As your business changes and grows, you need to be able to move quickly to identify the best talent in the labor market and add them to your team. There are many challenges to face when it comes to hiring and with so much competition around, it is not always easy to find the most efficient option.

Recruitment process outsourcing (RPO) is a method used by countless businesses across a wide range of industries because it provides an ideal solution to the employment problem. Here we discuss more about what RPO is, what benefits it can have, and what to look for in a reputable RPO provider.

What is Recruitment Process Outsourcing?

Recruitment process outsourcing (RPO) is a process that involves a business transferring all or part of its recruitment process to an external provider. The external provider either provides its own staff or uses the company’s staff and infrastructure to help achieve the required recruitment targets.

The RPO recruitment provider essentially takes over the entire management and design of the enrollment process, making it much more efficient than standard methods arranged with external agencies.

How is RPO recruitment different from other types of recruitment?

Traditionally, businesses work with an external hiring agency that will work to find suitable candidates for the role. On the surface it sounds like RPO recruiting, however, a big difference can be seen in the long term partnerships developed from working with RPOs.

Another key difference between these two models can be seen in the data analysis provided through the RPO team. This can prove useful not only for the recruitment process but can also help you retain skilled people for a longer period of time, improving employee retention across the business. Having access to multiple hiring tools also helps you get better results which can make your business even more productive.

Three main types of RPO

Do you know about the three types of RPO? If not then read below:

Enterprise RPO:

The first type of recruitment process outsourcing is also known as full-service RPO or fully outsourced RPO. Enterprise RPO is chosen because the organization does not have a dedicated HR team. It involves a team that becomes an extension of you. It does, however, manage elements of a talent acquisition strategy.

Project RPO:

Another type of RGO provides an agile recruitment solution. And on top of that, Project RPO is cost-efficient and on the other hand rapidly scalable. It may opt for specific project hiring objectives for the new project line. However, it is generally agreed that this is a great way to test-drive an RPO.

Casual RPO:

The last type of RPO combines the power of RPO with casual recruitment. This RPO is strategically built around the unique contingency talent needs. This can result in building a strong partnership with workforce solution providers. In addition, casual RPO appeals to fresh talent and taps into talent pools such as retirees, alumni and referrals.

Why should you use RPO in your organization?

The recruitment market is more competitive than ever, with candidates wiser and more aware of their value and the growing variety of employment channels available to them.

This makes things even more complicated for businesses that want to recruit skilled, as you need to navigate the labor market and adopt new technologies while managing candidates and internal recruiting teams.

If you’re thinking of working with an RPO recruitment provider, some of the benefits to consider include:

agile and scalable

An RPO recruitment provider’s sole focus is on recruitment, keeping them up to date with the latest technology and providing services that can be quickly scaled up as needed. Every business goes through unpredictable changes and needs to be able to respond and move quickly if a new team or specialized talent is needed. An RPO recruiting team can help with this scaling, introducing structures that allow you greater flexibility within the respective environment.

Worldwide Talent Pool

If you are setting up a satellite office in another country or continent to expand into new territory, you need to be aware of local recruitment laws to comply with. For example, South America will have different legal requirements than the UK. RPO recruitment providers can stay on top of this and track changes in compliance requirements so you’re never caught short.

effective cost

When it comes to hiring, you also need to budget for advertising. Costs can add up quickly, especially if you are not getting applications from high quality employees who are a good fit for the role. These costs can be reduced by working with an RPO recruitment provider who will have an active database of potential employees who may be the right fit. This can save time and money and ensure that the vacancy is filled with the right person without unnecessary delay.

better candidate engagement

Recruiting the best talent is more than just advertising a role, interviewing and hiring. The candidate experience is important, and they should be made to feel that they are valued throughout the process.

This kind of time may prove difficult to devote in smaller HR departments or when resources are stretched, which can see good quality candidates slipping through the net. An RPO recruitment provider, on the other hand, can help optimize the employee experience and provide the specialist expertise needed at every level.

How to choose the right RPO recruitment provider?

When it comes to choosing the right RPO recruitment partner, there are a few factors that need to be considered. The ability to attract, engage and ultimately hire top talent is imperative when selecting an RPO recruitment provider. You should ask more about their track record and credentials to see if they are a good fit for your organization. Some preliminary questions to ask include:

• What is his annual loss rate of employees?

• Do they hire, train and manage their own staff?

• How happy are their employees working with their employers?

You should also develop a clear idea of ​​what you need within the organization and put them in order. For example:

• Can RPO source and deliver hard-to-fill positions?

• What kind of technology and solutions do they have to offer?

• How flexible can they be without compromising on quality?

How the RPO aligns with the values ​​of your organization is also a factor to consider. Ideally, they should be able to keep candidates warm, factor in diversity programs, manage managers, and any other specific needs of the business.

All of this funnels into the ability to customize solutions that fit with your business and cultural goals. A good RPO recruitment provider will have industry-specific expertise that can be applied to pain points to create long-term solutions.

final thoughts

In summary, RPO hiring can have a significant positive impact on your commissioning process, helping to streamline your strategy, while saving you valuable time and money. By investing more in your recruitment goals and key goals, your organization can reap the benefits of a long-term partnership with an RPO recruitment provider, helping you grow and strengthen your market position.