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 changes in the market. In cooperation with software specialists, psychologists and our academically trained HR experts, we have developed an intelligent, self-learning algorithm. Based on this smart IT technology, HR issues are solved with unparalleled speed and precision.
The result: HR SIMPLEX!
The maxim behind all commercial successful applies again: Grow intelligently and occupy markets quickly.
To this end, HR SIMPLEX – the perfect digital process – gives you the opportunity to solve personnel issues within the shortest possible time in a way that fits your needs precisely and is easy on the budget. The focus is on optimizing the recruitment process for efficiency and costs. The HR SIMPLEX method combines, condenses and applies active and passive sourcing elements for full market penetration.
This process guarantees highest quality and a maximum of transparency. Asigning vacancies to HR SIMPLEX can free up enormous financial resources in terms of process costs. All risk and administration needs as well as the time-consuming upstream and downstream processes are handled by HR SIMPLEX.
This is made possible by a highly sophisticated digital recruitment process, mapped in recruiting software that has been developed and refined continuously since 2014. Based on expert knowledge, decades of experience and self-learning algorithms, HR SIMPLEX masters recruitment projects intelligently and efficiently.
With an 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 of the “same-day” policy, the following is published in the leading insertion media…
After the economic crisis of 2008 onwards, more and more personnel service providers established themselves and benefited from increased demand for personnel from companies returning to growth and stability.
Due to 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 potential…
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 for new production lines or locations. In other words, whenever it is foreseeable that the need…