Background

After the economic crisis of 2008 onwards, more and more human resources service providers established themselves and profited from the increased personnel needs of companies returning to growth and stability. Due to the bachground of their overcapitalization, they built up in-house personnel departments and complete HR structures over time, causing a large number of mandates for routine standard staffing to simply fall away. Complex and time-consuming searches for potentials continued to be outsourced to HR consultants. There are also still job ads on the market that are placed incognito in order to stop potential applicants from drawing conclusions about the target company. Meanwhile, many decision makers are frightened off by high fees or the failure to fill a position when, for example, two installments have already been paid.

Employees in HR departments are often generalists whose main focus is supervising employees. In addition to new hires and departures they also handle topics such as the corporate culture or lifecycle management. In most cases, there is not enough time left for conventional recruitment of personnel to design the recruitment process in an optimal or deeply researched way.

HR SIMPLEX-method

With the application, recruiters can decide independently and in real time which requirements and tasks should be assigned via the platform.

The HR SIMPLEX dashboard allows recruiters to book all additional recruitment services or even outsource entire projects. Thanks to its permanent overview they can intervene events or communication at any time. As part of the “same-day” policy, the following is published in the leading insertion media…

HR SIMPLEX-idea

The profound changes in the labor markets call for recruitment processes to be reimagined. Successful enterprises today are more digital, more efficient, more transparent, with optimized processes and lower costs.

In a research and development process spanning many years, we have embraced the changes in the market. In cooperation with software specialists, psychologists and our academically trained HR experts, we have developed an intelligent…

RPO

The other option is Recruitment Process Outsourcing (RPO), which is mostly used by large companies and corporations.

In this case, the entire recruitment process or parts of it are outsourced to personnel service providers who then guarantee that positions are filled on time. RPO can be used to optimum effect for the personnel ramp-up in the context of projects or new production lines or locations. In other words, whenever it is foreseeable that the need…