Recruitment Process Outsourcing, RPO, outsourced recruiting, or whatever you decide to call it, was once thought of as a company's dirty little secret. However, today's RPO engagements are redefining how organization's recruit and retain talent.
Recruitment Process Outsourcing (RPO) is a viable option for companies that are short on internal recruiting resources. Some organizations rely on full scale RPO solutions while others provide a variety of customizable and scalable solutions to meet your recruiting and business objectives.
The Definition of RPO
Recruitment Process Outsourcing (RPO) refers to the process by which a company outsources part or all of its recruitment functions to a third party vendor (the RPO provider). This includes a wide range of operations; such as candidate sourcing, screening, interview scheduling and logistics, offer execution, system compliance, and HRIS (human resources information systems) data entry.
Because RPO companies can leverage economies of scale to reduce the cost per hire, cost is certainly a driving factor for the adoption of RPO solutions. But the benefits of an RPO partnership ought to surpass cost-savings.
It's important to note the distinction between HRO, or Human Resources Outsourcing, and RPO solutions. While both fall under the Business Process Outsourcing (BPO) umbrella, HRO refers to the outsourcing of certain Human Resource functions such as HR system input, paperwork processing, benefits management, compensation, and performance management.
Recruitment Process Outsourcing Deliverables
It's important to understand how RPO can benefit talent acquisition. From there, you are better equipped to make educated decisions on the size and scope of your future RPO program. Here are some common deliverables, or benefits of an RPO program.
Quality and Speed to Talent
Utilizing a team of experienced, professional RPO recruiters can increase the quality of hire and the speed with which you fill open positions.
Tackle High Volume Staffing Needs
RPO companies can help satisfy seasonal or cyclical hiring needs, and ramp your staff up or down at a fair cost.
Consistent Tracking and Compliance
An RPO program can handle and assure adherence to all necessary compliance measures within the sourcing, recruiting, and hiring processes.
A candidate's experience applying and interviewing for a job at your organization has a direct impact on its employment brand. Your internal HR department is likely being pulled in myriad directions at any given time. A dedicated RPO partner, however, can focus on ensuring a positive experience for candidates.
Just one warning: If your company's internal recruiting strategy is failing, it can't be assumed that outsourcing the function will resolve the issues. To truly be successful the RPO relationship must be a partnership in every sense of the word. All of a company's key stakeholders need to be brought and bought into the arrangement and work together to accomplish the organization's recruitment goals.
This blog was written by Matt Rivera. Matt serves as Vice President, Marketing and Communications and is responsible for overseeing all aspects of Yoh’s marketing and brand communications. Matt holds a degree in Journalism/Public Relations and has been working in the staffing industry for more than 25 years. Prior to this role, Matt held many different roles from branch recruiting and proposal writing to technology management and online marketing.