
ONSITE RPO
- Clients outsources the full recruitment process.
- A dedicated team to support the organization recruitment needs
- Absorb all current recruitment system/application costs
- Mobilise RPO technologies
- Customise and document Recruitment process and integration with Human Resource
- Resource Demand planning and scarce skills plans
- KPI Management and Monthly Dashboards
- Develop daily / weekly / monthly reports and channels
BENIFITS OF A RPO
- Ability to measure recruitment activity
- Cost reduction and on demand service
- Improved and relevant reporting
- Optimize the best technology
- Keeping candidates, hiring managers and executives well informed
- Building pipelines



CASE STUDIES
Pro Tem is currently engaged in a number successful RPO’s. Our team of consultants are highly skilled and offer the necessary expertise to ensure a successful PARTNERSHIP. Pro Tem has an established Talent Methodology with proven success and cost saving to our clients.
BOOYCO ELECTRONICS
RECRUITMENT PROCESS OUTSOURCING
Duration: August 2015 to date
Challenges:
- Long time-to-fill (Three months or more).
- Challenge to recruit candidates in outlying areas.
- High dependency on 3rd party recruitment agencies.
Project Scope:
- Re-design the recruitment process.
- Eliminate 3rd Party recruitment spend
- Build database of candidates for outlying areas
Achievements:
Developed and Implemented recruitment processes and templates.
Reduced Recruitment life-cycle 25 days incl. notice period.
Reduced recruitment spend by 56%.
Placed 150+ personnel in 4 years.
CASE STUDY 2
Duration: February 2015 to date
Challenges:
- Long time-to-fill cycle (Three months or more).
- Lack of recruitment processes – resulting in complex and unproductive hiring process.
- Reliance on contingent recruitment agencies even with internal recruiters, which resulted in high recruitment spend.
- No pipeline of candidates to support business continuity.
Project Scope:
- Analyse current “As Is” processes and create “To Be” processes.
- Develop and implement entire recruitment policy.
- Reduce time-to-fill from 3 months to 45 days.
- Ensure transformation targets are met - 70% on all new hires.
Achievements:
90% of positions filled.
Achieved over 75% transformation targets
Recruitment life-cycle 46 days incl. notice period.
Reduction in recruitment spend by 32%.
Building of pipeline – Qualified and available candidates ready to deploy for new projects.
BIG FOUR CONSULTING FIRM
RECRUITMENT PROCESS OUTSOURCING
CASE STUDY 3
TRANS AFRICA PROJECTS
RECRUITMENT PROCESS OUTSOURCING
Duration: February 2016 – November 2019
Challenges:
- 100% reliant on multitude of labour brokers to recruit personnel.
- No internal recruitment division and/or processes
- Labour broker costs were escalating.
- Changes in legislation driving the business to change.
Project Scope:
- Analyse current “As-Is” processes and create “To-Be” processes.
- Develop and implement recruitment policy.
- Develop KPI’s to govern and measure the recruitment process.
- Develop cost saving benchmarks
- Develop a self-funding RPO model
Achievements:
Developed and Implemented recruitment processes and templates.
RPO achieved self-funding in less than 9 months.
Achieved savings in excess of R5 million in 3 years
Placed in excess of 150+ personnel in 3 years
CASE STUDY 4
Duration: March 2019 – to date
Challenges:
- Reliance on multitude of third party agencies
- Lack of standard recruitment processes across the Group
- Extensive spend on recruitment and supporting services
- No database of active and passive candidates
Project Scope:
- Develop and implement talent acquisition processes for permanent, contractor and executive
- Reduce recruitment spend and spend on career portals
- Build robust talent pools for scarce skills
- Achieve group transformation targets + 70%
Achievements:
Developing standard talent acquisition process
Complete elimination of career portals and third part agency spend
Placement of over 80 positions in 9 months
Achieving R150K savings a month
ADAPT IT
RECRUITMENT PROCESS OUTSOURCING
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