Recruitment Process Outsourcing (RPO)

RPO services provide a unique bridge between employers and candidates, making the recruitment process easier for both sides. This innovative approach allows HR professionals to focus on more meaningful engagements while providing job seekers with an efficient yet personal experience.

A robust RPO partnership provides a wealth of strategic advantages, such as daily administration and comprehensive guidance throughout the recruitment journey; from talent consulting to onboarding support.

As an added bonus, clients are offered exclusive access to their candidate pool ensuring that sourced or recruited candidates remain confidential. Backed by a reliable ATS system for optimal flexibility – it’s no wonder why this integrated approach is gaining popularity with recruiters!

When the pace of change accelerates, smart employers call on Recruitment Process Outsourcing (RPO) for a competitive edge.

Cost-efficiency and enhanced productivity are great reasons to outsource talent acquisition. Other benefits include:

Cost Effective

RPO optimizes the hiring process and makes hiring more predictable. 

RPO is useful in this case as compared to traditional recruitment. Every day a position remains open; results in higher costs and decreased productivity.

Due to its scalability, RPO may lead to cost savings that multiply at a similar percentage each year.

Compliance Support

Non-exempt and exempt employee labor, employment, and tax laws are highly localized and can be difficult or costly to navigate for scaling businesses.

RPO providers who can keep pace with changing regulations may build automated compliance support into all stages of recruitment.

Technology

Some RPO providers supply an ATS or will support their client’s existing technology so they can track candidate statuses, improve communication between employers and applicants, and deliver a positive hiring experience.

Agile and Scalable Recruitment

Hiring needs are rarely consistent throughout the year. The right RPO provider will help identify barriers, continually tweak processes and ensure accountability so that positions are filled faster.

Decreased Turnover

When hiring and onboarding processes are consistent and streamlined, new employees tend to be more engaged and less likely to leave the organization.

Diversified Talent Pools

RPO has expertise in finding, screening, and onboarding new talent to ensure businesses get the most talented staff.

RPO providers may have established partnerships with diverse organizations, networks and colleges that can help employers attract underrepresented talent.

Advanced Analytics

Real-time data and benchmarks, both of which are generally available with RPO, can help guide an employer’s recruitment tactics.

Organizations that need to boost their recruitment can turn to outsourced solutions, offering the perfect blend of in-house personnel and external contractors. This hybrid model is ideal for companies with seasonal hiring needs as it allows them greater flexibility while still ensuring they have access to top talent.

Employers generally pay for RPO in one of the following ways:

• Cost-per-hire
  Businesses pay a fixed cost per hire for different levels of positions.
• Cost-per-resource
  Each resource assigned to a client is billed at a fixed monthly rate.
• Hybrid
  Blended models combine cost-per-hire and supplemental, resource-based pricing.
• Transaction-based
  Employers are charged for each interview, background check, etc.

Employers who are considering RPO (Recruitment Process Outsourcing) should examine their human resources, operations and IT capabilities. If any of the following challenges are uncovered during the assessment, outsourcing recruitment may be warranted:

• Limited hiring team bandwidth
• Decentralized or inefficient processes
• Seasonal hiring demands
• Compliance risks
• High recruitment costs
• Lack of specialized recruitment expertise
• Organic growth, mergers, acquisitions or expansions
• Lack of data and reporting capabilities
• Limited applicant tracking system functionality

Once employers have identified their recruitment and talent needs, they can begin the RPO selection process. The ideal provider generally will:

• Offer consultative and innovative solutions
• Customize programs to meet unique needs
• Align with the client’s mission and culture
• Have global security capabilities
• Understand talent market trends
• Leverage data to deliver proven results
• Scale with organizations as they grow