Due to the Corona crisis, companies cut numerous jobs. But does that mean the end of the skills shortage? No, we are still far from that. A shortage of skilled professionals remains, especially in engineering as well as in IT and technical professions; qualified personnel are also desperately needed in medical professions.
Finding and retaining good staff will therefore remain a key task for companies. But not only that. The challenge has become even more difficult due to the changes the world of work has experienced in the wake of the pandemic. Simply uploading a job ad on the company's homepage is just not enough, nor are passive postings on social platforms. In the future, more and more active sourcing, active communication with candidates, and often detective-like fine tuning will be required. As well as time and patience. And therein lies the crux. Because an HR department is not to be confused with a recruiting team. Given the numerous HR tasks that arise from existing staff, there is barely enough time for active talent acquisition. And other times there are simply peaks in demand that need to be covered. So, what to do?
Recruitment outsourcing: RPO and MSP
Partner up with us to combat the skills shortage: we are recruiting professionals and offer strategic partnership programs that support companies throughout the entire employee lifecycle. All customized and individually tailored to your company's needs. We offer our services within a Managed Service Program (MSP) to cover temporary positions; regarding permanent placements, we refer to our Recruitment Process Outsourcing (RPO).
What are RPO and MSP?
RPO – Recruitment Process Outsourcing: You can outsource all or part of the recruitment process for your permanent positions to us. We use a web-based candidate management system for the candidate management within the RPO.
MSP – Managed Service Program: We take care of the procurement, deployment, and management of temporary staff for your company. As part of the MSP, we use a web-based vendor management system. This also includes the supplier management (i.e. the handling of other recruiting agencies).
Two MSP model are distinguished:
1) Neutral Vendor Model: The MSP partner has a neutral function, and all external agencies are allowed to present candidates at the same time.
2) Master Vendor Model: In this model, we are not only MSP partner but also main supplier and thus allowed to present candidates before all other agencies.
In a mixed model, we take on both temporary and permanent positions. We will be happy to advise you individually on what makes sense and is the most target-oriented solution for you.
Contents of the RPO and MSP programs
Whether temporary or permanent jobs, both recruitment models cover all five phases of the employee lifecycle. This includes:
1. Workforce planning
- Together we create the workforce plan for your fiscal year.
- Together we develop job profiles.
- We set up a recruitment strategy for you (which recruitment channels we use, prioritize positions, how we approach candidates, etc.). We consider your employer value proposition (EVP) to drive your employer branding as well.
2. Candidate acquisition
- In addition to our existing candidate pool, we actively recruit for your vacancies across various candidate channels via postings and campaigns.
- We take care of the entire candidate management (communication, selection, reference checks, etc.).
- We provide a market overview and advise you on salaries and daily rates.
- MSP: We take over the supplier management, i.e. we search for suitable personnel service providers and contract them.
- RPO: We discuss the possible selection process (assessment, test, interview rounds etc.).
3. Onboarding
- We support or take over the contract negotiations.
- RPO: Usually, at this point the HR department takes over the onboarding process. Read our 5 tips for successful remote onboarding.
- MSP: We take over the entire hiring process (contracts, payrolling, etc.).
4. Employee development
- RPO: Usually, this falls within the responsibility of the HR department. If requested, we can take over tasks such as employee development meetings or performance tracking.
- MSP: We take over the entire employee development process (feedback interviews, time tracking, etc.).
5. Offboarding
- RPO: Usually, the HR department handles the end of employment. We provide outplacement counseling for terminated employees upon request.
- MSP: We handle the entire offboarding process.
The advantages of an RPO and MSP program
- Better candidate quality through active sourcing and headhunting.
- Efficient processes shorten time-to-hire.
- Use of state-of-the-art recruiting tools.
- Lower cost-per-hire due to better cost structure (no individual fees per vacancy).
- Smooth recruitment process improves employer branding.
- We keep the candidate motivated and bridge the gap between signing the contract and the first day of work.
- We see ourselves as an HR partner, relieving the HR department and working alongside it.
Coopers as a recruitment partner
We at Coopers are a young, modern team from all over the world. We love our job and always put people first in our work! We want to create and achieve things together – that's why we see ourselves as a long-term partner, not a "one-time wonder". Since we live new work at our company, we know what makes young highly qualified candidates tick and what is important to them.
As a recruiting partner, we bring our many years of experience and the knowledge we have gained in various projects and industries to your HR work – read more about our strategic partnership with Bayer Consumer Care AG on the Coopers Blog. With an MSP or an RPO, your recruitment will be faster, more precise and more success-oriented. Our experienced recruiting consultants support your departments both in Switzerland and internationally.
Do you have further questions about RPO and MSP? Please feel free to contact Christian Biedermann, Managing Director. We look forward to discussing a collaboration.
Your Coopers Team
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