RPO-Recruitment Process Outsourcing: A Really Productive Office
Over the last 10-15 years, most major companies utilized some form of employee outsourcing overseas and the current trend has turned to outsourcing the RPO process. According to the Recruitment Process Outsourcing Association, RPO is defined as “when a provider acts as a company’s internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method, and reporting. “
It sounds like a fantastic solution, but what are the risks?
An RPO is only as good as the company that employs their service. Without a defined corporate hiring strategy and direction, an RPO cannot meet your needs. It’s like baking a cake with different ingredients every day.
Cost and quality have to be weighed against an internal recruiting solution and the importance of protecting your brand culture. Is your RPO a simple vendor or are they a partner in protecting and serving your brand? Do they understand your needs? Does service or cost value suffer from lack of competition with your RPO?
What are the rewards?
A well-orchestrated RPO that aligns with your needs can improve the time to hire and cost to fill conundrum as well as increase the quality of the candidate pool, improve compliance, and provide better metrics to continually make the hiring process more efficient.
RPO’s change fixed costs into variable costs and allow you to manage your recruiting as an on-demand and flexible service in a real time economy. They provide an opportunity for lower costs and better quality because their services are tied strictly to performance goals. RPO’s offer the best business solution to companies who know their business.