WEBVTT

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>> Well, first we would learn
the needs that you have.

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So, if you have various positions
or if you're really struggling

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with one position, RPO is an ongoing process.

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So, it's not like other staffing
where you have like one position

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and then you're only the recruiter
the recruitment processing

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for that one position and then you're done.

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RPO is an ongoing process.

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So, we have two main clients and
they, one is a bus driver company

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and the other is the retail
inventory control positions.

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So, it's an ongoing process.

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They have continual turnover.

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So, we're continuing the various
divisions to hire for those positions.

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So, if somebody is let go or somebody
leaves, we then look at who's maybe

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in the pool that's ready to hire and
then we would put them into the position.

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Or, if we've nobody that's in the
pool, then we would source again trying

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to find good candidates for the position.

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Candidates that, hopefully, would be there
longer than like six months to a year.

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But, in those types of positions,
there's a lot of turnover.

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And, that's why our clients want us there
because there's such continual turnover.

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If we had a new client, I would
go in, see what their needs are,

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what exactly they're looking for, if they're
a really customer service based company,

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if they're a more process driven company.

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And then, once you figure out what they want,
we would get a spreadsheet together of questions

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that we would ask when we're screening.

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And then, it's basically weeding out the
bad candidates to make their process easier.

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So, they're only going to
have to look through, maybe,

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one or two people and then hire one of them.

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It's typically three to five.

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We want to make sure that
we're not wasting their time.

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So, we're only going present
the best of the best.

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So, for example, we might screen
through 10, 20, 30 candidates

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but we're only going to present
the best of them.

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And, normally, if it's a really populated
area and we have a lot of candidates,

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what we'll do is we'll hold those candidates

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in what we call an IP ready,
which is in person ready.

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So, they're ready to be interviewed by the
hiring manager, but we haven't sent them yet.

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And, why we do that is so that we can
interview multiple people all at once

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and then we choose the best three, the best
five to send over to the hiring manager.

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So, most of their time's only spent screening
through the people that we think are the best.