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Bessire Recruitment Process Outsourcing is a recruitment service that helps in the Strategy, Sourcing, Screening & Selecting steps to engage top talent for organizations’ job openings, allowing their HR professionals to focus on the interviewing, closing, and onboarding phases of the hiring process.

There are a few major differences between RPO and a staffing firm:

A staffing firm runs and/or participates in every phase of the hiring process.  In doing so, they are able to offer a guarantee on their hire.  Their extensive involvement and the guarantee result in a cost per hire amounting to as much as 30% of the employee’s first year of salary.

Bessire-RPO works with a firm’s HR department, as opposed to replacing it.  Bessire-RPO alleviates your recruiters from the first and most cumbersome phase of the hiring process—strategy, sourcing, screening, and selecting the candidates.  The RPO solution frees up your HR professionals to manage the interviewing, closing and onboarding phases of the hiring process.  Because we leave the most important stages of the hiring process to your internal team, Bessire costs a fraction of the price for equally qualified candidates as those sourced from staffing firms.

Furthermore, Bessire does not ‘shop’ or coach candidates on the opportunity.  In order to ensure the candidates are a legitimate match for your opening, both technically and culturally, we screen them according to your qualifications and submit them without any additional training or instruction on how to best appeal to your firm.  Our RPO process gives you a much truer candidate pool with virtually unlimited possible results.

As Bessire is only responsible for up to 70%  of the process that results in a hire (Strategy, Sourcing, Screening & Selecting), we are unable to guarantee hires which are ultimately determined by the latter two phases in the process, engaging and closing to hire, which we have no hand in.

The number of qualified candidates you’ll receive varies greatly from one engagement to the next.  Your Client Manager will do a complete assessment on the opening, your company, the industry, your past hiring experiences and your labor market prior to the RPO proposal to assess the level of difficulty we foresee in sourcing for this position.  Based on their findings, your Client Manager may give you an approximate number of qualified applicants we anticipate being able to submit for that particular opening relative to what we have seen with other projects of similar size and needs.

Advertising the compensation information is by no means mandatory; however, our research on job seeker behavior has shown that roughly 45% of candidates viewing a posting forgo applying if compensation information is missing. Therefore, we strongly recommend including compensation information (salary, benefits, 401K, etc.) whenever possible. Make no mistake your compensation package has a direct effect on the effectiveness of Bessire-RPO services.

During an engagement, you can expect to receive a midpoint update should you wish – weekly check in calls may also be used by the client to monitor the progress of the RPO campaign – feel free to call us at anytime should you need any updates. A final wrap up call as well as a final deliverable document via PDF detailing the breakdown of the talent pool, where we sourced them and next steps of the process will be sent at the conclusion.

A mid-point call is conducted halfway into the RPO work, to get your feedback on the caliber of candidates received, to assess the progress made to date, to revisit the project scope and expectations, and most importantly, to make any changes to the course of the campaign if necessary.

A mid-point call is conducted halfway into the RPO work, to get your feedback on the caliber of candidates received, to assess the progress made to date, to revisit the project scope and expectations, and most importantly, to make any changes to the course of the campaign if necessary.

Your involvement in this stage of the screening process is entirely up to you.  At this “screen” step our goal is to rule out applicants, narrow the applicant pool and disqualify.  Do you have any show stopper questions like:  compensation ranges, degree or no degree,  certifications,  DMV record, background check or anything we can handle for you?

If you have a list of questions you would like us to use a screen, we will be happy to include those.  If you do not have a preset list of questions, your Project Manager will create a list of questions based on the job description and requirements. Beyond our standard “screen step” that in large part is done via email – and you may have a list of questions you would like us to use for a phone screen – we will be happy to add that for a nominal amount.

Your involvement in this stage of the screening process is entirely up to you.  If you have a list of 5-10 questions you would like us to use for the phone screen, we will be happy to do so.  If you do not have a preset list of questions, your Project Manager will create a list of questions based on the job description and requirements.

In short, your company’s value proposition answers the question, “why would a job seeker want to work for you?”   This information is requested by us in the form of what we call a Recruitment 101 document where we gather the following information.  When compiling the list of reasons why candidates should come to work for your firm, considering including:

• Compensation
• Location
• Industry
• Interesting assignments
• Work / Life balance
• Company reputation
• Advancement opportunities
• Training
• Diversity
• Travel
• Company financials
• Environmental consciousness

Yes, we may be able to do that.  Our Talent Strategists will be doing a thorough sweep of qualified candidates from a variety of resources, but if you’ve had a lot of success with one or more avenues in the past, we are happy to incorporate your preferences and suggestions into our recruiting strategy.   Be sure and ask us about how LinkedIn may accomplish this for you if you are not already using this source.

Yes, your company can most certainly be kept anonymous throughout the engagement at your discretion.  We do caution you, however, as confidential searches can decrease candidate activity and flow by as much as 50%.  If you have the option of revealing your company name, it is recommended to use full branding to advertise any opportunity.

Yes.  Bessire offers a Diversity Cross-Posting option, which feeds your diversity positions and advertising to over 90 diversity-focused websites.  However, all qualified candidates sourced from every recruiting medium must still be considered by Bessire and presented, regardless of whether the candidate meets “diversity criteria” or not.

When you engage Bessire, you are paying for a guaranteed, best-of-breed hiring process that has been tested over the years. By paying for the process rather than for the hire, you can be assured that we devote the appropriate time and effort to your hiring, and that no financial incentive exists for us to misrepresent or oversell any individual candidate. By removing any financial incentive for the hire, you can rest easy knowing that the advice and feedback you receive from Bessire is unbiased and untainted by financial motive. A significant factor in our ability to deliver extremely competitive rates (one-third of the cost of a search firm) is that we are paid for all the work we do. A contingency agency or search firm, paid only at the point of hire, must recover their sunk cost for all work not resulting in a hire from the few positions they actually fill. Because the average contingency agency fills between one in five and one in ten positions they work on, the cost of the hire is equal to five to ten times the actual cost of the work for filling that individual position. Essentially, if you hire someone from a contingency agency and pay their fee, you are paying not just for your hire, but for all the work they did on all the positions they didn’t hire that month. Some people ask us about our Guarantee?
Your RPO – Source & Screen Solution DOES NOT guarantee you will make a hire, and it is understood by employer that you, the employer is solely responsible for the success of finalizing a successful hire (obviously something we cannot control – otherwise you’d use an expensive head hunter).
If for some reason you are not entirely satisfied with the value received from your Bessire Source & Screen solution, please contact your salesperson as soon as possible. We will then discuss options to rectify the matter to your satisfaction that may include:
* An extension of your assignment to provide the delivery of additional qualified candidates to your desktop OR
* Provide you with a partial credit of “service portion” of the investment you have already paid toward an online job board posting credits to other job board.
* Or Consider using our RAR source – Retain-a-Recruiter where we will on an hourly basis call in and do as much if not more than a recruiter on an hourly basis using all the best practices of an Executive Search/Recruiter expertise at a fraction of the price. (happy to discuss)