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Companies in Bristol and across the UK are competing to find the right employees without the right budget by trying to implement an effective hiring process. Recruitment Process Outsourcing (RPO) has become a practical solution for businesses that want to hire better, faster, and smarter. In this guide, we'll explain what RPO solutions are, introduce you to all the types of RPO models, and explain how they compare to other recruitment strategies and solutions, and why there is an increased popularity for outsourcing recruitment among companies.

Starting a job is a leap of faith for both sides. Employers give their hand to a stranger, who also feels its new environment is foreign. Bridging this gap is a task dedicated to the employee onboarding process. Today, we want to share what we've learned from hundreds of onboarding journeys, from the smoothest ones to the ones that left new hires questioning their decision by lunchtime. Let's go through a few practical employee onboarding tips.

What is Talent Outsourcing? Talent outsourcing means acquiring an external partner to handle specific roles, instead of hiring permanent employees for those tasks. The outsourced staff aren’t on your payroll – they are contracted through a third-party outsourcing partner who conducts recruitment and onboarding, instead of your internal teams. Unlike the traditional recruitment process, where […]

The temptation to outsource your company's recruitment grows stronger every day. You know the benefits, you know the cons. The wrong choice can leave you without the top talent you hoped for. But, on the other hand, you can get a Recruitment Process Outsourcing company (RPO company) that genuinely understands your changing needs and treats your hiring process and goals as seriously as you do. Stick with us as we unravel how to spot and choose RPO providers with real sector experience, technical expertise, a proven track record, and a collaborative spirit that matches your own.

Hiring efficiency isn't just a buzzword - it derives from a well-thought-out, purposeful recruitment marketing strategy. If you're ready to move beyond the old way of doing things and truly stand out to top talent, you're in the right place. Read on to discover how to shift your recruitment efforts from reactive to remarkable and attract the talent needed to make a difference to your business.

The world of recruitment has moved forward, and the days of simply listing your qualifications are long gone. Today, employers want to know you better and to gain a better understanding of how you've acted in real situations, including your management style. While working for them, they want to see your past behaviours - did you manage your time effectively even when given smaller tasks, as they are the biggest proof and predictor of how you will act in the present and future. These non-technical queries are called behavioural interview questions - let's go through them to understand why they matter and how to be more open and honest about your past work experiences.

Are you ready for a hiring experience where your AI tool finishes your screening process before you've had your morning coffee? Where do the applicants know your company values as if they worked for you for over a decade? And where the skills-based hiring process values skills more than job titles? Stay ahead in 2025 and discover key recruitment trends shaping the industry.

Do you consider your company a resilient one? Do you have the capacity to guide your business through uncertainty? The answer lies in the following question: Do you incorporate the succession planning process in your leadership development programs? Today, we want to probe further into this important strategic step, which many companies seem to neglect and overlook nowadays. So, if you want to stay ahead of the game, follow us through.

Implementing Artificial Intelligence (AI) in recruitment can drastically enhance every touchpoint, creating a candidate journey that benefits both candidates and companies. AI is transforming the world of recruitment, from the moment qualified candidates discover an employer's job posting to their first day on the job, altering what was once a lengthy process into an efficient experience.

We've all been on this journey as job seekers. Most of us even multiple times. However, every time we go through the hiring process, we all encounter a different candidate experience. Understanding this journey is vital for both candidates and companies: the former should know what to expect and be ready to leave a positive impression at every step, while the latter should know how to prepare and provide a smooth candidate journey.

To a regular employee, who doesn't work in the HR industry, these two terms sound entirely the same. Moreover, sourcing and recruitment are often used interchangeably even by HR professionals. Still, they are distinct processes that play complementary roles in building a robust talent pipeline and finding the right people for the right job positions. Today, we will explore the differences between sourcing and recruiting and how they work together to create a seamless hiring experience.

We can no longer see the recruitment process as a reactive tool for filling vacancies. Nowadays, companies rely on sustainable methods that are always prepared and operate proactively before the hiring need arises. One of them is the evergreen recruiting strategy. By adopting this approach, businesses can maintain a steady flow of talent, reduce the time spent on the ongoing hiring process and perform talent acquisition with significantly fewer resources.