Real Use Cases of Recruitment Process Outsourcing (RPO)

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Posted by Matt Rivera

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June 8, 2015

RPO-companiesIf you need to hire three to four people each year, you go through the recruiting process, and hopefully, find some good people and you’re done. But, if your hiring needs exceeds the "norm," then what? Recruitment Process Outsourcing (RPO) and recruiting in general is complicated, constantly changing, and not well understood by those who don’t have to hire frequently. 

But for anyone in talent acquisition or human resources, or a hiring manager with ongoing needs, recruiting can alternately be a time consuming, or an all consuming process. And when someone says, “You should try RPO or outsourced recruiting,” your first thought might be that you don’t really know why it might be a good thing, and you certainly don’t have time to find out.

It’s an example of how people can make things more difficult or complicated than it needs to be. While RPO can address many things, the basis for it is in the name: Recruitment – the broad function including many aspects of sourcing and recruiting; Process – managing an efficient and cost-effective process; Outsourcing – you don’t have to do it yourself.

So, along those lines, here are some brief, practical examples of how RPO can help a company. For a deeper dive including specific client examples, watch our joint webinar with the RPOA appropriately named, "Practical RPO - Getting Real Benefits From an RPO Program.”

Practical Examples of Outsourced Recruiting

Scalability – One of the basic issues that RPO can address. How many recruiters does your company have or need? How do you decide? If you have say, two recruiters and maybe three to four jobs a month, you might be OK.

But, what happens when you suddenly have 10 or 20 jobs to fill? Do you hire another five or six recruiters on your staff? And, when the volume goes down, do you lay them off? RPO can help provide resources as you go up and down, without having to hire, manage and then potentially lay off a team of recruiters. It’s basic, but very effective.

Recruiting Process – There are many parts to the recruiting process, from the initial job order through an offer letter and on-boarding. Which aspects of the recruiting process does your company do best? Are there bottlenecks in the process, and what about turnaround time? RPO can address parts of, or all of the recruiting process to help make it more efficient.

One of the most popular outsourced recruiting functions is sourcing, which includes candidate screenings. RPO providers use sourcing specialists to go out and find good candidates, screen them, and hand them off to internal recruiters. Resulting in a robust pipeline filled with better qualified candidates that, pause for effect, the company can access at any point.

Specific Hire Pushes – Sometimes, in additional to traditional hiring, a company needs a specific number of hires in a specialized area. These can be for a new location, a new product, a phase of a project or any number of reasons.

In many cases, the usual recruiting resources can’t scale up to absorb this additional volume, or doesn’t have the expertise to recruit in the area needed. RPO can be brought in on a project basis to help with specialized recruiting, or a specific number of hires in a specific time frame. It’s a very popular and successful way to bring in expertise, while maintaining the status quo in other recruiting areas.

These are just three practical ways that RPO can make an impact on your hiring efforts. For a more in-depth look at practical uses of RPO, including specific pain points, how the program was set up and the results, join us on June 10th at 1:00 pm (EDT) for “Practical RPO - Getting Real Benefits From an RPO Program.”

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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.

Topics: HR Strategies, RPO

Disclaimer: The opinions expressed on the blog site represent those of the author and do not reflect the opinions of Yoh, A Day & Zimmermann Company. Yoh is not responsible for the accuracy of any information supplied by guest writers. 
RPOA Webinar Practical RPO: Getting Real Benefits from an RPO Program


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