Shared Service Recruiting
Outsourcing solution for SMEs
Shared Service Recruiting offers you professional outsourcing of your recruiting activities. Reduce your fixed costs and make use of the established and proven processes of co-ship consult. This allows you to keep the focus on your core business.
Shared Service Recruiting is the outsourcing solution for SMEs
More than 25 years of experience in recruiting! This is the basis for the outsourcing services offered by co-ship services. As a recruitment consultancy for SMEs, over decades co-ship has built up - initially for its own use - decisive expertise in processes and methodes in job advertisement and applicant management as well as active sourcing and direct approach.
Upon numerous clients requests co-ship opened up this service platform to medium-sized companies. For these companies, it does not make sense to set up and operate their own complex and expensive solutions for job postings and applicant management as well as an active candidate approach. With co-ship services these companies get direct and cost-efficient access to professional recruiting processes.
Our shared service recruitment portfolio
Online Dashboard
co-ship takes over the complete management of your recruiting activities, e.g. the initial job advertisement, the activation of various recruiting channels – in brief all the activities required – until you can welcome your desired candidate for an interview at your company. Meanwhile you have direct online access to the co-ship database in real time. So you can follow the entire process at any time in your personal online dashboard. You retain complete control.
1. Establish processes and IT
“co-ship takes care of coordinating the processes and interfaces, procuring the necessary software licenses, creating your customer account and setting up your online access. Content is stored, data availability is defined and you receive your login data for your personal online dashboard.”
2. Manage master data in the system
“We not only take care of the administration of your customer account and the maintenance of customer data, but in particular the data availability configuration, the deposit of your open vacancies and the configuration of your online dashboard.”
3. Instruction and training
“Using the online dashboard is very easy. The vast majority of processes and activities are self-explanatory. Operation is intuitive. We train you and your colleagues in how to use your online dashboard and are always available to answer questions.”
Job postings and ad Management
The management of job postings and ads includes all activities, tools and aids required for the creation, text generation and publication of job advertisements. This includes all process steps from the creation or revision of a job advertisement to its publication in a media mix tailored to the respective job profile and finally its deactivation.
1. Compile the database
Every single job advertisement is carefully prepared. We gather the information, we ask all the necessary questions, we document. You share your information with us. We take care of the rest.
2. Texts generation
Based on this information, we write your job advertisement taking into account all available data and information.
3. Plan ad placement
Taking into account the specific requirements of the respective job profile, we create the job posting plan, ensure the correct selection of ad channels and determine the timing and design of the job posting phase.
4. Job posting and ad placement
After your approval we implement the placement, ensure media-specific categorization, keywording and regional optimization and thus achieve optimum findability of your ad in the relevant search engines. Of course, this also includes a test run from the applicant perspective.
5. Premium ads
Depending on the job profile, additional placement on special and premium channels (online and offline) may make sense. We develop proposals and recommendations for premium placements and take care of obtaining offers and purchasing. You decide, we make it happen.
6. Performance review & active modification
The decisive factor for the success of a posting is permanent monitoring and optimization with regard to renaming, regional allocation, rewording, ranking refresh, media mix, etc.
7. Reposting
We continue to extend and optimize your job posting until the race is won and the desired result is achieved.
8. Stop job posting
As soon as your open position has been filled, we will close your advertisement. This is the only way to avoid the unwanted expense of follow-up applications and the associated loss of reputation of your company as employer concerned.
Applicant Management
We take care of all the administrative tasks that are secondary for your business but extremely important for the applicant. We handle for you the digital candidate file, his or her archived GDPR-consent according to EU data protection laws and also the complete applicant communication and appointment coordination. For us, these administrative processes are well-established core processes.
1. Incoming applications
Each individual application is received professionally and its receipt is confirmed to the candidate. The documents are processed by the system. Extensive automation reduces the susceptibility to errors in the processes to a minimum.
2. Data privacy statement
Compliance with the requirements of the EU General Data Protection Regulation (GDPR) is an integral part of our IT-integrated and automated process landscape. Active consent is obtained from each individual candidate. The data protection status is documented, archived and marked in the system. And, of course, a corresponding deletion process is also included.
3. Review of application documents
The application documents are screened. Duplicates are recognized by the system and sorted out. The documents are checked for completeness and missing documents or information are requested from the candidate.
4. Upload applicant data to the applicant management system
In addition to automated CV parsing and uploading the applicant data to the system, the data is checked for completeness and correctness and, if necessary, supplemented or updated manually. Finally, each candidate is assigned to the relevant position.
5. Creation of digital candidate file
The digital candidate file is used to prepare for the interview. It summarizes all available documents and information on the candidate and is then conveniently made available as a consolidated PDF document for download.
6. Coordination of interview appointments
Now it's up to you, the interview is your appointment. Get to know your applicant personally. We take care of everything that needs to happen beforehand for you. We clarify availability, coordinate the appointment and send appointment confirmations in both directions.
7. Rejection of candidates
Whether before or after an interview, a rejection is always bad news. It should be delivered professionally and with respect. It is a matter of course for us to take this on board and also to take follow-up questions after the application process seriously.
8. Permanent data maintenance in the applicant management system
Correction of information, entry of supplements, assignment to other vacancies, candidate request for data deletion and sending confirmation of deletion.... During and after each application process, there are a lot of administrative steps. We take care of them.
Social Media Recruiting
Presenting your company in an authentic and approachable way we use social networks to reach potential applicants directly where they are anyway. Social recruiting offers an effective opportunity, especially in times of shortage of skilled workers. Thanks to social recruiting, we can address and activate candidates who are willing to change jobs but are not yet actively on the job market.
1. Needs analysis and target group definition
We use your job advertisement and experience to define the target group for the job advertisement. Criteria such as qualifications, professional experience, location and soft skills are defined.
2. Strategy development and channel selection
Based on the target group analysis, we develop a social media strategy and select the appropriate platforms. This ensures that the target group is approached exactly where it is active.
3. Content creation and campaign management
You can provide us with images and videos or we can create appealing content that presents the vacancy and your company in an attractive way. We then launch targeted campaigns with budget planning and duration management.
4. Applicant management and pre-selection
Interested candidates apply directly via the platform or special landing pages. We take care of the initial screening and selection to present you with the best profiles.
5. Evaluation and optimization
During the campaign, we continuously optimize your ads and budget based on the campaign data. Once the campaign is complete, the results are evaluated to measure success. Findings are incorporated into future campaigns in order to continuously improve processes.
Active Sourcing
Advertising and waiting is no longer enough! We “leverage” your incoming applicants by actively addressing the hidden candidate potential in the job market. Why should successful tools and methods be reserved for recruitment consultants and headhunters only?
1. creation of the requirements profile
Together with you, we compile the requirements for the position to be filled and write them down in a requirements profile. We agree this profile with you, clarify open points and get your approval.
2. Derivation and definition of search criteria
Based on the requirements profile, specific search criteria are defined which are used during the research project. Of course, individual requests and inputs are also taken into account, such as target company or person lists, blacklistings, etc.
3. Search and candidate identification
We are actively searching for potential candidates for you. We sift through search databases, social networks, business and specialist groups and other candidate pools, identify possible target companies and working environments and systematically encircle the best sources for suitable candidates. Ultimately, the aim is to identify individuals who best match the search criteria.
4. Contact potential candidates
We make personal contact with potential candidates via a wide variety of channels. We stay in touch and ensure the continuous follow-up of initial contacts. In this way, we activate the hidden potential for your company in the job market.
5. Conduct initial interviews
We conduct initial interviews with potentially suitable candidates and provide honest and transparent information about the attractiveness of your company, the vacancy and the associated opportunities and benefits. If there is a willingness to change jobs, we actively encourage the candidate to enter into an active application process.
6. Success monitoring and search optimization
We regularly take a step back and look at what we are doing from a distance. This recurring performance review in combination with industry and job-related benchmarks gives us important signals regarding the optimization of search criteria, search methods and candidate sources.
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