Recruitment Outsourcing
We would like to introduce a case of AOI international recruitment consultants about the life insurance company case.
Our client, company B has problems relating recruitment activities: since there are many applicants, it takes several days to just do document screening and delayed the sending of notification to applicants. As a result, many applicants withdrawn themselves from the screening process. AOI international resolved this problem proposed the ‘customized outsourcing’.
In this way, company B achieved the goal of cutting down a large scale of refusal rate of applicant and speed up the recruitment process.
Ｃase2.Mid-career Recruitment Outsourcing
(Company B: Life Insurance Company)
The problems that our clients have...
「Would like to cut down the refusal rate of applicants」
- ・Since there are many applicants, it takes several days to just do document screening. So many applicants withdraw during the screening process because of the delay of notification.
- ・There are many applicants who do not have the qualification even though it is one of the conditions required for the job position.
- ・It is important to prioritise the applicants who passed the document screening process, since the number of people who can do interview is limited by the interview schedule,
- ・Although they conduct interviews all over the country, there are difference in operation skills of applicant database among the people in charge of each region.
Our Service
「Customized Outsourcing」
- ・Conduct the initial document screening (Evaluate the pass-fail based on the certification, prioritizing the applicants) based on the document screening standard.
- ・Compose inquiry correspondence manual and FAQ that are indicated to applicants, and corresponds to the inquiries on telephone and email.
- ・Management and operation of applicant database, and management of recruitment site.
- ・Individual adjustment between the person in charge of recruitment and applicants in each region.
Results
「Speedy recruitment and refusal rate is greatly reduced !」
- ・The duration of document screening process reduced significantly, and recruiters were able to notify the applicants who passed the interviewing more smoothly.
- ・The client do not have to spend time on responding to the inquiries from applicants and were able to concentrate on the core recruitment operation such as screening process.
- ・By outsourcing the operation of applicant database, the duration of notifying applicants to interviews, notifying the applicants who passed the interview, and sending offers to applicants were successfully shortened.
AOI Int'l.「Point」
Mid-career recruitment have fewer applicants than graduate recruitment. Thus our clients have request us to find an ideal applicant from the few parameter. Also, mid-career recruitment process often requires flexible individual corresponding to each applicant.