What Is Your Experience As An Rpo Provider?

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What is your experience as an RPO provider?

ACA Talent has operated in the RPO space since 2004. Since then, we’ve partnered with many global brands on a variety of long-term and project-based recruitment initiatives. Each solution is highly customizable based on the client’s goals and benchmarked to ensure success.

Our project-based, seasonal RPO solutions are designed for companies experiencing peaks and valleys in hiring throughout the year.

We dedicate a team to the client’s account and build scalability into the model to allow for fluctuations in recruitment needs. By mapping out the recruitment process, identifying best practices, and implementing efficiency improvements, we help clients achieve headcount goals rapidly and within
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With a specialty in sales recruitment, ACA Talent has recruited sales professionals at all levels; the firm is well-versed in building high volume recruitment programs targeting entry-level hires.

In 2015, ACA Talent partnered with one of the leaders in mobile display technologies to recruit field technicians, who were stationed at big box locations and tasked with assisting customers for the company’s clients, who are major electronics brands. This was the second project ACA Talent partnered with this client on, and the partnership was driven by our past success with their company. This time, the client needed to fill 170 positions in five weeks. Field technicians needed experience in structured cabling, car stereo installations, home theater, or home automation. They also needed to be able to deliver a positive customer experience in addition to installing, repairing, and maintaining high-end electronics.

To meet the client’s headcount and timeline objectives, ACA Talent developed a front-end recruitment model focused on recruiting, qualifying, and driving candidate volume. ACA Talent dedicated a team of three recruiters and an account manager. ACA Talent utilized its own extensive database of talent, social media, postings, and outreach to build a strong talent pipeline. Candidates were interviewed to assess hard skill sets; behavioral-based interviews helped qualify soft skill sets, such as time-management and customer service
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