>> Well, first we would learn the needs that you have.
So, if you have various positions or if you're really struggling
with one position, RPO is an ongoing process.
So, it's not like other staffing where you have like one position
and then you're only the recruiter the recruitment processing
for that one position and then you're done.
RPO is an ongoing process.
So, we have two main clients and they, one is a bus driver company
and the other is the retail inventory control positions.
So, it's an ongoing process.
They have continual turnover.
So, we're continuing the various divisions to hire for those positions.
So, if somebody is let go or somebody leaves, we then look at who's maybe
in the pool that's ready to hire and then we would put them into the position.
Or, if we've nobody that's in the pool, then we would source again trying
to find good candidates for the position.
Candidates that, hopefully, would be there longer than like six months to a year.
But, in those types of positions, there's a lot of turnover.
And, that's why our clients want us there because there's such continual turnover.
If we had a new client, I would go in, see what their needs are,
what exactly they're looking for, if they're a really customer service based company,
if they're a more process driven company.
And then, once you figure out what they want, we would get a spreadsheet together of questions
that we would ask when we're screening.
And then, it's basically weeding out the bad candidates to make their process easier.
So, they're only going to have to look through, maybe,
one or two people and then hire one of them.
It's typically three to five.
We want to make sure that we're not wasting their time.
So, we're only going present the best of the best.
So, for example, we might screen through 10, 20, 30 candidates
but we're only going to present the best of them.
And, normally, if it's a really populated area and we have a lot of candidates,
what we'll do is we'll hold those candidates
in what we call an IP ready, which is in person ready.
So, they're ready to be interviewed by the hiring manager, but we haven't sent them yet.
And, why we do that is so that we can interview multiple people all at once
and then we choose the best three, the best five to send over to the hiring manager.
So, most of their time's only spent screening through the people that we think are the best.