Staffing requirements vary significantly by the industry, skill sets required, and location of deployment. Maintaining an ideal resourcing function that can meet these requirements has become difficult in the current day and age. Today’s competitive marketplace is making it hard for enterprises to attract talented individuals who have the necessary skills and experience to make a transformative contribution.
Today, RPO providers are becoming strategic solution providers.
To that end, enterprises are looking towards Recruitment Process Outsourcing (RPO), once thought as an “all or nothing” effort, to augment existing resources or provide focused sourcing and recruiting functions in one or more areas. Today, RPO providers are not only offering recruiting solutions for difficult-to-find positions but are rather becoming strategic solution providers for enterprises to improve their employer branding, create a centralized talent pipeline, enhance candidate and hiring manager experience, and recruit for culture fit among other benefits.
Access to the best people
And, due to the abundance of resources and recruiting tools in the market, there exists a confusion and opacity concerning the tools that are to be utilized for definitive tasks within the HR function; for instance, an RPO provider brings to the table clarity and experience that maximizes enterprise’s investments and helps expand their recruiting toolset. Moreover, it gives enterprises access to some of the best people in the industry.
There exists a confusion concerning the tools that are to be utilized for definitive tasks within the HR function.
Since most HR professionals are generalists and hire people for all different kinds of roles, from receptionists to senior-level executives, it becomes tricky for them to judge a candidate for specialized roles and responsibilities.
The best among the best
Moreover, with these time-consuming operations passed onto an RPO provider, enterprises get more time to focus on other aspects of the business. However, the market is filled with hundreds of RPO providers claiming to be the best, while enterprises remain unaware of the most suitable avenues for their business infrastructure. To help them choose the best among the best, a panel of prominent CEOs, CIOs, CHROs, analysts, along with the HR Tech Outlook’s editorial board, has reviewed scores of RPO providers and picked out a list of premium choices.
With time-consuming operations passed onto an RPO provider, enterprises get more time to focus.
The panel has measured the vendors’ capability to build solutions and strategize to enhance today’s recruitment process for the benefit of enterprises. The HR Tech Outlook’s “Top 10 RPO Firms in Europe – 2020” is a result of it, and the Dutch firm Compagnon is one of the 10 firms listed.
‘Names have power’
‘Names have power’. This quote from Rick Riordan perfectly surmises how the mark of one’s identity—one’s name—is special and unique in its own way. In the same vein, when it comes to naming a company, entrepreneurs focus on creating a strong brand identity that is way more than just a name and reflects the vision that the company lives and breathes.
When naming a company, entrepreneurs focus on a brand identity that reflects the vision that the company lives and breathes.
Two decades back, when HR and recruitment specialists, Hetty Moll and Frank Roders started their entrepreneurial venture with an aim to make a difference in the HR landscape, they were committed to becoming a real partner to candidates, customers and colleagues. The duo zeroed in on a name that truly symbolises their zest to become a true partner. Hence, the name: Compagnon.
Scoring high on both relationship and results
French for “companion,” Compagnon stands true to its name and offers complete solutions for recruitment, career and HR management. To ensure success for clients in the labour market, the Netherlands-based HR specialist firm has been a reliable partner by scoring high on both relationship and results.
“While the shortage of talent in the labour markets has brought in international firms to the Netherlands, Compagnon empowers these organisations with recruitment and HR services. In doing so, we do not regard it as outsourcing. Instead, we firmly believe in co-sourcing, wherein the clients can outsource a part of their recruitment process and work closely with us to optimise their recruitment,” says Frank Roders, Founder and Director, Compagnon.
Three broad categories of services
At the core, Compagnon focuses on providing services that cover the aspects of inflow and outflow of staff. Compagnon’s suite of hiring services is branched into three broad categories – recruitment, HR, and career services – each designed considering the requirements of the modern-day recruiter.
From interim recruiters and RPO to recruitment campaigns, companies struggling to globalise in the wake of the tense labour market can access diverse recruitment services all in one place with Compagnon. The company’s in-house marketing specialists help the clients to tap into talent and opportunities in the Netherlands and other neighbouring countries, assisting them in recruiting the right the talent they seek.
In-depth labour market research
The uniqueness of Compagnon stems from the in-depth labour market research it conducts before starting the recruitment process. “An ideal recruiter strives to make a difference in its organisation by hiring only the fittest candidate for their job. Our market research helps the clients in strengthening their employer brands through specialised marketing and HR services, thus finding the right talent that fits a specific role,” says Roders.
“An ideal recruiter strives to make a difference in its organisation by hiring only the fittest candidate for their job.”
Besides the services at Compagnon, he also founded Recruiters United—a trade union aimed at bringing all recruiters together in the journey of finding suitable talent. With this, the organisations also get access to the largest network of recruiters that can bring in the expertise required to solve every question optimally.
Automating the entire process
To keep up with the modern, tech-savvy candidates, the recruitment process undertaken by Compagnon on behalf of its clients involves online assessments. The company automates the entire process, extending it as per the requirement of the recruiter. Compagnon also offers substantial training sessions for hiring managers, aiming to educate them about the intricacies of the hiring process.
Compagnon is also the initiator of research in recruitment key figures.
Compagnon is also the initiator of research in recruitment key figures and the founder of Recruitment-A and -B (NCOI) courses. A partner of Werf& and ZiPconomy, Compagnon facilitates a marketing-driven and technology-inclusive recruitment process for recruiters with the aid of its RecruiterPlus program, which offers incisive knowledge about the labour market, branding, search, technology, selection strategies with a toolkit.
“We will continue to connect all the parts of the recruitment process to our dashboard.”
Not resting on its laurels, Compagnon is currently planning aggressively to penetrate the Dutch market besides expanding its footprint to the neighbouring countries. “We will continue to improve our technology and connect all the parts of the recruitment process to our dashboard, in an attempt to make way for a more seamless recruitment experience for our clients,” concludes Roders.