A Guide to Recruitment Process Outsourcing

A Guide to Recruitment Process Outsourcing

How does recruitment process outsourcing work?

Recruitment Process Outsourcing is where a company uproots and entrusts an external provider with either a part or their entire recruitment process.

This guide to Recruitment Process Outsourcing tackles the basics of what you should know about an RPO. An RPO provider offers the ability to provide more than traditional methods of recruiting. Working with a company’s recruitment process is much more than just filling an open position, RPO providers focus in on area’s that future-proof and benefit an organisation, such as turnover rates, reducing time to hire and captivating leading talent as a source for future hiring.

An RPO provider has its own resources at its disposal, such as technology, methodologies, and reporting, or if available the company’s already pre-existing facilities. This displays the clear advancement and flexibility an RPO provider can aid an organisation with, as well as why there is an increase in organisations choosing recruitment process outsourcing over traditional recruitment methods.

What kind of RPO Models are there?

Full Recruitment Process Sourcing is where an RPO provider takes over the entire recruitment process e.g. marketing, interviewing and sourcing. Within this model, the organisation still can interact and partake within the recruitment process. The provider brings a specialist approach to the recruitment process, these assets provide and offer an organisation with a huge advantage in execution.

Selective RPO focuses in on its specific parts that are already existing within the recruitment process and builds on them, strengthens them. Employers will typically use this to focus in a specific area and that area only.

On-Demand RPO is focused on meeting an organisation’s needs through scalability. On-demand RPO is the answer to a rapid change within an organisation, whether it be the more hires required or freezing the entire recruitment process. A great example of where this model is typically used is, a company that has recently undertaken a large expansion e.g. a new office, and therefore need more staff to fill the open positions.

Function-based RPO is where the company may need help or maybe struggling within a specific department to acquire high-quality hires. This approach allows the provider to focus in on the issue, e.g. getting the hires, and resolve it fast and effectively.

What makes a great RPO Provider?

The exemplary RPO provider can integrate directly into an organisations HR or recruiting department, meaning a provider is able to attain direct insight into the company’s community and acquire candidates with the same culture and values, in order to protect the overall integrity of an organisation.

An RPO provider can:

·        Reduce cost per hire. One of the biggest advantages is the flexibility of an RPO. An organisation has the choice to either be involved as much or as little as they want, however, this is of course down to also hiring the correct RPO for a company.

·        Reduces the time to hire. Most RPO providers have pre-existing hire models already put in place to overcome restricting time to hire deadline.

·        Improves the entire quality of the hire. A key benefit that makes most companies take on an RPO provider is the fact that a company can attain a higher quality of candidate. RPO providers have access to a collective of cultivated individuals, that they can extract and present to a client at any given moment, this sufficiency in combination with the quality of hire is directly the reason more and more people are turning towards RPO.

·        Scalable, meaning adapt to an organisation’s changing needs. It is a fact that growing and expanding companies will require more staff, the same goes for companies that require downsizing, RPO’s have the solution. RPO’s have structures already in place to be able to adapt to any given situation. They can scale up or down, depending on a company’s needs.

·        Transparency through reporting. The fact you can track and monitor the entire recruitment process allows prompt calculated decisions that will benefit a client.

If you’d like to learn more about what we do here at Nicoll Curtin, feel free to contact me at archie.riddle@nicollcurtin