RPO Services and Solutions

High-touch, innovative solutions

for sustainable business success

Hudson RPO services allows both large and mid-sized companies to attain a world-class recruitment function.
Our recruitment process outsourcing team works seamlessly within your HR management structure. A
comprehensive HR solution can manage the entire recruitment lifecycle for your professional-level staff, or
you can selectively use our expertise where your business needs it most.
WHY USE RECRUITMENT PROCESS OUTSOURCING SERVICES?
As business begins to pick up and your company is ready to grow again, your volume of requests for new hires
can skyrocket. Most HR departments simply don't have enough bandwidth to cover all of their company's
recruiting needs in this situation. Hudson RPO is ready to step into your existing structure to augment
the recruitment process throughout the entire enterprise or wherever you need us.
Using recruitment process outsourcing for a department where you have the heaviest need, such as Sales or
R&D, can lower your cost and reduce time-to-fill while providing consistency and uniformity within the workforce.
Hudson RPO can also manage all the sourcing, screening, and measurement tactics for your entire organization,
while your existing HR team handles the interviewing, hiring and on boarding processes. Choosing which
portions of the recruitment process you want to outsource, provides the flexibility to decide what is best for your
business.
BENEFITS OF RPO SOLUTIONS
Measurable results SLA and KPI driven metrics and outcomes
Lowered cost & shared risk Flexible and scalable to accommodate your fluctuating needs
Reduced time-to-fill Multi-tiered sourcing strategy accelerates the process
Optimized technology Vendor neutral approach to assessing either existing or new systems
System-wide savings Economies of scale reduce cost
Consistency Streamlines recruiting functions across multiple regions / business units
Uniformity Promotes and protects your branding worldwide
Elite talent Global bandwidth and high-touch approach attract top talent
Compliance Meet industry and governance regulations
Centralization Global account management and vendor management
Quality Use our proprietary assessment tools and interview techniques to find the best person for
the job
ARE RECRUITMENT PROCESS OUTSOURCING SERVICES FOR YOU?
Upon review of your business goals and a formal assessment of your current recruitment management process,
we'll recommend a plan of action with all key components tailored to your needs.
Pricing

Contingent:
We believe in helping your business reach its hiring goals, irrespective of the profit we make. There is no
single benchmark that can decide the effort consistently required to place a candidate. The employers
salability and reputation play a key role, as does the geography and the economy in being able to find the
right candidate. We do not believe in fixing % for job positions, we will let you (our client) be in the driving
seat of what they feel our fees should be. We do have some minimums, but they are far below most
staffing agencys fixed or minimum prices. Our agreements price our services at the speed with which
you interview, how reachable you are when there are important questions, how fast you make offers, how
well you understand the salary to quality ratio when considering the available pool of candidates etc. Sure,
if you put a gun to our head, we will say we work at 25% agent commission, but believe it or not, we could
work at half that rate if you are highly reachable, make fast hiring decisions, have urgent needs that need to
be filled yesterday, and understand that hiring success is a highly collaborative effort of your hiring team
and our headhunting team. You get the picture, right?
Temp / Contract:
Most staffing agencies will take your max bill rate and submit candidates to you at the same bill rate,
irrespective of what they pay to the candidate. We, on the other hand, believe in passing any rate benefit of
a candidate expecting low hourly rate to you. In effect, we can work with you on a fixed % model. We will
just take the actual pay rate of the candidate and add that fixed % to the pay rate to arrive at the bill rate. If
you ever wanted to to check back with the candidate as to what he was getting paid by us, you are always
free to do so. We sign that on the agreement, and stand by our agreements firmly.
RPO Pricing:
We have three basic models:
Annual management fee, charged monthly, which is tied to the cost and number of
recruiters dedicated to your business
Fee per placement (fixed fee or % of salary) payable on successful placement of the
candidate
Combo of the above two: management fee, plus reduced placement fee
Following is a cost benefit analysis:
Staffing.org has reported that using internal recruiting teams, cost per hires are at 13.9% of a workers
annual compensation, including overtime, job and newspaper posts, job boards, resume databases, soft
administrative and general costs, and other resource drains. These estimates are even more costly in high
turnover, hire volume hiring markets, where key staff is urgently needed to attend to core competencies
and will be released from recruiting failures and frustrations.
Traditional Staffing Agency Recruiters & Search Firms will cost anywhere between 20% to 30%
RPO Industry Standard Costs between 10-16%
WelcomeTech RPO will cost between 6-9%

If you would like to slice and dice through your current hiring costs using your current internal team or
external sources, we will be happy to talk to you and show you in detail what your current costs are and
how we can help you save on those costs for a win-win situation. Companies without a strategic
recruitment solution will lose quality workers in the war for talent to Organizations that are embracing the
idea of concentrating on their core business while letting other competent and focused recruitment
companies like WelcomeTech deal with the staffing challenges.

A Do Nothing Approach in todays war for quality talent will lead to:
Diminishing Returns
Crisis Hiring
Frustrating Practices
Costly Practice and Activities
Resource Drains
Program Inconsistencies
Degrading Outcomes

Full RPO

Handling your Hiring from Start to Finish

The term end to end refers to the breadth and depth of the service offering we are able to deliver, typically
entailing :

1. 1. Talent Acquisition Program Design

2. 2. Workforce Planning
3. 3. Candidate Sourcing
4. 4. Candidate pipeline development
5. 5. Screening
6. 6. Back Ground Verification
7. 7. On-Boarding
Talent Acquisition Program Design

With a goal to become an extension of your own team, WelcomeTech Talent Advisors first gain thorough
understanding of your unique requirements. Then we design a Talent Acquisition Program which includes
Recruitment/sourcing strategies for client-specific positions including web advertisements, proactive
Internet sourcing, and direct sourcing of candidates to guide the hiring process and allocate recruiting
resources in the most effective way.

Workforce Planning

As a strategic partner, WelcomeTech consults with your hiring managers to discuss hiring initiatives and
plans, identify job families, and monitor hiring volumes and trends. We create a customized sourcing
strategy and communications approach to provide you with a steady flow of qualified, hire-ready
candidates.
Candiate Sourcing

Highly qualified staff and management professionals are sought worldwide, and their experienced and
skilled background allows them to seek out the best job offers in a globalized labor market. We, at
WelcomeTech find these candidates and get them interested in your company. This requires not only
outstanding search technology but a great deal of industry knowledge, sensitivity and passion on the part
of our sourcing expert. We, at WelcomeTech, we simultaneously search in databases, job boards, networks,
news groups and on the Internet for the best talent considerably expanding the talent market for your
vacancies.

After candidates have been identified and approached, we check their qualifications and build a shortlist of
the best talent to fill your vacancies quickly and successfully.

Candidate Pipeline Development

Once the niche candidates are sourced for a position, they are streamlined to the you, so that you could
select the best candidates for the position to be filled.

Screening(Pre-Placement Verification) Assessments

WelcomeTech is the go-to assessment expert. We build custom prescreening protocols to measure and
predict competencies, job fit, and cultural alignment with your organization.
In response to job advertisements, recruiters often receive a huge number of resumes to work on.
According to industry statistics, a whopping 90% of all resumes received are unsuitable for the advertised
vacancy. This costs the recruiters a lot of time which could have been otherwise utilized well in core
recruitment or client handling activities.

Screening is done to check against felon, fraud or fake profiles, our experts do exhaustive screening on
sourced candidates for previous employments, salaries, technical skills, duplicate resumes, behavioral
profile using customized sripts and online technical assesment test to filter out the best talent among
many.
Furthermore, we phone screen the candidates and only present pre screened and available candidates to
our clients.

Back Ground Verification

Our expert HR team and candidate relationship executives take care of the mandatory documenent
gathering, offer packet releasing and consultant on-boarding for smooth and hasslefree hire.

From offer letter to first day of employment, WelcomeTechs highly streamlined onboarding process
ensures a great experience for hiring managers and candidates. Our process:

Focuses on individualized candidate care, supported by highly efficient administrative procedures.

Facilitates a smooth transition from offer acceptance to active employment.Ensures a positive and
welcoming introduction to your new hires.
Tracks onboarding activities and provides self-service capabilities through our Manager Dashboard.
 Our team uses a talent acquisition framework that enhances your hiring process, achieving greater
recruiting ROI through:

1. Process efficiencies
2. Improved candidate quality
3. Reduced turnover
4. Great experiences for hiring managers and candidates

Partial-Cycle RPO

Allow for flexibility in recruiting efforts. Outsource parts of the recruitment process, such as sourcing or
screening of candidates. WelcomeTech Partial-Cycle Model will build a process and best practices to provide
quality talent at a lower cost in a reduced amount of time.

In this model, our expert group focuses primarily on research, direct approaches and pre-assessment.Apart
from the core recruitment activities, all other non-core activities such as understanding the requirement,
placing the position on various job boards, searching and researching candidates, sorting profiles,
screening resumes and responses, and finally providing you with the list of candidates that are the best
match for the position make into partial outsourcing process. These are precisely the activities that RPO
engagements are most preferred.

Partial Recruitment Process Outsourcing solutions are designed to meet a specific client business need for
an ability to cost-effectively meet business objectives, augment your organizations internal resources, and
add recruiting expertise you may not have in-house.

The elements of a Partial RPO solution include:

Dedicated service team

Pool of trained, scalable resources to deploy as your business needs scale
Client ownership of candidates and candidate data
Expert data-driven program management
Extensive reporting and analysis in several different formats to choose from
Service Level Agreement/KPI Reporting & Management

WelcomeTech believes that a decision to outsource any part of your recruiting is a significant, strategic
decision. To ensure mutual success, it is essential that there is true partnership and commitment on both
sides.

Project Based RPO

When business demand presents you with opportunities, never let a recruiting challenge hold you back. If
you have critical and immediate hiring needs but lack the capacity or recruiting know-how, WelcomeTech
offers world-class sourcing, recruiting expertise, and operational excellence to cost-effectively supplement
your internal team and drive results for your organization.
Project-Based Recruitment Process Outsourcing solutions are intended for situations in which a specific
hiring need arises which your existing internal resources will not be able to handle on top of existing hiring
needs.

WelcomeTech can design a flexible recruiting solution specifically scaled to fit your needs. Hiring surge?
Seasonal hiring? Hard-to-fill roles? Leverage our proven talent acquisition expertise to lower your costs,
increase productivity and retention, and deliver a best-in-class experience for specialized recruiting
projects.

Project-Based RPO solutions typically:

Have relatively short implementation periods

Have specific objectives and success criteria
Heavily leverage WelcomeTechs scalable resources

Project-Based RPO solutions can be a great way for you to cost-effectively manage hiring for a large number
of positions or for positions for which your organization doesnt have extensive experience recruiting

WelcomeTech provides Project-based support for any part of the RPO processwhether you need
assistance with sourcing, recruiting, screening, interviewing, extending offers or pre- and post-hiring.

This solution unbundles the full RPO service to deliver any component, for any position level or profession.
The flexibility of dedicated resources
WelcomeTechs capacity and resources are fully scalable, providing you additional control over your project
schedule and budget.
Complementing your internal team
Our solutions act as an extension of your recruiting department, instead of competing with it.
Customized to your process
WelcomeTech can tailor a solution to support any part of the direct hire recruitment process in which you
need support.

We can offer you the flexibility to meet every recruiting challenge. Just email us or call us to discuss your
recruiting challenges to see how we can help you focus on your core business without worrying about
recruiting roadblocks.

Recruitment Process Outsourcing (RPO)

Organizations are experiencing an increasing need to attract and retain top talent for their permanent, internal
and full-time employee base. The FosterThomas Recruitment Process Outsourcing (RPO) model embeds
dedicated recruitment resources on-site at your location, as well as off-site resources to ensure adoption of your
organizations cultural uniqueness. This allows our team to develop a compelling employer brand for your
company, thus attracting and retaining quality employees.

The FosterThomas RPO model is designed to drive your business to rapidly acquire high performing staff,
optimize your workforce and reduce operational costs and risks. We work with your hiring managers to gather
relevant data pertaining to your unique business needs. No two RPO solutions are the same.

Our RPO model includes:

Talent Acquisition Team

Account Manager

On-Site Recruitment Coordinator

Virtual Recruitment Team

Social Media Manager

Research, Sourcing, Recruitment

Social Media Resourcing

Applicant Talent System (ATS)

Social Networking

Traditional Passive Candidate Recruitment

Job Board Database Mining

Social Media Platform

Video Interviewing

Workforce Planning

Screening and Assessment

Telephone, In-person, Video-based to assess behavioral, cultural and skill fit

Candidate Presentation Interview and Selection

Manage the hiring leader interview and selection process

Offer Management

Advise you on offer development and recommended approach

Candidate Onboarding
 We ensure compliance and completion of all HR needs its our unique offering as a full-service HR
Consulting firm

Specialized Recruiting Cleared Positions or

Technical Expertise

Your needs may require a narrow skill set, a cleared position (TS/SCI FSP), or a niche technical
expertise

o Our dedicated recruiting staff has the resources to provide you qualified, hard-to-find
candidates

Quality Assurance

Service Level Agreement (SLA)

Key Performance Indicators (KPI)

Recruitment Process Outsourcing FAQ

WHAT IS RPO? A DEFINITION

Recruitment process outsourcing (RPO) is a specialty within recruiting where an external provider (i.e. Hudson
RPO) acts as a company's internal recruitment function for a portion or all of its jobs. Typically the recruiters are
deployed to the client's business premises on a fully outsourced, hybrid or project basis as follows:

Fully Outsourced Basis:

the client outsources all recruitment. The outsourced team manages end-to-end recruitment solutions for some or
all roles across their business.
Hybrid Basis:
the client retains their own in-house recruitment team, however, they need a partner on an ongoing basis to
manage the roles they cannot fill themselves. This may be caused by "peaks" of recruitment demand, technical
complexity of the roles, lack of geographical coverage or performance issues within the internal team.
Project Basis:
the client engages an outsourced provider for a specific period of time to complete a start-to-finish recruitment
project. The nature of the engagement is time bound and relates to a specific need, generally by the type of role
and/or geography
What RPO services do you offer?

We can manage any or all of the following recruitment tasks for the client:

Recruitment forecasting
Recruitment advertisement creation and placement
Application response
 Candidate sourcing programs (web crawling, internal recruitment, employee referrals, alumni programs,
networking, social media, etc.)
Conducting & scheduling interviews
Psychometric and behavioral assessments
Reference and background checking
Offer management
Vendor (3rd party supplier) management
Technology selection, configuration and management
Management reporting
New starter onboarding
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
Hudson RPO 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
Hudson 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.
What differentiates your recruitment process outsourcing from others?
Our focus on professional level hires
Our capacity to source talent globally on behalf of our clients, both in existing and emerging markets
such as Latin America, China, India and Eastern Europe
Our willingness to custom build solutions that will work for clients whether it is a full outsource,
hybrid model or project, we take time to truly understand the clients needs and design a recruitment solution that
will work for them.
 Our focus on providing excellent relationship management & delivery on a local or global
basis as required. In addition to the recruiters deployed to the client, a senior account manager manages the
relationship with every client, ensuring their strategic recruitment needs are addressed, as well as their
operational needs. Strict SLAs are used to measure our performance and our pricing models underpinning our
commitment to deliver quality solutions.
Our experience providing "blended" RPO solutions, where we manage both the permanent and
temp/contract recruitment for the client. This is different than most RPO providers who are strong in one category
or the other.
How do your RPO pricing models work?
We have three basic models:

1. Annual management fee, charged monthly, which is tied to the number and cost of
recruiters allocated to your business
2. Fee per placement (fixed fee or % of salary) payable on successful placement of the
candidate
3. Combined management fee, plus reduced placement fee
Do we as the client retain control of the ultimate selection decision?

Yes, we find and shortlist suitable candidates, but the client retains control of the hiring decision.

Do we get a say in which recruiters work on our behalf?

Yes, typically our clients co-interview shortlisted potential recruiters with us to ensure they have both the technical
competency and culture fit required to recruit effectively for the organization.

What technology do you recommend?

We are technology agnostic, meaning while we have experience with a range of different technologies we are not
wedded to any one technology. We can work with your chosen technology, or help you choose the right
technology, to suit your individual circumstances (i.e. hiring volumes, budget, geographical spread and language
requirements etc).