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Human Capital Management for Employers |
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Human Capital Consulting
Regardless of size, geography or industry, every organization makes significant investments in their talent to achieve sustainable growth, drive profit and ensure business continuity. Reaching your goals requires visionary leaders, top talent at all levels of the organization and the right rewards and benefits to attract retain and develop world-class talent. ATSI is dedicated to delivering distinctive value through innovative solutions that will shape the future of our organization.
Resource Management
- Managed Staffing & Recruiting
- Technology Staffing Solutions
- Workforce Acquisition
Recruitment Process Outsourcing
Why RPO?
- Improve the quality of an organization's new hires
- Improve the efficiency and effectiveness of its talent acquisition/hiring process
- Provide talent acquisition and hiring process expertise that enables the client company to focus on its own core competencies
- Decrease recruiting costs while simultaneously providing significant value
- Provide flexibility and agility to the organization's staffing function
- Ensure appropriate development and maximum utilization of its Human Capital assets
- Supply the technology necessary to provide appropriate metrics for business decisions and compliance, as well as customer/candidate satisfaction
Recruitment Process Outsourcing (RPO) Defined:
- Recruitment Process Outsourcers (RPO's) act as a company's internal recruitment function for a portion or all of its jobs. RPO's manage the entire recruiting/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, and method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.
- The biggest distinction between RPO and other types of staffing is Process. In RPO the service provider assumes ownership of the process, while in other types of staffing the service provider is part of a process controlled by the organization buying their services.
Why Choose ATSI for RPO:
- ATSI is a RPO Leader as ATSI has a proactive strategy & not a reactive tactic.
- ATSI is the first company to bring true enterprise-wide recruitment outsourcing to the Fortune 500 and Global 1000 markets. We deliver multi-million dollar annual savings, along with significant, measurable improvements in both service levels and quality. We are a pure recruitment outsourcing company in the staffing place, 100% focused on meeting our client's long-term recruitment outsourcing needs.
- ATSI have demonstrated that we can deliver both cost savings and quality improvements across large, complex organizations. Enterprise-wide recruitment outsourcing has finally "crossed the chasm" and is now a proven strategic tool for all serious HR executives.
- ATSI is ready for the largest and most complex pure recruitment-outsourcing Challenges.
- Our programs championed by the leading Recruitment processes allows to respond more quickly to the market forces driving hiring, while reducing corporate headcount and the overall cost of their hiring process.
- ATSI doesn't just take over your existing recruitment department and deliver it back to you at a lower cost. Rather, we engineer an entirely new hiring process, combining the best features of your current function with our people, processes and technology expertise.
What is True RPO?
- ATSI specialists in outsourcing, describes outsourcing as "the transfer or delegation to an external service provider of the operation and day-to-day management of a business process." If we adjust that definition for RPO, the definition of RPO would be "the transfer or delegation to an external service provider of the operation and day-to-day management of the recruitment process." ATSI is one of only a handful of companies that provides a true RPO service.
- To qualify as a true RPO provider, a company must have taken on the majority of recruitment for a significant company — enough to truly claim to be a "provider of the operation and day-to-day management of the recruitment process".
- Because RPO has become a trendy term, many staffing companies and similar organizations use it to describe their services. Close examination, however, will likely reveal that the majority of these companies do not fit the RPO concept.
- If you are speaking with RPO companies about taking over your hiring, be sure to ask them the history of their business and understand what viewpoint they bring to the table. Is their goal to fill an immediate need or to serve as a long-term solution? Are they focused on selling candidates from a database, or on providing a centralized, dedicated recruitment process? Do they offer the benefits of both technological and personalized approaches, or do they require you to work within a technology-centric, low-touch framework? Also, ask for client references to ensure that your recruitment function doesn't become their laboratory in which to test a newly developed but unproven delivery model.
Financial Benefits of RPO
- Immediate and substantial return on investment
- One of the primary goals of outsourcing, after improving quality, is reducing cost. ATSI is focused on delivering not just a better recruitment process, but also a less expensive one.
- Once we understand your current recruitment process and cost structure, we'll build a program that delivers a better process while reducing the overall expense. This is done through a variety of process improvements that greatly improve efficiencies and systematically reduce the burden on your HR staff and hiring managers. We can often double the productivity of a recruiter by integrating them into our distributed recruitment department.
- Additionally, ATSI strives to cut the use of employment agencies by as much as 90%, eliminate the need for contract recruiters and other temp employees, reduce advertising and sourcing costs by limiting the need for expensive print advertising, and abolish redundant or overlapping resources in the field by centralizing the recruitment function.
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| Customer and Constituent Relationship Management (CRM) |
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| Enterprise Resource Planning (ERP) |
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| Case Management Solutions |
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| Enterprise Application Integration (EAI) |
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| E-Commerce |
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| Knowledge Management |
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| IT Infrastructure |
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