RECRUITMENT AS A SERVICE
Recruitment as a Service (RaaS) is a model where a company outsources all or part of its recruitment process to a third-party provider. The provider takes care of tasks such as job postings, candidate sourcing, screening, and selection, allowing the company to focus on other aspects of their business. RaaS can be a cost-effective and efficient solution for companies, as it reduces the time and resources required for the recruitment process and provides access to a larger pool of qualified candidates. RaaS providers often have specialized expertise and technology that can enhance the quality of the recruitment process, leading to better quality hires and a more efficient and streamlined recruitment process. Some benefits of RaaS include cost savings, time-saving, access to a larger pool of candidates, expertise and technology, improved quality of hires, and increased efficiency.
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COST SAVING SERVICE
Cost savings: RaaS can reduce the costs associated with internal recruitment, such as advertising, agency fees, and HR staff time. Some of the specific ways RaaS can result in cost savings include:
• Reduced advertising costs: RaaS providers often have access to their own advertising channels, which can reduce the costs associated with job postings and advertising.
• No agency fees: RaaS providers typically charge a flat monthly fee, which can be more cost-effective than paying agency fees for each hire.
• Lower HR staff costs: By outsourcing the recruitment process, companies can reduce the time and resources required by their HR staff, reducing the costs associated with internal recruitment.
• Increased efficiency: RaaS providers streamline the recruitment process, reducing the time to fill positions and increasing efficiency. This results in a more streamlined and efficient recruitment process, with a lower cost per hire and a quicker time to fill.
TIME SAVING
Time-saving: RaaS providers handle the time-consuming tasks associated with recruitment, allowing companies to focus on other aspects of their business. Some of the specific ways RaaS can result in time savings include:
• Automated tasks: RaaS providers often use technology to automate tasks such as job postings, candidate sourcing, and screening, reducing the time required for these tasks.
• Faster sourcing and screening: RaaS providers have access to a larger pool of qualified candidates, allowing them to quickly source and screen candidates, reducing the time required for these tasks.
• Reduced HR staff workload: By outsourcing the recruitment process, companies can reduce the workload of their HR staff, freeing up time for other tasks.
ACCESS TO CANDIDATES
Access to a larger pool of candidates: RaaS providers often have access to a larger pool of qualified candidates through their networks, databases, and advertising channels.
• Wide network: RaaS providers often have a wide network of contacts, allowing them to source candidates from a variety of sources.
• Candidate databases: RaaS providers often maintain databases of candidates, allowing them to quickly and efficiently source for specific roles.
• Advertising channels: RaaS providers often have access to their own advertising channels, allowing them to reach a larger pool of candidates through job postings and other advertising methods.
• Specialized expertise: RaaS providers often have specialized expertise in sourcing candidates for specific industries, roles, and locations, allowing them to access a larger pool of candidates.
EXPERTISE & TECHNOLOGY
RaaS providers often have specialized expertise and technology that can enhance the quality of the recruitment process.
• Specialized expertise: RaaS providers often have specialized expertise in sourcing candidates for specific industries, roles, and locations, allowing them to provide a higher level of expertise than in-house recruitment teams.
• Technology: RaaS providers often invest in technology such as applicant tracking systems (ATS), candidate sourcing tools, and automation software, to streamline the recruitment process and provide a more efficient service.
• Data analysis: RaaS providers can use data analysis to identify trends, optimize processes, and improve the quality of their services.
• Continuous improvement: RaaS providers continuously improve their services, staying up-to-date with the latest best practices and technologies, to provide a high-quality recruitment service.
IMPROVED QUALITY OF HIRES
RaaS providers use best practices and technologies to ensure that the right candidates are sourced, screened, and selected, leading to better quality hires.
• Specialized expertise: RaaS providers often have specialized expertise in sourcing candidates for specific industries, roles, and locations, allowing them to provide a higher level of expertise than in-house recruitment teams. This results in a more thorough and effective recruitment process, leading to better quality hires.
• Access to a larger pool of candidates: RaaS providers often have access to a larger pool of candidates, allowing them to quickly and efficiently source and screen candidates for specific roles. This results in a wider pool of qualified candidates to choose from, leading to better quality hires.
• Improved screening and assessment: RaaS providers often use technology and specialized processes to screen and assess candidates, resulting in a more thorough and effective recruitment process, leading to better quality hires.
• Better candidate experience: RaaS providers often focus on providing a positive candidate experience, which can result in a higher level of engagement and motivation from candidates. This can result in better quality hires as candidates are more likely to be engaged and motivated in their new roles.
INCREASED EFFICIENCY
RaaS providers streamline the recruitment process, reducing the time to fill positions, and increasing efficiency. This results in a more streamlined and efficient recruitment process, with a lower cost per hire and a quicker time to fill.
• Technology: RaaS providers often invest in technology such as applicant tracking systems (ATS), candidate sourcing tools, and automation software, to streamline the recruitment process and provide a more efficient service.
• Process optimization: RaaS providers often have specialized processes in place to optimize the recruitment process, reducing the time and effort required to fill open positions.
• Data analysis: RaaS providers can use data analysis to identify trends, optimize processes, and improve the efficiency of their services.
• Specialized expertise: RaaS providers often have specialized expertise in sourcing candidates for specific industries, roles, and locations, allowing them to provide a more efficient recruitment process.
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EMPLOYER BRANDING
Over the years, Horizons® Bulgaria has accumulated a wealth of HR knowledge, which it leverages to adeptly curate and cultivate an employer’s brand identity. The art of employer branding involves meticulously crafting and broadcasting an appealing portrayal of an organization as an ideal workplace. This endeavor aims not just to draw in exceptional professionals but also to ensure their lasting tenure within the company. The scope of this initiative is comprehensive, spanning the nuances of the employee journey – from the ethos, cultural ambiance, and employment conditions fostered by the company, to its standing in the industry and its commitment to fostering an uplifting professional atmosphere.
EXECUTIVE SEARCH
Our premier consulting division dedicated to strategic talent acquisition, Horizons® Executive Search, adeptly handles executive search assignments. This specialized approach is commonly employed for securing candidates for upper echelon roles such as C-suite positions, key executives, and other pivotal roles demanding a unique blend of expertise and experience. The methodology we employ involves a comprehensive assessment of a candidate’s credentials, professional background, and compatibility with the organization’s ethos and needs.
HEADHUNTING
Engaging in a direct, proactive, and discreet manner with exceptional professionals within competitive or pertinent sectors. Headhunting is a recruitment strategy where a firm or a recruiter deliberately identifies and contacts seasoned professionals, even if they aren’t actively pursuing a career shift, to persuade them to consider opportunities within their organization. This technique is frequently employed to secure pivotal roles or to uncover premier talent within a particular domain or industry.
RECRUITMENT AS A SERVICE
Recruitment as a Service (RaaS) is an approach in which an organization delegates the entirety or a segment of its hiring procedures to an external service provider. This external partner manages responsibilities including posting job vacancies, identifying potential candidates, conducting screenings, and making selections, thereby enabling the company to concentrate on different facets of its operations.
TRAININGS
Training in soft skills for HR specialists concentrates on honing communication and people skills, which are vital for thriving in a professional environment. Such educational programs may encompass topics like resolving disagreements, leading effectively, collaborative efforts, managing time efficiently, attentive listening, understanding emotions, and proficiency in cross-cultural interactions.
EMPLOYER OF RECORD
Horizons® Bulgaria holds a license to operate as a temporary employment agency, compliant with the stipulations set out in the Labour Code. The Employer of Record (EOR) service functions as the official employer for a firm’s contingent workforce, assuming the obligations and administrative tasks associated with the employer-employee relationship. This encompasses handling tax deductions and filings, managing benefits, and ensuring adherence to employment regulations.