Recruitment Process Outsourcing: Overview
According to the Recruitment Process Outsourcing Association (RPOA), Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO). In it, an employer transfers all or some parts of its recruitment process to an external service provider.
An RPO provider can offer its own or may assume the company’s staff, methodology, technology, and reporting. In all these cases, RPO differs significantly from providers. In all scenarios, the RPO provider varies from staffing companies and contingent or retained search providers. RPO provider entails ownership of the design and administration of the recruitment process and the liabilities of the results.
Why should you consider RPO?
Nowadays, the recruiting process is very complicated. To recruit and hire top talent, you need to navigate a tight labor market. You also need to become proficient in a set of relevant technologies and control and nurture aspirants and hiring managers.
RPO providers are Subject Matter Expert (SME) having core competency in talent acquisition. They know very well how to navigate the recruiting process. They are also aware of the latest recruiting technologies and resources to scale recruiting capacity to meet recruiting demands. RPOs can bring people, process, technology, and metrics into a talent acquisition function.
Is RPO perfect for your organization?
In the past, RPO has provided high-volume recruiting for large organizations at a very lower cost compared to other hiring options. But, now, RPO has evolved over the last few years and become a flexible strategic talent-hiring solution. It is currently providing additional benefits that can be adopted by small and moderate size business organizations as well.
From the past few years, RPO is dripping down into the smaller and moderate market, and outsourced hiring becomes applicable to these markets. More diminutive and flexible RPOs are growing into higher ranks of strategic hiring partners and carving their different niche in the talent acquisition marketplace.
Basic types of RPO engagement
There are three basic types of RPO engagements.
- On-demand RPO
On-demand RPO is a contact-based RPO engagement along with a qualified provider that knows the organization, its goal, processes, and the result they want. The contract specifies a defined number of roles within a given period.
- Function-Based RPO
In this case, the RPO provider takes a piece of the company’s hiring needs entirely off the company’s plate.
Full RPO service
When the RPO provider provides, the company’s complete internal recruiting function involving access to the provider’s full breadth of resources is known as Full RPO service.
How RPO is different from traditional hiring?
Traditionally, organizations tend to recruit through one of three recruitment options, 1st is internal recruiters, second is staffing agencies, and third is contact recruiters. Now, some of the organizations have become aware that the Recruitment Process Outsourcing (RPO) can be an excellent recruiting solution.
The methodology of RPO is different from traditional recruiting models. It is a strategic partnership that brings extra value-added benefits that include:
Analysis and planning:
RPO providers help clients forecast staffing requirements and plan the essential resources to respond to these needs. It will help in achieving business goals.
Extensive Job marketing:
RPO markets the job through every possible platform such as social media, referrals, and networking to drive candidate exposure to job roles and employer brand.
Sourcing and engaging talent:
RPO vendors build up employment brands and recognition in addition to finding new talent. They engage future talent through talent communities and talent pipeline. They source candidates in advance with multiple sourcing assessments.
Candidate Assessments:
RPO assesses candidates and also guides the candidates through the beginning of the recruiting process. RPO providers make sure that the candidates have core skills, competencies, and motivators to do the job.
Better candidate experience:
It is very vital to manage the candidate experience because it reflects the employer brand. RPO vendors help clients take care of aspirants and control their experience, whether they are being interviewed, hired, or considered for the job.
Advantages of Recruitment Processing Outsourcing(RPO)
The primary benefits associated with RPO are:
1. More robust Quality of Recruits: RPO vendors invest their time, energy, and resources into sourcing, screening, and presenting the best talents to the clients.
2. Cost Reduction: RPO providers have command on time to recruit, hiring cost, and quality. So filling vacancies fast is better for productivity.
3. Scalable Model: RPO vendors are flexible and can accommodate every situation. They can scale their hiring team up and down as requirements.
4. Talent Pooling: The RPO providers present the best talent to the clients for the job.
5. Analytics and reporting: RPO vendors track and trace every stage of the hiring process. It allows real-time reporting and detailed analysis.
Conclusion
RPO can improve the effectiveness of recruitment if implemented accurately. It also gives competitive benefits to organizations. Organizations can put the right talent in the correct position by enhancing the recruitment process. If you are searching for recruitment process outsourcing services, then feel free to contact us at FinACC Global to get the best quality and cost-effective RPO services
