What is Recruitment Process Outsourcing?
Recruitment process outsourcing (RPO) offers businesses the opportunity to transfer all, or selected elements, of its recruitment processes to a third party service provider.
What can you expect from an RPO partner?
The external provider acts as an in-house recruiter for the business and is responsible for managing recruitment within the organisation. This includes all elements of attracting, screening, interviewing and onboarding candidates.
The RPO partner will also take a consultative approach to offering strategy and innovative solutions across the whole recruitment process. They’ll be hands-on, guiding you through the process and providing recommendations. In addition to sourcing candidates for immediate vacancies, they’ll also help you to build a talent pool for long-term hiring needs.
In some instances, one or more members of the recruitment partner’s team would be based onsite at the client’s office to fully embed themselves into the organisation.
The right RPO provider will tailor a bespoke solution to each client’s requirements. They would work in partnership with you to reach the agreed objectives.
What benefit does recruitment process outsourcing bring?
Finding and nurturing new talent can be a lengthy and expensive process, which diverts resource from other areas of the business. Outsourcing hiring requirements can bring many benefits to an organisation.
Flexibility
Using an RPO model allows organisations to scale resources up and down as recruitment needs fluctuate. The third party provider is adaptable to the changing demands of the organisation. An RPO partner can take on as much or as little within the recruitment process as needed. They can act as an extension of your internal HR team, or they can be fully integrated as your recruitment department.
Efficiency
RPO specialists have wide networks to reach new and diverse talent. Positions can be filled more quickly with an RPO provider. They’ll use tried and tested processes, identifying barriers, and ultimately being accountable for the deliverables. Outsourcing also relieves internal teams of the administrative work associated with hiring processes.
Cost Effectiveness
You only pay for what you need at the time, so you can meet hiring demands without the need to pay in-house recruiters.
Technology and Data
Access to recruitment technology, such as, an RPO providers applicant tracking system (ATS) can facilitate a better candidate experience. This consistent and streamlined hiring and onboarding process can lead to a decrease in turnover. RPO provides access to industry data for competitor benchmarking, which allows intelligent decisions to be made based on trends.
Expertise
Organisations gain access to instant recruitment expertise without the need to invest in internal resources. RPO providers are subject matter experts and are usually specialists in a particular industry or role, so are likely to find more skilled candidates, particularly for niche disciplines, than you would on your own.
Compliance
RPO’s are experts in their field so will offer compliance support with regards to employment law, in line with changing regulations to help you minimise risk.
What types of RPO are available?
A number of recruitment process outsourcing models are available. The hiring challenges and long-term goals in your business will determine which is the best option for your organisation.
Fully Outsourced
In this situation, the provider takes complete control of their clients full end-to-end hiring process. This ongoing solution is best for organisations that will have regular and ongoing recruitment requirements over a long period of time.
Project Based
An end-to-end approach applied to a defined project. This model has the benefits of a fully outsourced solution but on specific roles over a particular period of time, for example, the opening of a new branch or department.
Hybrid
This method sees the RPO provider fill only vacancies for certain specialisms or departments, while internal teams fill the remainder.
Selective
With selective RPO, a company chooses which elements of the recruitment process they’d like to outsource. For example, if a company has some internal resources already in place, they may ask the RPO provider to handle the sourcing and screening of candidates only.
On-Demand / Contingent
This solution can be turned on and off for short periods of time or even for single roles. A good example of this would be to cover seasonal recruitment demand, when the internal team may need additional resources to help fill multiple roles.
Total Talent Management
A relatively new type of outsourcing that also incorporates MSP to allow one provider to fill all roles at an organisation, whether that is full time, part time, permanent, temporary or contract.
At Visuna, we will work with you to agree the best solution for your business needs. Speak to the team today to find out more about our staffing services.
