About AVVAL RPO
AVVAL RPO FAQ
Why AVVAL RPO?
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ARS SIMPLIFIES YOUR RECRUITMENT
NEEDS AND DELIVERS REPEATED QUALITY RESULTS
We’re your on-demand resource, ready with
experienced recruiters for you to choose from. Our
experienced senior personnel keep output and quality of
deliverables on target. We may work business hours,
evenings, and weekends to source and qualify candidates.
Basically, whatever it takes to deliver the RIGHT candidates
for your requirements.
We provide all the required infrastructure and technology.
Our recruiters are not just job board recruiters. They are
research experts who find candidates through internet,
referrals, and headhunting, and our own sources.
Unlike other RPO firms, ARS is a division of AVVAL, an
established staffing and executive search firm headquartered
in the United States (in business since 1998) with a large
client base. We know the problems organizations or staffing
firms with high volume placement needs face. We understand
the difficulties of finding the right professionals, and
what it takes to deliver the best talent, fast, time after
time. We already have a large database of pre-qualified
candidates who we can reach out to, a strong referral
network, as well as knowledgeable and trained recruiters who
know recruiting.
While the delivery is carried out of our Hyderabad, India
facilities, our customer advocates and US management are a
phone call away and can even meet you in person. We are
eager to get your feedback and/or learn about issues that
may prevent you from getting the best ROI for you dollars.
While recruiting is partly an art, AVVAL has been successful
in ensuring predictable results for its customers with the
use of right mix of people, process, and
technology.
PEOPLE
AVVAL hires the best recruiting talent in the
industry, provides them required motivation and training, in
order to best serve its customers.
People at AVVAL assume one of the following roles:
Recruiters – are responsible for sourcing and
screening candidates for customer requirements assigned to
them. A senior recruiter is required to deliver candidates
such that at least 80% of their candidates submitted are
qualified by Recruiting Team Lead. A senior recruiter has a
minimum of 2- 3 years of IT recruiting experience and formal
education/training in IT skills.
Recruiting Team Leads – are responsible for
overseeing timeliness in delivery, output levels, as well as
mentoring recruiters and monitoring the quality of their
deliverables. A recruiting team lead is responsible for
delivery of qualified candidates for respective customer
requirements such that at least 80% of candidates submitted
by AVVAL are short-listed for subsequent screening by the
customer. A recruiting team lead has minimum of 5 - 6 years
of IT recruiting experience and formal education/training in
IT skills.
Recruiting Managers – are responsible for overall
execution of AVVAL’s delivery process as well as close
monitoring of recruiting team leads and recruiters from
personnel management perspective to ensure best results.
Recruiting managers have 8 plus years of recruiting/HR
industry experience.
Customer Advocates – are responsible for making sure
that our customers’ interests are met at all times and that
we proactively respond to their changing needs.
At AVVAL, we train our recruiters to screen to fail so that
our customers only receive qualified candidates who have the
right skills (soft/technical), attitude, and
professionalism. When candidates provided by AVVAL join
customer organizations, they usually exceed the
expectations.
PROCESSES
AVVAL RPO’s service delivery processes are geared
to produce predictable results. Following are the process
phases (in the given order) that help us consistently meet
our customer’s expectations:
Requirement Definition Phase
In this phase, we collect all relevant information about
a talent acquisition need in order for us to effectively and
efficiently source and screen candidates.
Once the relevant information is available, specific
Sourcing and Screening Guidelines are prepared by the
recruiting team leads in collaboration with customer
advocate. This allows us to increase efficiency and
effectiveness of our recruiters and they literally work at
the skill/experience level of a recruiting team lead and
fully understand customer’s needs.
Sourcing Phase
In this phase, recruiters work on finding suitable talent
for the assigned requirements following the sourcing
guidelines and tips provided in requirement definition. More
than 75% of our candidates are sourced through referrals
from our vast network of senior professionals.
Approximately, 20% of candidate sourced are through passive
search, and less than 5% are from job board searches.
Screening Phase
In this phase, we screen to fail the candidates sourced:
Candidates resume is discussed as well as his/her
availability/interest is confirmed with respect to the new
opportunity.
Communication skills are evaluated in terms of command over
English language, sentence formation, and clarity of
expression.
15 – 20 targeted technical questions are also asked to gauge
the overall technical competency of the candidate in the
required skill areas.
Feedback Collection and Continuous Improvement
Each candidate resume provided and submitted is an
opportunity for us to get more clarity on specific customer
needs as well as overall preferences of our customer. In
this phase:
Customer Feedback
Sought for each submission and after each candidate
interview to precisely understand the customer needs
Periodic feedback collection through conference calls and in
person meetings with the customer where the assigned
customer advocate and recruiting team lead learn if AVVAL is
meeting customer expectations
Based on each feedback received, specific action items for
the recruiting team are identified and implemented for
subsequent candidate searches
Candidate Feedback
Candidates are requested information about his/her
perception of customer needs for a given requirement after
each customer interview and is used to further improve
screening quality.
TECHNOLOGY
Technology helps us enable our processes and make
our people more effective and efficient. From documenting
recruiting workflow to recording each interaction with
customer and candidate, AVVAL uses technology to get a
complete insight into how each member of our team is serving
our customer needs. AVVAL uses CBIZ, a subscription based
customizable recruiting software for all recording and
analysis needs. We use ONE database globally to ensure total
transparency for company management and each member of the
team.
Workflow Documentation
Original job descriptions and AVVAL internal requirement
definitions are recorded
Resume of each candidate sourced is stored and linked to the
requirement
Each candidate discussion is recorded by context
As candidate progresses through internal screening process,
corresponding discussion notes and status is recorded
Once candidate is submitted, customer feedback and candidate
status is recorded
Scheduling details and discussion notes for each internal
meeting, candidate interview/meeting and customer meetings
are recorded.
Business Intelligence Reporting
Performance reports by recruiter
Performance reports per week and per month |
