruiter can provide undivided attention to your all your
clients – big or small.
4. Reduce operational risks.
Risks come in many forms, and the expert knowledge of an RPO specialist can help
organizations reduce the risks associated with an inability to scale their business operationally
to meet changing demand, and the risks of non-compliance to legislative and regulatory
Is your organization attractive to the young talent entering the workforce? If not,
why? How does your organization stack up to competitors in terms of pay and benefits? Does
your organization have a strong corporate culture? Does your organization empower
employees to grow and pursue leadership opportunities? These are all important decision-
making factors for the next generation. A strong RPO provider can help you improve in these
areas - making you undeniably attractive to potential employees.
Developing an "Employment Brand"
Companies like Southwest Airlines and Google have actually turned the common
talent shortage problem into a more desirable talent "sorting" problem by using employment
branding techniques. They are known as great places to work with excellent growth andleadership opportunities. As an expert in recruiting, an RPO provider can also help you by
putting together the whole employment value proposition and sourcing strategy for your
organization.
Essentially, your employment brand communicates to potential employees what your
organization represents and what the employment experience is all about. Most employment
branding efforts include elements that gather information on your organization's best
practices. By working intentionally to develop an employment brand, this can actually
strengthen your internal corporate culture as well. The consistent messaging can reinforce
corporate values and what it means to be a part of your organization. A strong culture will
certainly help you to attract potential employees and retain them once they are working for
you.
Using Recruitment "Marketing"
As an expert in recruiting, an RPO provider will have knowledge about the latest
recruiting trends and insight into the most effective sourcing channels. They will be able to
help you use your employment brand to develop high-impact, innovative recruitment
marketing campaigns to spread the word that your company is a great place to work.
Measuring success is critical in recruiting. There are four general types of metrics on
which to concentrate -- cost, quality, quantity, and time. One way we measure "quality" is
using the Big 3 Efficiency metrics.
Efficiency is a funny thing. It can mean many different things to different people. For
example, the Laws of Thermodynamics tell us that any engine or machine is doing very well
if it is operating at 80% efficiency, which means that 80% of the energy input is turned into
useful work. They also tell us that NO machine can operate at 100% efficiency.
In recruiting, efficiency measures how well recruiters are doing their job and
effectiveness of the recruiting process.
1. Submittal efficiency,
2. Interview efficiency and
3. Offer efficiency.
Submittal Efficiency
The first, submittal efficiency, is a measure of how well the submitted candidates fitagainst the requisition profile. It is defined as the number of candidates interviewed divided
by the total number of candidates submitted. You would expect this number to be high.
However, as in Thermodynamics, it can be TOO high. If it is 100%, the recruiter is not
pushing the edges of the requisition specifications, which means you are probably missing
good candidates.
However, if your submittal efficiency is too low, it indicates the hiring managers are
spending too much time reviewing resumes. This could be because the recruiter may be doing
a poor job, or perhaps the requisition has been poorly specified. As a whole, hiring managers
and recruiters are doing well if three of every four submittals make it to interviews (75%
efficiency). Flashing-red-light warnings should start to go off if less than one in two (50%
efficiency) make it to interviews, meaning it is time to investigate to determine problem
With more and more companies looking to rationalise employees on their payroll,
manpower outsourcing is slowly becoming the new buzz in India too. And the trend seems tohave hit not just big multinational companies but the public sector and government
undertakings as well, though on a very low key yet in the latter. Estimates show that the
latent size of HR outsourcing in India is about $2 billion with a current market of $27 million
and it is growing at a rate of about 50 per cent. Experts, however, say though foreign
companies are outsourcing jobs to India, putting the country in the middle of outsourcing
boom, the Indian companies do not seem to be enamoured by the opportunity till now and are
not adopting HR outsourcing practices in a big way.
"HR outsourcing in India has not seen the required momentum and is limited to a
trickle effect, with companies outsourcing a few selected low-end HR processes,"
Hence there is a great need of Agencies which do the job of recruitment process outsourcing.
If a company failed to define its overall recruitment strategy and hiring objectives,
then any recruiting program may fail to meet the company's needs. This is especially true for
outsourced programs like RPO: RPO can only succeed in the context of a well-defined
corporate and staffing strategy.
As with any program, a company must manage its RPO activities. A company must
provide initial direction and continued monitoring to assure the desired results. Overall,
providing guidance to external activities can present a significant management challenge.
Outsourcing of company processes may fail or prove a poor organizational fit. Improperly
implemented RPO could reduce the effectiveness of recruitment.
The costs charged for outsourced recruitment transactions may total more than the
cost of the internal recruitment department.
RPO service providers may fail to provide the quality or volume of staff required by
their customers. Placing all recruitment in the hands of a single outside provider may
discourage the competition that would arise if multiple recruitment agencies were used.
An RPO solution may not work if the company's existing recruitment processes are
performing poorly. An RPO solution may not work if the service provider has inadequate
recruitment processes or procedures to work with the client.
RPO may not resolve difficulties that organizations have hiring staff when the
organization is perceived negatively by potential employees. This will instead require
improved branding and an adjustment of image. The perception is that very few RPOs can
successfully integrate their client's brand and therefore do not represent their client's brand as
well as a retained search or internal recruiting resource may drive brand representation and or
marketing.
Further, most RPOs perform their staffing functions and service offsite, further
disconnecting the client's growth & recruiting strategy from the actual workforce within the
client company. This is important because during a period of rapid recruitment growth, one of
the many positive effects that a company typically enjoys is an increase in the workforcewellness or an overall workforce positivity of sentiment of optimism that comes with
Umesh B.O. is the Managing Director and founder of BrainTree HR Consulting Private Ltd.
He is a first generation entrepreneur with a knack for identifying opportunities. He is
basically a Management Graduate having a decade of experience in the field of client
relations, marketing and human resources. He is industrious having a fire in a belly and
positive bent of mind with burning desire of success. His vision of servicing unique human
resource has lead BrainTree one of the premier human resource firm in the new economy.
Vishalakshi Umesh
Chairman
Vishalakshi is the Chairman of BrainTree HR Consulting Private Ltd. She is specialised in
the field of Human Resource and having wide knowledge on Enterprising skills.
Jayashree Patil
Director - Staffing, Client Relations & Sourcing
Jayashree Patil is a Director and Co-founder of BrainTree. Started her career as a recruiter,
Jayashree has accumulated a rich experience in the human resource management domain with
expertise on IT recruitment. She heads the staff training and development, Knowledge
transfer and augmentation. She is handling key clients and holding major responsibility of
sourcing division. Jayashree has contributed to the steady growth of BrainTree and itsformidable customer base with the right mix of long-term vision, technical aptitude and risk-
SERVICES PROVIDED BY BRAINTREE HR CONSULTING PVT LTD
IT Recruitment Service
BrainTreeHR is a groundbreaking global recruitment organization, which helps
corporate find the right people. With excellent experience in IT recruitment, BrainTreeHR isable to assess the needs of both the client and the candidate, and provide cost effective, tailor-
made solutions across the industry.
BrainTreeHR has a systematic approach that is comprehensive in scope and adhering
to the urgency of client needs. The organization focuses in the search, selection and
placement of IT professionals, providing a wide contribution of highly qualified candidates in
the both Application and Systems fields. BrainTreeHR has the ability to adapt in an evolving
IT industry for successful partnerships with corporate and IT professionals.
BrainTreeHR adopts a holistic approach to develop company specific staffing
solutions that are highly research oriented with process capabilities and a strong technology
platform. We have the expertise and the talent pool to provide comprehensive solutions for
all cadres in an Organization.
ITES RECRUITMENT - FOUR LEVELS OF SCRUTINY
BrainTreeHR follows a four-level scrutiny process for recruitment of Customer
Service Associates:
Level One:
Short-listing at the time of registration based on client specifications - age,qualification, experience and the flexibility to work in shifts.
Level Two:
Short listed candidates are required to make individual presentations for voice-basedprocesses, and are evaluated on their proficiency in English, accent, tone and vocabulary.
Level Three:
Candidates appear for a written test to evaluate their technical knowledge (if required)and/or a written test to check aptitude and analytical skills.
Level Four:
On successful completion of first three levels, Candidates are considered eligible for