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Facile Solutions to your every hassle human resource requirements.

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Vitalhunt Solutions Private Limited is your smart business partner to execute all your desired human resource exigency.

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Providing Specialised, Customised and Remarkable Service Experience for our Esteemed and loyal Clients.

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Why Recruitment Process Outsourcing Needed?

Recruitment Process Outsourcing is really an effective partnership between clients and recruitment specialists/service providers, which incorporates the all management and responsibility for recruitment capacities. Compelling recruitment of exceptionally gifted and skilled applicants/manpower could be an extremely difficult task for any of the organizations and their human resource department, at present. Numerous organizations are fiercely contending each other to expand an extra edge by utilizing the best ability open accessible. Honestly, Employees are the backbone of any organisation. The achievement of a business depends on the genuine coarseness and adroitness of right talent. Along these lines, recruiting the correct ability is the most critical piece of your organization’s growth. Be that as it may, recruiting the suitable ability is troublesome and languid. Thus, organisations can consider Recruitment Process Outsourcing to keep away from their greatest migraines while selecting.

Recruitment Process Outsourcing is a business process, which help organisations in recruiting the well suited employees. A RPO provider will deal with the entire recruitment process as indicated by your qualities, culture, and business objectives. The test basically lies in choosing top talented people through an astute strategy that incorporates regular favourable circumstances.

In any case, before you push forward to recruit top ability for your organisation, right off the bat, it is imperative to know what Recruitment Process Outsourcing is? RPO is commonly a business practice received by organizations in which they do empanelment out a portion of their management to an outside organisation to keep up cost-adequacy and lighten the outstanding burden. Comparative is the situation with recruitment process outsourcing. Thus, it tends to be expressed that Recruitment Process Outsourcing is a coalition framed between the RPO customer and the RPO provider. The bit of leeway is anyway delighted in by the RPO purchaser as its advancement is executed at the same time all through the procedure. The RPO supplier is compensated with financial offers according to the pace of recruitment, in light of their severe terms and conditions.

There are different advantages of employing competitors through recruitment process outsourcing, as examined beneath:

Quality Recruitments is the greatest bit of leeway of employing a RPO provider is accomplishing top quality ability accessible in the market. To fill a situation in the organisation, in-house recruiters need to experience a great deal of profiles and may not altogether take a gander at the characteristics that convince a contender to your necessary position. They assist organisations with sparing a great deal of difficult work and research engaged with adequately overseeing recruitments. The HR experts are under a great deal of strain to recruit the best applicant who will fill in as an important representative to the organization for a long time later on. Subsequently, a slight misstep with respect to employing administrators can cost the organization an important measure of time and money. RPO suppliers are will undoubtedly following and screening applicants, who causes you, locate the correct competitor in time as indicated by your necessity. This is the place the RPO providers act the hero as they are exceptionally proficient in ability pooling. The process that RPO providers follow depends on value of the meriting up-and-comers. They can grasp the battle that the human asset experts face during the recruiting procedure. Thus, RPO providers endeavour hard to give their best as far as quality and amount. RPO recruiters will always be in touch with job seekers, and so they can certainly form a reliable barrier between you and the quality candidates, those who are suitable for your requirement.

Time Saving is significant benefit when you approach RPO providers. The amount of time invested by the company in the process of hiring, at times, crosses the deadlines by a wide margin. This issue is generally faced by companies which conduct mass recruitments. If a vacancy is not filled for the longer time, it may lead to a potential negative impact on company’s performance. But, the RPO providers have vast amount of experience in meeting the deadlines at a consistent basis. Thus, the third-party consultancies help the companies save a lot of time in recruitment as majority of the RPO providers give a lot of priority on establishing a time frame to hire candidates as RPO providers have vast experience in challenging the time-to-hire deadlines, they assist you in recruiting the appropriate candidate in right time.

Cost Effectiveness is one of the key advantages of RPO. Usually, organizations spend more money on advertising on job boards, applicant tracking system, background screening, advertising, installation of recruitment technology, job portals, job hunters, scalability issues, extensive process of individual interviews, needless staff and unnecessary formalities, If the recruitment process is carried out by the organizations themselves, But, all of these problems are eliminated if the process is carried by an RPO provider as they invest a lot of time in rationalizing the process. RPO providers also help you in streamlining the recruiting process, avoid unnecessary staff for recruiting and hire employees when your business spikes with minimal costs. The biggest cost saving factor is that the RPO provider hold the accountability for searching the candidates, this saves a lot of cost of advertising. However, when you outsource recruiting process to an RPO provider, the cost per hire is often reduced because of the dedicated recruiting services.

Reliable & Transparent Hiring Process, the RPO provider can help in making the ends meet as they uncomplicated the whole process of hiring by making the whole process transparent and consistent. They keep comprehensive records and implement accurate plotting of the recruitment process. Analytical efficiency of RPO Providers is very reliable as tracking and tracing of every stage of the hiring process makes room for future inspections and reporting. As a result, it becomes easy for the organization and employees to comprehend the process.

Scalable & Flexible, during some parts of the year, many companies go on a hiring bender, and in these phases the recruitment is on its peak. Due to this, the requirement of hiring managers and staff increases. During peaks and troughs of an organization, RPO providers can help you flex accordingly. If you expand your business, you require more staff; if your business is downsizing, you have to implement the hiring freeze. RPO adapts any situation and helps you during these extreme contingencies. Same is the case, when any organization is diversifying itself to expand its horizons. Also, experienced RPO providers are highly adaptable to different kind of situations, when the business is downsizing or upsizing and offer a variety of possibilities to the organizations and candidates.

Competitive Advantage, skilled employees influence your organization’s ability to innovate effectively. The recruiting process can help you find the ideal candidates who could be the keystones in the success of your business. Recruiting outsourcing supports you to compete better with the leading companies by recruiting exemplary candidates. So, outsourcing the recruiting process may actually help your business grow better while saving your money and time.

The better a RPO provider is coordinated in the HR organisation and the less the provider is viewed as an outside vendor, the better the outcomes are. The RPO accomplice sets aside the effort to learn and adjust their customer organization’s way of life and qualities – as their own employees would.

Indeed, an ever increasing number of organisations are utilizing RPO as a long-term strategic initiative especially to help identify critical talent for positions which are tied to organizational performance and productivity. RPO isn’t considered just to be a “handy solution” for arranging or improving the recruitment process any more. The key advantage of utilizing a RPO accomplice is to broaden ability obtaining past the current channels like employment sheets or online networking showcasing through a solid sourcing approach. This outcomes in better nature of up-and-comers, and encourages organisations to increase a serious edge in the commercial center.

On boarding Tips to Assist New Employees to Seize an Opportunity

A portion of the numerous caps entrepreneurs wear incorporate that of employing administrator, preparing boss and HR chief.

The rundown goes on, yet the image is clear: With all the shuffling expected to keep your business running, it’s anything but difficult to accentuate a few jobs more than others. Take, for instance, the on boarding process for new representatives. It probably won’t be on your strategic rundown, yet it is significant – particularly to the representative.

At the point when you consider the expenses related with enrolling and recruiting another representative, it bodes well to do all that you can to guarantee you make a runway for long haul achievement.

Make a Plan for Success

The most straightforward approach to ensure you spread all the on boarding bases is to have an agenda. It will assist you with giving a predictable procedure to each representative who strolls through your entryways. Think about printing out this page to use as a convenient reference.

Set longings before the beginning date. Personnel will feel less anxious in the event that they comprehend what’s in store on their first day. Email a motivation that obviously shows what their first week will involve. Incorporate a prologue to staff, a voyage through your business, a survey of HR materials and a preparation plan. Mapping their initial hardly any days is an advantage to you, as well, since you’ll have an arrangement set up before the beginning date.

Make new joiner to feel welcome on the very first day. One approach to establish an incredible first connection is to welcome recently recruited employees at the entryway. Sounds sufficiently basic, yet many occupied entrepreneurs don’t set aside the effort to make this basic motion. At the point when representatives don’t feel uncommon on their first day, it communicates something specific they may have settled on an inappropriate decision. Try not to hazard establishing an awful first connection; cause workers to feel significant. On the off chance that your financial limit permits, take new workers to lunch to assist them with progressing into another job.

Clarify your corporate culture. Before you get into the desk work, it’s a smart thought to have a discussion about what makes a decent representative at your organisation. Clarify what you worth, and give instances of workers who represent the conduct you need displayed. Talk about your statement of purpose and why it’s critical to you, by and by. Set a desire that you want representatives who buckle down, observe the guidelines and help your organisation develop. This sends a solid message that you give chances to the correct representatives, and it expands the opportunity they will stay for the long stretch.

Catch data precisely. Utilising paper frameworks to record worker data expands the open door for blunders since somebody is replicating information from an application or resume into a staff document. This improves precision, and it’s one less assignment for another person to deal with.

Audit all HR desk work. It’s anything but difficult to hand off a heap of papers and leave it to the representative to toil through, however consider it: New workers are attempting to recall names and how to explore their new condition. Leaving a pile of reports can be somewhat overpowering. Plunk down with them and audit frames so they comprehend what is required and the significance of presenting these reports in a convenient way. You can disentangle the procedure significantly further by giving early access to the structures from an alternate online asset. Representatives can finish the basic procedure online in the prior days they start or quickly on the very first moment.

Stroll through your representative handbook. We will expect you have Company Policies made as a standard record for all workers. Auditing the handbook with the worker gives a chance to clarify what’s normal, what’s not endured and disciplinary activity for the individuals who disregard arrangement. There is huge incentive for the worker, as well, since they hear the message straightforwardly from you, which establishes a pace that you care about furnishing a sheltered workplace with unmistakably expressed targets.

Upcoming Technologies and HR

Most value-creating development initiatives within modern businesses require a solid foundation – often, this foundation consists of technology. The technological landscape is changing faster than ever, which means that new tools, systems and infrastructures become available as we speak. Let’s take a quick look at a few of the latest technologies that we think everyone, not just HR professionals, should be familiar with:
RPA (Robotic Process Automation),
AI (Artificial Intelligence), and
VR (Virtual Reality).

Robotic Process Automation
Refer to CIO magazine, “RPA is an application of technology, governed by business logic and structured inputs, aimed at automating business processes”. In practice, RPA tools are fantastic for supporting data driven processes. Companies can configure software, or a robot, to interpret applications for processing a transaction, manipulating data, triggering responses and communicating with other digital systems – automatically.

RPA meets HR
Saving time and being more effective is always highly appreciated by any organisation or industry, but what can RPA do specifically for HR? In short, the automation RPA allows HR professionals to focus on the most important parts of their work.
Let’s take an example from the recruitment world: instead of having to manually update the applicant tracking system after a new hire, make a new employee record for the employee database, and gather employee documentation, RPA can do it all. Thanks to the fact that different software systems can communicate with each other, RPA is also able to double-check HR compliance.

Artificial Intelligence
AI is a common subject of conversation at the moment, and for good reason. It’s considered by many experts to be driving the fourth industrial revolution. But what exactly is AI? In simple terms, true AI is an algorithm that takes data and as a result of that data can do something beyond what it was coded to do originally. This means it can learn something without human intervention.
Luckily, that doesn’t mean robots are taking over your job. As a recent report by PWC put it, “The judgment calls of the human professional are, and always will be, decisive in people management“. AI will, however, provide more time, more capacity, more budget, and better information for us to make those important decisions.
AI meets HR
Most pure AI applications available today are for recruitment and hiring processes. They reduce recruiting timelines and help in candidate screening. AI can also help to predict when to start hiring people for a certain department to prevent having unfilled positions during crucial periods.
What’s more, AI can make HR operations run more smoothly, so people get more done instead of drowning in paperwork. AI can keep track of operations to help HR stay on top of things and create valuable insights by suggesting actionable strategies based on data. It’s for reasons like this companies around the world, big and small, are beginning to use AI applications.
When considering AI, it’s important to understand that automation and analytics are not AI. In our experience, many of the processes in HR currently labelled as AI are actually automated processes, so be careful not to confuse them or try to buzz things up by name-dropping AI. Remember: true AI means it can do something that it’s not coded to do. This ultimately means that most advanced AI applications are expensive and not widely used just yet. As tech evolves however, they will be more readily available and will become an integral a part of our daily lives.

Virtual Reality
In simple terms, VR seeks to create a realistic 3-D image or environment, which humans can perceive as real and interact with in realistic ways. Quite logically, this makes VR an ideal gaming technology. There are a number of exciting ways it can enhance HR capabilities as well, especially within recruitment and hiring, on boarding, learning, and development.
VR meets HR
A well-known example of the successful use of VR technology is The British Army, who already uses VR to overcome its recruitment challenges. It recently created four VR experiences based on combat training, adventure training, tank training and parachute training. These were then posted on YouTube 360 as a part of their recruitment strategy. The results were excellent, with an increase in applications of 65% in the first month the campaign ran and an increase of 41% in the second month.
VR can also be used as part of a screening process for other hands-on roles. What’s more, tailored VR experiences help pinpoint the most skilled candidates pre-interview. Once at the interview stage, VR can enable candidates to demonstrate their practical skills. This means that if a lot of on-the-job training is required for the role, VR can be a fantastic investment.

What next?
New technologies are emerging faster than ever. Some technologies will transition from ‘expensive risk’ to ‘essential tool’, some will completely revolutionise our lives and the way we work, and some will disappear – or make other technologies disappear.
You don’t need to master all of the latest technologies, but you do need to keep an eye on them and have a good understanding of how they will affect your industry and how they could help your HR operations. No one can predict the future, but one thing is certain: technology will keep being a game changer, so be prepared for the exciting journey ahead!
From the wealth of information out there, we’ve gathered some useful articles to help you gain an even greater understanding on the above-mentioned technologies.

Smart & Simplified Staffing Solutions by Vitalhunt Global!

Employers and recruiters are roaring for one thing this year: temporary workers. The demand for temporary jobs will grow by bound over this year, as elongated budgets make it harder to investing/funding/financing in direct hiring or say internal hiring processes. We all can accept that recruitment processes are expensive, time consuming and there’s no guaranteed outcome. You might end-up nowhere/where you’ve started a few weeks back.

It does take a lot of efforts to for sourcing, screening, shortlisting, selecting and at last hiring one single candidate. Now, think about Bulk Hiring or say for ongoing requirements. Let’s not forget about you being a MNC or a company who is actively expanding across nation.

Hence, instead of facing all these hurdles alone you can opt for a good, trustworthy recruitment service provider company like us! We are qualified and ready to take almost all your burdens off of your shoulders, just reach us. We welcome the opportunity to work with your prestigious company for your manpower goals as per your requirements.

With a vision of excellence, Vitalhunt Global Solutions is a trusted consultant for the organizations and professionals. We provide innovative recruitment and staffing solutions. Our main objective is to help the organizations in sourcing the best candidate as per their needs. We always follow our well-defined recruitment process in order to get the best and timely outcomes.

Our core services we extend to our customers are as follows;

  • Permanent Recruitment
  • Contractual Recruitment
  • Bulk Hiring
  • Training and Development
  • Background Verification

And, so on and so forth.

Industries as diverse as the customer service, healthcare, and retail will all be searching for the right temp or perm labour to fill needed positions quickly.

So what’s your hiring solution to evaluate these workers to hire across nation?
Correct, hiring Vitalhunt Global Solutions Private Limited for achieving your manpower goals is the way to go.

Some of our ways of interviewing candidates are faster, smarter and better than what current market has to offer. For PAN India hiring our process includes the video interview, which can be just the tool you need in order for sourcing the best talents across nation. This helps Employers finding candidates with the right stuff.

Remember, you need Right People for the Right Job.
Vitalhunt Global leaves very little to zero space for failure.

Vitalhunt Global Solutions offers introductory answers to frequently asked questions about recruitment services, resume tips and services we offer. Links throughout the answers will guide you to further information on our website or our blogs or from other sources. Should you have any further questions, please contact us.

Why use a recruitment company?

Vitalhunt Global Solutions specializes in finding the right hiring candidate with the right set of skills and experiences. With Vitalhunt Global Solutions you’ll profit from workforce flexibility and enjoy first-class talent. Our recruitment solutions help you save time, energy and money.

Staffing industry has grown in importance in the recent times.

We take a look at some trends that would impact the industry.

  • The rise in temp staffing
  • The use of better technology
  • Understanding the role of flexibility

Leveraging inbound leads to find the right candidate

Vitalhunt Global Solutions helps place workers, particularly in the private sector. Our recruiters specializes in all of these three fields:

  • personnel placement services
  • staffing services, also known as temporary help services
  • executive search firms

 A vast range of testing options are available at VITALHUNT GLOBAL SOLUTIONS, a lot of pre-employment testing tools are solely meant for hiring & hiring development, however, there are a few options that are suitable for various positions. We always make sure to check beforehand whether the tool we’re thinking of using offers customized tests as per our clients’ needs/requirement(s), what kind of skills clients’ looking for (hard skills, soft skills, aptitude tests etc.) and if it is suitable also for non-technical roles.

What are the 9 types of pre-employment tests through which VITALHUNT GLOBAL assess candidates? 

  • Job knowledge tests
  • Integrity tests
  • Cognitive ability tests
  • Personality tests
  • Emotional Intelligence tests
  • Skills assessment tests
  • Physical ability tests
  • Physical agility tests
  • Psychometric tests

 Our Psychometric Tests has a range of tests which includes: 

  • Numerical Reasoning Tests
  • Verbal Reasoning Tests
  • Diagrammatic Reasoning Tests
  • Situational Judgement Tests
  • Personality Tests
  • Talent Assessment Tests
  • English Proficiency Tests
  • Sample Job Task Tests
  • Background Checks
  • Achievement tests
  • Aptitude tests
  • Honesty tests

Our Key Account Manager do a fair analysis on the vacancies we are hiring for and select which tests are suitable for recruitment process as per your company needs.

And, then our recruiters follow the designed screening process by KAMs.

We understand your needs and work accordingly to make a customised screening process to ensure quality, always.

Key features while having us for your staffing goals:

Tests: 100s of quality questions available, plus options to create questionnaire for custom tests.

An applicant tracking record (ATR): An applicant tracking record is maintained at VITALHUNT GLOBAL (ATR) that enables maintaining a track electronically for successful handling of recruitment and hiring needs.

Analytics/Statistics that can be availed: Customized Performance Report, Comparative Report, Advanced Filtration and Search, Email Analytics, Shareable Report, etc. Advanced Analytics for a better understanding of results.

In our experience we have found that, job seekers responds really well to those companies who are sure of what they need.

We have industry experts and veterans from recruitment sector of almost all industries you can think of. Hence, our recruiters or hiring partners knows what they need immediately after review your job profiles and respected job descriptions.

First, let’s take a look at some statistics backing up our excellence to ensure you why we are the right people.

227 Happy Clients and Growing.
65 Years of Combined Experience and Learning
2911 Profiles Delivered and Increasing

200+ Candidates Trained Monthly

Our UVP statement:

For recruiters/employers

Who struggle to find suitable/right candidate and return on their investment in hiring process

Our team have experienced optimistic recruiters for hiring the very best talents by using technology and human element, our recruiters are data driven so that they can self-direct their formula for success.
We are never going to stop learning. And, repositioning setbacks and challenges as opportunities.

We also use several software(s), one of which is a web-based analytics software that translates engagement metrics into actionable revenue metrics.


Our staffing process is backed up by our core values and company’s vision. We are marching towards our mission.


Let’s talk now.

Oh, is hiring staffing agency or all these concepts are new to you?


Oh, this would be the first time you would opt for staffing agency for your manpower needs!

We aren’t the major staffing agency to empanel with. We are the one staffing agency you should.

Still have some doubts?

Let’s talk now.