When you need to hire 110 reliable employees with only two months until project launch. When you need professionals across diverse fields — Managers, Shift Supervisors, Drivers, Guides, Technical Specialists — with project support required from IT, PR, legal, and administrative staff. Where do you turn?
The business solution that preserves internal HR’s time and energy while accelerating vacancy fulfillment and improving quality is Recruitment Process Outsourcing (RPO). “Large companies in Kazakhstan are turning to this service because they already know that RPO reduces talent acquisition costs, increases recruitment productivity, and enables timely business implementation,” says Elena Poleschuk, Director of LavoroSolutions Kazakhstan.
Elena, together with Olga Samoylenko, RPO and Recruitment Manager at LavoroSolutions, spoke to the business community at the international Human Capital forum in Astana about the possibilities of RPO services, sharing successful case studies for companies in the PHARMA and FMCG sectors.
“LavoroSolutions successfully implemented an RPO project with a coordinator placed on the client’s premises,” says Olga Samoylenko, discussing experience with a major international pharmaceutical company in Almaty. “First, we conducted training sessions with the project team. Our team underwent adaptation activities, familiarization with corporate culture specifics, established policies, and we developed reporting systems, monitoring formats, and performance evaluation methods. We established a communication model with client employees responsible for the RPO project and launched the recruitment cycle.”
“The result: within the first month of RPO service delivery, a position that had been open for 8 months was filled in just 23 days. Vacancy fulfillment time decreased by 52 days — from 86 to 34 days. The client’s goal was achieved: the recruitment process was optimized, hiring quality improved, and vacancy fulfillment timelines significantly shortened.”
HR, staffing, and outsourcing company LavoroSolutions once again served as the official HR partner of the Human Capital Days forum. We were pleased to actively participate in this large-scale event, one of Kazakhstan’s key business gatherings. CEOs of major companies, industry experts, HR Directors, and representatives of recruiting and consulting firms meet here for networking, experience exchange, and discovering new solutions and collaborations.
Notably, last year’s Human Capital Days forum was moderated by our company’s Director, Nikita Zotov, with Ivan Berdinskikh, Director of Legal Support and Control, as a key speaker addressing “A Global Approach to the Occupational Health and Safety Function as an Integral Part of ESG.” This year, Ivan discussed the occupational health and safety system in Kazakhstan compared to international practices, the value of OHS, the evolving role of OHS specialists within organizations, and the shift toward cross-functionality in the profession.
“The most common question at the forum was what companies can do to prevent severe workplace accidents,” shares Ivan Berdinskikh. “My answer: never hide even minor incidents. Conduct risk factor assessments. Start building an OHS culture with small steps — organize a company health day, a healthy lifestyle lecture, check office water quality, ensure safe wire placement, etc. Employee reactions to such employer initiatives will likely be positive and lay the foundation for further developing the company’s OHS culture.”
Image: Freepik
