Coleman Services
+7 (495) 640-17-55 +7 (495) 640-16-55
Your corporate or personal HR-adviser

Recruitment process outsourcing

– is a business process when the employer transfers all or part of staff selection and recruitment functions to a service provider.

Recruitment Process Outsourcing (RPO) is the right solution for:

  • startups
  • companies that do not have an in-house HR department (small and medium-sized businesses)
  • businesses seeking to build, optimize or consolidate their staff recruitment system
  • businesses with “wave” recruitment (due to staff turnover, new projects, etc.)
  • businesses seeking to reduce costs on recruiting new staff

Coleman Services offers it clients an extended RPO+ programme, which, in addition to staff selection and recruitment, covers related services on staff assessment and adaptation, and trainings for corporate executives. Depending on their needs, clients may choose either a full RPO+ package or its individual elements.

As part of RPO+ we offer:

  • head of staff recruitment and adaptation for the project:
  • adaptation of new employees;
  • assessment of job-seekers;
  • staff recruitment training for internal clients;
  • building and training a team of recruitment officers (working with existing teams as well as building new ones);
  • building relations with internal clients;
  • recruitment Officer for the project;
  • team of recruitment officers for the project;
  • staff recruitment training for corporate executives;
  • staff selection arrangement: preparation of advertising campaigns for the client’s open vacancies, collection and handling of applications, telephone interviews.

Project stages:


Expected deliverables:

  • an established staff selection and recruitment system;
  • improving the speed and the quality of staff recruitment processes;
  • standardization and optimization of operations processes;
  • clearly defined criteria for selecting candidates at all staff recruitment stages;
  • reducing turnover through competent staff recruitment and adaptation;
  • reducing staff recruitment risks and costs;
  • reducing costs on maintenance of in-house recruiters;
  • in-house candidate base.

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