Recruitment Process Outsourcing Pricing

What Is Recruitment Process Outsourcing

Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider, according to the Recruitment Process Outsourcing Association (RPOA).

Source: Recruitment Process Outsourcing Association

Over the last 20 years, many employers have had to adjust to changes brought on by technology. Some tools such as website Applicant Tracking Systems, skills tests, and assessments exams were being used to select the best ranking candidates using predetermined metrics, among those that applied for the job. That was great when there were just a few newspapers and job sites available. Today, there our thousands!

Job-Seekers also had to adjust from mailing out hundreds of pre-printed resumes to target companies, expecting to receive confirmation by return mail of rejection or invitation to interview. Many companies back then understood that Job-Seekers are consumers too. This small act could determine how they felt about the company in the future, as a candidate or customer.

Sourcing Versus Recruiting

Some employers are attempting to reverse the old strategy in favor of screening in certain competences and skills, with the idea if training after the hire to their way of doing the job. Actually, this is not new.

Sales is a revenue generating position and has one of the highest turnover rates in most companies. Hiring the wrong sales person with the idea of "training them later" is a risky strategy. You can end up spending three times much in lost sales, poor morale, under productivity, and competition attacks than you did in recruitment savings.

"No Company Can Expect To Beat The Competition, Unless It Has The Best Human Capital..
Larry Bossidy, Author of Confronting Reality,

Our Approach To The Recruitment Process

Recruit Only "A Players"

Our focus is to recruit and hire “A Players”. Why? Because they outsell the mediocre ones on average 67% or more. They represent about 10-20% of the sales team head count and in some cases 70-80% of the total business generated. They are your teams leaders and sets the morale and internal competition. What if you had all "A Players On Your Team?"

Because everyone knows them in the industry or local market, they DON’T stay on the market long, so identifying and hiring-quickly is imperative. Sales professionals are nature interviewers because that is what they do daily. Sometimes the interviewer becomes the interviewed.

That is why it is easy for us to offer a long term guarantee on candidates you hire. If you hire and the person leaves before one year, we will find replacements at not extra cost to you.

"Use search firms who produce only A players, Expect the search firm to guarantee that the person will perform to A player levels for a year or more or provide you with a free replacement."
Bradford Smart, Author of TopGrading

Experience is The Best Teacher

If you want to interview and hire an "A Player", you have to move quickly and methodically. You also have to adapt the interview questions you plan asked, to that person's individual resume and not ask canned interview questions. The risks are too high.

During my first career, I spent 20+ years in Sales Management, recruiting, training, and leading sales manager and representatives (across the USA and Canada). I worked for three Fortune 500 companies across USA and Canada.

Here Are Some Teams Results:

• Industry: Dental/Medical Sales

Turned around the sales team by upgrading the talent, writing sales plans for each to follow, and spending 60% of my time in the field working with them. The team added 2,200 new commercial customers resulting in increased revenue in my region by +19% to $58.5M in the first year.

• Industry: Retail Store Sales

Recruited a new commercial sales team to sell contracts to property management and hospitality companies. Turned around the retail sales team by upgrading the talent, training associates to sell on the floor, and the stores pricing strategy and product mix. Increased revenue in my region from $94.4M to $165.5M over three years averaging 25% growth per year.

• Industry: Consumer Products Sales

Increased revenue in my region every year, averaging 8% growth per year, in an industry that was being replaced by technology. My headquarter responsibility was selling to Costco, Viking (a division of Office Depot Supply), Price Club, Corporate Express, and dozens of regional wholesalers & retailers.

See Testimonials & Certification on LinkedIn

How Much Is Recruitment Services?

Every company, industry, location and position is unique and requires research and analysis before we issue a quotation. My approach to working with a client is to work within their budget, with their team (local managers and HR professionals), and using technology to find and screen talent. If they need help with the process in the field, we can help.

Working on a retained basis means the we charge an upfront fee to our client to conduct a search. We will do all the frontend work that makes the campaign a success and deliver to your hiring managers a talent pool (3-5 recommended candidates along with the database of all that applied). We will operate on an exclusive basis meaning the job will only be filled through this recruitment company, not farmed out or sub-contracted.

Working on a contingency basis means the we charge a commission to our client if and when they hire one of the candidates. When we work on a contingency basis, we prefer that 50% of that portion is payable upon hiring and the remaining 50% after the one year mark.

Long Term Support

To help ensure that the person is a good fit and that they can do the job we help your local manager develop a 30-60-90 day sales plan with goals that the new hire is expected to exceed. It would benefit both of us to "trust but verify" that we have an "A Player", right?

We will present the entire applicant database in an Excel spreadsheet or other formats that the client currently use to store data, so that you can use it later without having to learn new software or services.

Scope of Work:

• Writing job descriptions that attract attention and encourage application.
• Creating quality ads and landing pages using SEO, to rank high on job lists.
• Post job to the job boards, pay per click sites, and search engines.
• Proactively search on network sites, resume databanks, and more.
• Screen all the applications and gather the information you need.
• Present full contact info, resumes, background, and more.

Each job is unique and each client have different needs. Once we have the job we will create a custom proposal that will show how we will deliver results, on time and on budget.

What Do We Look For During Interviews

1. Past Events - Work or personal experience.
2. Motivation - What excite and motivate them.
3. Success & Failures - Learning and trying things.
4. Current Skills - What they have to offer.
5. Knowledge - Industry, products, competition
6. Values - What is important to them.
7. Goals - What do they look to achieve and when.

With 30+ years sales and management experience, identifying sales talent is second nature. This is our only focus so we won't get distracted. We are not a substitute for your in house team but an addition (Freelance Contractor) Let's get started!

Send Us The Job Now

Why Hire A Freelance Retained Recruiter

Connecting top sales producers with employer and recruiter. As a recruitment agency we search for the best candidates, screen them and refer them to client's to hire. Our specialty is finding top sales and marketing talent.

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• High Quality Service Level

Power Sales Jobs as a retained recruiter has signed up to a high service level. Sometimes it can be challenging and these projects can be rather lengthy.

• The Project Is Exclusive

Power Sales Jobs is focused on finding the best candidates, not on placing people. All the candidates that we source for you are exclusively yours. We do not send them to anyone else. We work for you and will identify the best person.

• Respect For The Candidate

Sometimes candidates are asked to spend a lot of time answering questions on a form that turns many away. We limit our questions initially and circle back for deeper understanding of what they offer. Our focus is on getting it right the first time.

• Single Point Of Contact

Let's face it, there will be time you will need to talk to someone about your job but when you have dozens of sites to deal with, that could be time consuming. ONE CALL - Single Point of Contact saves time, money and reduce aggravation.

• Focus On Diversity

Many employers lack sufficient diversity in the overall makeup of their work force to comply with the Title VII Civil Rights Act of 1964, and thus, are subject to costly disparity claims. Frankly, all of my teams successes have been on it's diversity. Power Sales Jobs can help you build a high performance, diverse sales organization.

• Background Checking

Before we talk to a candidate, we will check their background (criminal, sex offender, social media exposure, and other background checks during pre-screening). It is not safe to engage and trust people today, without verifying before hand.
We do not conduct health or drug testing. Skill assessment tests are extra.