Want to know how RPO works? We thought you’d never ask.The Kinetix RPO model is the perfect choice for when you need to make the strategic decision to outsource some or all or your recruiting function. If you’re experiencing strong growth in your hiring needs, or feel your recruiting function could use an assist, we’re a great partner for you.

This is how we do RPO:

• We start by framing where you need help. We have clients who outsource all or part of their recruiting function. We’re flexible like that.
• Once the scope is defined, we create a handmade cocktail of people, workflow and technology that helps you find candidates you couldn’t find before and hire them faster than your HR department could on three Red Bulls and a Venti from Starbucks.
• Kinetix RPO recruiters become part of your team, working with hiring managers and handling talent acquisition from posting to selection —and everything in between —all under your company’s brand.
• Depending on your current situation, you may see your total recruiting costs drop faster than the value of a Pontiac Aztek after you drive it off the lot while improving quality and speed of hire.
• If you’ve got the need, we’ll add world-class features like our TalentDNA Assessment and Career Site/Employment Brand management, without anyone ever knowing that you’re backed by hired guns.

We can hire great people faster than you. Call us and let’s get it started.

When you work with most RPO firms, they’ll hand off the hard work —the actual recruiting —to generalist recruiters without any experience in the area of need along with the following encouragement:

“Good luck, kids! Don’t screw it up!”

Not so at Kinetix. Our integrated model including Staffing & Recruiting (in addition to RPO) allows us to build teams of recruiters by specialty and functional area. This approach allows us to keep those folks busy in their specialty until you have a need—then they bounce over to deliver a critical hire in their area of skill specialty for you in significantly less time than it takes a generalist recruiter.

That means for any open position, you get the Kinetix recruiter with the best chance of nailing the search. No other RPO firm does this like we do it, and we’re happy to push recruiters to your account that specialize in your positional needs.

We think that’s a significant tactic, and we’re the only ones doing it.

Your Employment Brand could be better. In fact, it kind of sucks. You know it. We know it. You know you’re better than that. That’s why all Kinetix RPO clients have access to the Recruitment Marketing services we provide. Partner with us and we’ll do the heavy lifting as part of your RPO deal, making you look as cool as you really are by focusing on the following drivers of your employment brand:

• Understanding Who You Are . We’ll dig into your Employer Value Proposition (EVP), helping you answer the question, “why would I want to work here?” in a way that candidates get excited about.
• Upgrading your Careers Site . We’re big believers in content marketing, so we’ll upgrade you careers site with a strategy that includes fresh content 3X per week with a focus on connecting with candidates in your hardest to fill positions.
• Broadcasting the Message. Recruiting is Sales. We’ll use social media, your ATS messaging, job descriptions, email marketing and more to push the content we create to candidates and the world at large on your behalf. We do the work, you get the credit.

Upgrading your employment brand and careers site/marketing strategy has been on your list for awhile, right? Partner with Kinetix on RPO and we’ll do it for you. You’re going to look great as a result.

All searches we launch include a behavioral assessment platform we love —we call it TalentDNA , and it features eight capabilities mapped for every candidate who comes through our process. Capabilities include C ognitive Processing Speed, Assertiveness, Rules Orientation, Detail Orientation, Sensitivity, People Orientation, Team Orientation and Faking Good.

That’s right. Faking Good . You know you love the sound of that. Think of it as a coachability index for anyone you bring into the organization.

We use TalentDNA to create a behavioral map at the start of each search to hone in on what the hiring manager is truly looking for, then prevent false positives as result.

False positives in your hiring process equals turnover. TalentDNA helps us prevent bad hires.

Partner with Kinetix and we’ll help you figure out what makes a candidate tick —beyond what you see on the resume.

We’re going to bring you great candidates. But we’re also here to help you cut through all the stuff that doesn’t matter and get to what’s real when handling the interview feedback loop and the hire/don’t hire decision .

We call it Area Code Hiring and it’s brutally simple, but deep enough to add maximum value.  As part of our RPO solution, our recruiters will lead a brief but valuable debrief session with everyone who interviewed a candidate for an open position, ensuring groupthink is minimized and all valuable feedback is considered.

The sessions take as little as 10 minutes. All your managers have to do it —and they have a little fun.

Everyone gets Area Codes. You’ll soon understand why the best candidates are nicknamed “Raleigh” (area code 919) and the worst ones are tagged “DC” (202).

You? If you’re this deep into our site, we’ll probably call you Brooklyn (718).

“I’m writing a book. I’ve got the page numbers done.”

–Steven Wright

Recruiting is Sales. Our RPO reporting stack is designed to give you a view of the recruiting funnel for every position—visibility that is key to you being in control.

Our reporting capabilities typically center around a monthly business review/progress report, and in addition to a recruiting funnel for each active position, you can expect reports of all the usual metrics and ties to SLAs on the Kinetix side ( time to fill, candidate funnels, offer acceptance rate, cost per hire etc.).

When it comes to reporting our progress, we typically find that Kinetix wants to report more than our clients want to review the data, so we adjust over time to a cadence that suits your culture and believe that simple is better.

Speaking of simple – we also use something called the Screen/Show/Hire Statement, and it’s designed to show you how healthy the Kinetix process is across your company, or within individual hiring areas.

Example – “We screen 49 candidates, show you 6, you hire 1.”

Those numbers mean (for the client in question, or in the area in question) we would make 6 submittals, and out of those 6 submittals, one hire is made. It’s a great way to top line the health of a recruiting practice,.

Numbers never lie. But deeper conversations usually result from good reporting.