Recruitment Process Outsourcing
Service Description
We provide end-to-end, partial, or completely customized RPO solutions for corporate recruit needs. We can refine your recruitment strategy, optimize processes and systems, expand your talent pool, diversify recruitment channels, and strengthen your employer brand.
Our Services
Target Management System
- 01 Understand client needs
- 02 Clarify the project process
- 03 Set rational goals
Process Control System
- 01 Utilize internal and external channels
- 02 Improve recruitment process
- 03 Monitor recruitment progress
Data Management System
- 01 Adopt recruitment systems
- 02 Analyze recruitment performance
Evaluation and Optimization System
- 01 Advise on project optimisation
- 02 Evaluate client and candidate VOC
- 03 Train recruiter and interviewer
Our Advantages
- Collaboration between onsite consultants and sourcing consultants
- We have established a “front-end & back-end service model”, where our on-site consultants and sourcing consultants work together to fulfill client needs and push the project forward.
- Integration of multiple recruitment channels
- Our proprietary ATS system efficiently oversees diverse recruitment channels such as internal teams, headhunters, agencies, referrals, website applications, and active candidates. It adjusts to diverse business scenarios and produces comprehensive recruitment efficiency reports.
- Enhance employer brand
- Our RPO solution leverages its advantages in employer brand promotion and comprehensive management to ensure consistent employer branding communication across all recruitment processes, including agency and campus recruitment.
- More added-value services
- We offer clients insights into the local talent market, including compensation, perks, and industry trends. We also empower Chinese firms with our expertise from collaborating with multinational companies and established brands.
Enterprise Challenges
｜Under business expansion, traditional recruitment cannot quickly meet increased talent demand
With more companies expanding into new markets, or transforming their recruitment and management structure, there is a surge in talent demand for several positions that are difficult to be filled in a short time.
｜Limited recruitment resources, channels, systems, and capacity
Channels: Traditional systems rely heavily on internal referrals and basic hiring portals.
Resources: Quality of candidates is inconsistent, particularly for high-demand professional and technical roles.
System: Lacks intelligent management and data-driven analysis, as well as innovative tools.
Capacity: Developing an in-house recruitment team requires high investment with limited ROI.
｜Lacks market insights and expertise in developing recruitment strategies and system
It is urgent for enterprises to develop an effective recruitment strategy and manage their fluctuating talent demands in accordance with the real needs of the company, industry, and entire market, to ensure sustainable business growth.
｜Weak employer branding
Some enterprises have not developed employer branding awareness in their talent acquisition process. With a weak employer brand and average compensation, it is challenging to recruit high-quality talents in the face of fierce competition.
Get In Touch
Our dedication to quality service and innovative solutions continues to set us apart as a trusted partner in the global human resources landscape.
- (03) 9819 1111
- +61 499 409 888
- info@sunwoods.com.au
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Monday to Friday: 9:00 AM - 6:00 PM
24 Hours On Call