Full Cycle RPO
Kinetix RPO recruiters become part of your team, working with hiring managers and handling talent acquisition from posting to selection—and everything in between.
Think of us as your personal agent to millions of candidates.
Recruitment Process Outsourcing (RPO) works, and it just so happens that we’re better at delivering total RPO than anyone else in the world.
There, we said it.
RPO is a tool used by companies that make a strategic decision to outsource some or all of their recruiting function. When you engage the Kinetix RPO team, our recruiters become part of your team, working with your hiring managers and handling all things talent acquisition from posting to selection – and everything in between – under your company’s brand.
Our recruiters become agents for your company, selling your opportunities to candidates. Our RPO team becomes an agent for your overall brand, helping you with key ingredients like Careers Site/Employment Brand Management, Recruitment Marketing, Talent Assessment Platforms, and more.
Don’t be alarmed by the term “Recruitment Process Outsourcing”. Take a look below and we’ll break down how we do RPO.
Kinetix RPO recruiters become part of your team, working with hiring managers and handling talent acquisition from posting to selection—and everything in between.
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 can hire great people faster than you. Call us and let’s get it started.
We’ve got recruiters specializing in all the major functional areas, which means you’ll always get the recruiter with the best chance of nailing each individual search.
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.
Our internal recruitment marketing team was created to help our RPO customers maximize the potential of their employment brands, making candidates want to work for you.
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.
The Kinetix assessment platform (TalentDNA) helps you evaluate “fit” by measuring your candidate in areas like Cognitive Skills, Rules Orientation, Faking Good and more.
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.
You’ve still got to decide who to hire once the interviews are complete. Our recruiters help you get to the truth by using Area Code Hiring, our exclusive candidate breakdown package.
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).
Recruiting is Sales. Our 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.
“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.