You know the saying you don't know what you don't know? I feel like it was made for Recruitment Process Outsourcing (RPO). With so much confusion surrounding what RPO is and how it really works, it seems fitting to address how to determine whether RPO is the right talent acquisition strategy for your organization.
First things first, let's start with what RPO is. According to the Recruitment Process Outsourcing Association (RPOA), RPO is the outsourcing of one or all components for internal recruiting for candidates who will become direct employees of the client. You might be thinking to yourself, "Why would I decide to outsource talent acquisition?"
In this webinar, we discussed why a company would outsource some or all of its recruiting functions as well as the steps to evaluate the ROI of an RPO program. The webinar slide below provides four common scenarios when an RPO would be best used to source, recruit and hire employees to an organization.
Is RPO the Best Talent Acquisition Strategy for You?
Now that you understand when to use RPO, you are probably wondering when to apply this talent acquisition strategy to your organization's recruiting efforts. If your organizations struggles to accomplish one of the following tasks, you might be the right candidate for an RPO solution.
Struggle to Scale Hiring Resources
It's a good problem to have, right? You need more recruiters to interview more candidates. But what happens when the hiring surge comes to an end? Or, what if you knew all along it was going to be a temporary situation? How do you decide the best way to scale your resources? That's where RPO can benefit your organization the most. The RPO provider takes on a consultative role, and depending on the structure of your program, will scale hiring resources accordingly.
Need for Better Metrics
We get it. You have a job, and you need to show value. Well, so do we. Metrics are one of the key areas where RPO programs can be most impactful; especially for organizations that struggle to capitalize on data intelligence. Using proven best practices drawn from their client base, RPO companies provide insights that traditional organizations simply cannot tap into.
Lack Consistency in the Hiring Process
Maybe you manage multiple recruiters each of which who sits in a different geography. Different people with different processes are great for diversity, but not for maintaining consistency within your hiring process. RPO establishes a consistent hiring process to increase the productivity and output of your program. Note, this can be a mix of in-house and outsourced RPO recruiters.
Regardless of what aspect of talent acquisition you wish to improve, we realize you have multiple options. Some shorter-term staffing solutions include agency recruiting or temporary hires, however these can prove to be costly if the problem is on-going. Our expert advice: take the time to conduct an honest assessment of your talent acquisition process and procedures before diving into any paid service.