A DAY & ZIMMERMANN COMPANY

Recruitment Process Outsourcing: What You Didn't Know

Share:  Share on Twitter Share on LinkedIn Share on Google Plus Share on Facebook

Posted by Guest Blogger

April 22, 2016

RPO-providers-Yoh-1.jpgThere’s a lot of buzz surrounding Recruitment Process Outsourcing (RPO), from the increased growth of the RPO market to the utilization of RPO services to attract and retain niche candidates. Everyone seems to be dipping their toe in the RPO waters, but few are confident enough to fully submerge themselves into a RPO program.    

According to the Everest Group, the RPO Market is currently valued at $2.04 billion. The reality is that people are exploring the world of RPO now more than ever as demonstrated in this webinar Yoh hosted on building an HR business case for RPO. During the webinar, when asking attendees where they stood with regards to considering RPO services, there was a great divide between those who understand the benefits of Recruitment Process Outsourcing and those still trying to define its relevancy.


RPO Webinar Poll Results

RPO_Business_Case_Webinar_Poll.png

This confusion seems to be universal where the individuals or department responsible for talent acquisition recognize that there is an issue or sudden recruiting need, but aren’t aware that RPO is a viable solution. Those unfamiliar with today’s Recruitment Process Outsourcing services may not realize the customization and range of services it offers, from a full scale program to smaller project engagements. But, if you’ve done your homework, you understand the cost structure and models of RPO and have determined that the application of RPO suits your organization, then the next step is the RPO business case.  


When You Might Encounter the Need for RPO Services

RPO_Business_Case_Webinar_Need.png 

Webinar speaker and resident RPO expert, Richard Dunn, explained another obstacle you might face, even before collecting the data and analysis necessary for the business case: the hesitancy of key stakeholders to adopt an RPO program. The O in RPO stands for outsourcing but, as discussed in the webinar, the RPO provider acts as an extension of your existing recruiting resources; typically an HR department turned recruiting arm or a select number of in-house recruiters. Several questions and legitimate concerns might bubble up when contemplating RPO.

  • Will I lose my job or will my department be outsourced?
  • Will I lose control of my staff?
  • Will the leaders not see the value in an RPO program?
  • Will I need to purchase new technologies; specifically an ATS?

But, where there is a will there is a way, and as strong as that will may be, many RPO programs never get off the ground out of fear, uncertainty, or misinformation. Similarly, an RPO business case might get put back on the shelf because of a critical, yet often overlooked, step in developing a comprehensive business case. That step?  Identifying your stakeholders and providing them with the value RPO would deliver.

Still unsure whether RPO is the right decision for your organization? Watch this webinar and download Yoh's needs assessment. 


Meet the Stakeholders

RPO_Business_Case_Webinar_Stakeholders.png 


During the webinar, we outlined the impact, as well as the goals and expectations, an RPO program would have on each of the typical business stakeholders. By knowing what to include and prepare for, you can not only present a winning business case, but concurrently vet that your decision to implement RPO is the right one.  

Read More Success Stories

Topics: Recruiting Trends, RPO, Webinar

RPO_HR_Business_Case

SUBSCRIBE

Get bleeding-edge content delivered right to your door, or to your inbox.  Sign up, it's that easy.

Search the Blog