Davron Staffing’s Recruiting Process Outsourcing (RPO) from A to Z
A. Determine the Client’s needs.
1. Job title
2. Scope of work
B. Define key info on the job.
1. Identify the job benefits, pay range and career potential
2. Identify Client’s approximate interview and hire time line
3. Identify need for drug test, background investigation, referral checks
C. Brand Client by defining corporate mission and philosophy, market environment, benefits, growth strategy, locations, etc.
D. Draft job description for Client review and comment.
E. Client approves job description.
F. Use Davron “Best Recruiting/Sourcing Practices” to identify potential Candidates.
1. Search the DavBase™, Davron’s Proprietary Candidate Database
2. Research other databases, as needed
3. Determine media advertising, if needed
4. Contact industry sources
5. Network with organizations and other sources
G. Pre-screen resumes using preliminary skills assessment based on the resume then group resumes into “Yes”, “No” and “Possible”.
H. Begin Candidate Profile Process by contacting Candidates in “Yes” group to identify qualified, available and interested (QAI) Candidates.
1. Determine if Candidate has a contract or other legal burdens
2. Identify if personal issues may interfere with Client timeline
I. If more “Yes” candidates are required,
1. Solicit additional Candidates as detailed in item F
2. Contact Candidates from “Possible” group
3. Review job description and requirements with Client to amplify or modify to add possible QAI Candidates, if needed
4. Repeat items 1 through 3 until sufficient QAI Candidates
J. Perform final review of Candidate by Team Recruiter and Technical Expert.
1. If a QAI Candidate, proceed to item M.
2. If Candidate does not meet QAI requirements, identify reason, place in “Possible” or “No” groups and proceed to Item K.
3. Update DavBase™ on each prospect.
K. If “No”, remove from Candidate consideration.
L. If “Possible”, retain for reconsideration if any change in circumstances.
M. Submit possible QAI Candidates to Client for consideration.
1. Each submittal includes detailed Candidate profile
• Compare with job description requirements
• Present “strengths” and “weaknesses”
2. Resume in uniform format
3. Cover sheet for submitted group with summary of search
N. Client selects QAI Candidates for initial interview.
1. Davron schedules follow-up calls
2. Client agrees to provide interview feedback
3. Davron assists Client in ranking Candidates
O. Coordinate with Client and QAI Candidate(s) on initial interview schedule (phone or visit) to establish date, time, participants, itinerary and directions, if needed.
1. Identify dates(s) Client interviewer(s) available
2. Call and email QAI Candidate(s) with proposed times
P. Prepare QAI Candidate(s) for initial telephone or in-person interview.
1. Provide basic detail on Client and interviewer(s)
2. Call Candidate day prior to confirm interview details
Q. Prepare Client for interview.
1. Provide any updated information on Candidate(s)
2. Call Client day prior to confirm interview details
R. Client conducts initial interview (with Davron participation, if requested by Client).
S. Client provides feedback on initial interview and Davron will
1. Debrief Candidate on their impression of the interview
2. Debrief Client on the quality of the Candidate
3. Assist Client in determining whether or not to proceed with Candidate into final interview phase
4. Provide Client with additional Candidates if Candidate is declined.
T. Coordinate with Client and Candidate on final interview schedule.
1. Identify date(s) Client Interviewer is available
2. Call and email Candidate with details
3. Assist Candidate with travel arrangements (if applicable)
4. Assist Candidate in finding appropriate lodging (if applicable)
5. Coordinate with Client on Candidate’s travel reimbursement costs (if applicable)
6. Prepare Candidate for final interview
7. Prepare Client for final interview
8. Coordinate Davron participation, if requested by Client
9. Check Candidate references
10. Arrange for or perform required Candidate tests for drugs, background checks, driving record, etc.
U. Client conducts final interview(s) (with Davron participation, if requested by Client).
V. Obtain final interview feedback
1. Debrief Candidate
2. Debrief Client
3. Assist Client in determining whether or not to proceed into Offer Formulation phase
4. If Client declines Candidate, Davron will:
• Notify Candidate of decision,
• Assist Client in determining if other Candidates initially interviewed
should be scheduled for follow up interview and,
• Submit additional Candidates to Client, if needed.
W. Assist Client and Candidate in creating, extending, negotiating and accepting of a job offer.
1. Determine from Client details of Compensation Package
• Salary/Commission
• Vacation and other Paid Time Off
• Orientation period for eligibility for benefits
• Sign-on bonus (if applicable)
• Performance bonus / profit sharing/401(k) (if applicable)
• Car allowance, laptop, cell phone, uniform, etc.
• Employee benefits (insurances offered and if company-paid)
• Relocation assistance (if applicable)
• Professional, licensing and continuing education assistance
2. Analyze and compare local market, Candidate’s salary history and Candidate and Client expectations
3. Assist Client as needed in preparing and delivering offer letter or verbal offer to Candidate
4. If a Conditional offer is made and requires drug testing, physical evaluation, credit check, criminal background check and driving record check, discuss with Client and Candidate consequences of adverse results or information
5. Discuss with Candidate possible counteroffer from current employer
6. Establish start date at new job
7. Notify Client of acceptance or rejection
8. Mediate any issues, if possible
9. Advise Candidate on providing notice to current employer
X. Assist the Client in on-boarding the New Employee.
1. Coordinate New Employee’s paperwork with Client, as needed
• I-9
• W-4
• Direct deposit (if applicable)
• Benefits election forms (if applicable)
• Other required forms
2. Coordinate New Employee “Welcome” packet with Client information such as pay cycle, dress code, Employee Handbook, Sponsor’s name, etc.
3. Assist New Employee with information on moving companies and short-term housing (if applicable)
Y. Follow up with Client on each New Employee hired.
1. Survey Client on RPO success and if any issues
2. Review with Client progress of New Employee at 30, 60 and 90 days
3. Periodically check with Client throughout Employee’s first year on the job
Z. Follow up with New Employee regarding success of on-boarding within 30 days.
That’s how Davron spells success using the RPO process to place only the best and brightest professionals in career enhancing jobs!
