What is an rpo interview?

Rpo interview refers to all links from determining job description, analyzing employment concept and job demand, communicating with the person in charge of employment department, resume screening, talent evaluation, interview to employment notice and applicant registration.

Rpo can provide one-stop service from start to finish. Simply put, RPO is to define a recruitment process and hand it over to an external company. Of course, this company must have the corresponding qualifications and experience, and recruit the required talents for the entrusting company according to this recruitment process.

The English name of rpo is Recruiting Process Sourcing and the Chinese name is Recruiting Process Sourcing. Simply put, enterprises outsource all or part of the internal recruitment process, and third-party service providers provide the whole process services related to recruitment, which is rpo. The whole rpo service can be customized according to the needs of enterprises, including analyzing the employment concept, confirming the job description, communicating with the employment department, confirming the job requirements, talent evaluation, resume screening, inviting interviews, employment and so on.

Suitable for rpo service

1, the recruitment demand is large.

Enterprises have a great demand for jobs in the short term. For example, with the approach of 6 18, e-commerce needs to recruit 200 online customer service before the big promotion.

2. Business transformation

A new team or new business, an enterprise that has certain requirements for employees' ability. For example, a new media operation department has been added, and similar talents have not been recruited before.

3. The recruitment team is limited.

Especially for state-owned enterprises or large enterprises, due to staffing problems, the recruitment department is short of staff.

4. Recruitment in different places

Many companies will transfer the customer service center, a non-core department with great demand for personnel, to second-and third-tier cities, requiring local recruitment, but the recruitment channels and talent pool are very limited.