Robertson RPO

This is interesting! Should we compensate candidates in the interview process? After a riveting conversation this morning (thank you Jay!!!) the thought of compensating for interviews hasn't left my thoughts. What do you think...is it the better way?

Should We Compensate Candidates for Interviews? 💰 Finding and keeping great talent isn’t just about offering a good job. It’s also about showing respect for candidates' time and effort during the interview process. But here’s a new idea—should we pay candidates for their time when they interview? 💸 ⏲ Interviews can take a lot of time, and for some candidates, it might mean missing work or spending hours on tasks. Paying candidates could be a way to show that you value their time. 💵 Better Experience, Better Talent. It might attract better candidates and better hiring choices as candidates feel you are more serious than ever to fill the role. 💲 A Stronger Brand Paying for interviews could also help your company build a reputation as innovative. It shows that you’re willing to try new things to make the hiring process better for everyone. What Do You Think? Should companies pay candidates for their time during interviews?

RPO vs. Internal TA: The Cost of Success Meeting high-volume hiring needs, like the 5,000 new hires at Toronto’s Canadian National Exhibition, comes with significant costs—whether you’re using an internal TA team or partnering with an RPO provider. But here’s the difference: An RPO model optimizes the entire process, reducing time-to-hire, minimizing overhead, and ensuring the best candidates are in place quickly. For organizations, the choice between a contingent RPO and relying solely on an internal TA team isn’t just about cost—it’s about value. A contingent RPO offers flexibility, expertise, and a scalable solution that an internal team often can’t match, especially under tight deadlines and high demand. At Robertson RPO, we not only lower the overall cost but also enhance the quality of hire, delivering better outcomes without compromising on efficiency. Why settle when you can optimize? #RPO #CostEfficiency #TalentAcquisition #HRStrategy

5,000 New Hires. A Seamless Process. Toronto’s iconic Canadian National Exhibition welcomed 5,000 new employees yesterday, ready to keep the wheels of Canada’s largest fair turning smoothly. Behind this massive onboarding effort is a finely tuned recruitment engine—one that operates with precision, speed, and scalability. High-volume hiring isn’t just about numbers; it’s about delivering quality at scale. As an RPO provider, we’ve mastered the art of managing such demands. From targeted sourcing to efficient screening and swift onboarding, our approach ensures that large-scale hiring is executed flawlessly, with the right candidates in the right roles. When you need to meet significant staffing needs, trust an RPO expert to handle the pressure, optimize the process, and deliver exceptional results. #HighVolumeHiring #RPO #RecruitmentSuccess #HRLeadership

Ever wondered why RPO could be a game-changer for your hiring strategy? Check out this Q&A with RobertsonRPO to learn how we help find quality talent quickly, plan proactively, and reduce costs and compliance risks.

❓ CEO client: Why should I consider RPO? RobertsonRPO: When you want to mitigate the risk associated with finding quality talent, quickly. ❓CEO client: How does RPO help with that? RobertsonRPO: We have specialized expertise and access to advanced recruitment technologies. We scale quickly to meet your hiring needs, ensuring that you get the right talent efficiently. ❓CEO client: What about the quality of hires? RobertsonRPO: We implement rigorous screening and assessment processes. We leverage extensive networks and industry knowledge to attract top-tier candidates, reducing the risk of bad hires. ❓CEO client: We’ve had issues with workforce planning in the past. Can RPO assist with that? RobertsonRPO: Absolutely. We use advanced analytics and forecasting to help you plan proactively. We ensure you have the right talent at the right time, aligning with your strategic goals. ❓CEO client: How does RPO provide competitive intelligence? RobertsonRPO: We pull data from multiple sources to provide you with valuable insights into industry trends, salary benchmarks, and competitor strategies. This intelligence helps you refine your recruitment processes and stay ahead in the talent market. ❓CEO client: What about compliance and legal risks? RobertsonRPO: We ensure compliance with local and international labor laws, reducing legal risks. Our expertise in regulatory changes ensures your recruitment processes adhere to all relevant standards. ❓CEO client: And the cost? RobertsonRPO: It eliminates your external agency spend and is 20-30% less than your internal cost per hire. So yes, it is very cost effective. ❓CEO client: That sounds promising. How do we get started? RobertsonRPO: Let’s schedule a consultation to discuss your specific needs and how our RPO services can be tailored to support your organization’s goals. You’ll quickly see the strategic advantage RPO can bring to your workforce planning and talent acquisition efforts. Contact Information: Maria Ricci Director of RPO and Workforce Solutions, NA 438.777.6845 [email protected] Maria Arvanites VP RPO and Workforce Solutions 647.669.3378 [email protected]

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Are your Background checks creating a hiring bias? We've created a short article on how hiring bias shows up in the background check process and some corrective measures.

In this HBR article the author dives into the business DNA of a Trusted Leader and the enormous benefits of curating and maintaining a trusting environment. Let's also add consistency in good behaviour, high integrity of work, equalizing opportunities as critical to creating trusted leadership. #leadership #trustedleader #badbosses