Leveraging Recruitment Process Outsourcing To Bring More Value To Your Organization

The “Great Rehire” has officially taken off but is your talent acquisition team equipped to handle it? As your talent needs change drastically, you have to assess whether your talent function has the resources and processes in place to fulfill them.

If you’re speeding up the recruiting process and want to expedite the hiring timeline, a popular staffing method is to join hands with a recruitment process outsourcing (RPO) firm. RPO is a form of business process outsourcing where an employer hires an external service provider to take care of the recruitment process from design, recruitment management, and total accountability.   

So how does leveraging RPO services add value to your organization and get you visible results?

Helps you get scalable growth

If you plan to expand rapidly, you should take into consideration that your business needs will change drastically as well especially when it comes to the staff on board. RPO services help you speed up the hiring process without compromising on productivity and the quality of the outcomes. They are also easy to adjust as far as scalability is concerned and can be optimized for your business. Each industry has its own needs and requirements from its RPO partner and whether you need to fill niche roles or recruit resources as a long-term solution.

Allows you to customize the hiring process

Sometimes, organizations need to fill certain roles unexpectedly in a very strict timeframe but your talent acquisition team does not have the resources to conduct recruitment on such a large scale. Or they could also not be skilled enough to understand the market for this kind of talent. Partnering with an RPO service lets you customize the hiring process so that you can choose which recruiting tools you need, for a specific industry and get it in the timeline identified.

RPO services are cost-effective

Outsourcing the recruitment process helps companies save more money, contrary to popular belief. How? It makes the hiring lifecycle more efficient and reduces the time to get new talent on board and decreases the cost-per-hire. Targeting the right candidates for the organization based on their skill set and how quickly they will assimilate into the culture creates a more positive impact on the organization and lowers turnover rates. Often, pricing models are adjusted for high volume placements to lower overall hiring costs.

RPO services use innovative technology

Technology like applicant tracking systems and AI-based recruiting platforms facilitate the recruitment of higher-quality candidates. While organizations avoid spending on these tools since they do not usually have a higher number of open jobs, RPO service providers use them regularly. This allows companies to access a larger pool of better-quality candidates.

The talent team gets a little extra support

If the talent team is already working in overdrive, outsourcing the recruitment process comes as much-needed support to accelerate the hiring process without exhausting the resources. The talent function has more liberty to come up with a new strategy and to zero in on harder-to-fill roles, while the RPO service takes care of high-volume openings.

See Also: Do You Have a Recruiting Problem? How On Demand Recruiting Helps 

How to make the most of your RPO investment?

You may have gone ahead with hiring an RPO service, but how do you ensure that you get the most out of your investment so you meet your organization’s talent needs.

1. Get an RPO service provider on board as a strategic partner

Integrate the RPO provider with the talent department by making them a part of the team. Treat them as the representative, so that any candidates that are interviewed or approached feel like they are integrating with the company and not an outsourced function. This is what sets the RPO services apart from individual staffing and search firms that do not take a personalized approach.

2. Set different targets

The in-house talent team and the RPO provider should not be looking to hire in the same pool of candidates since this will be counter-intuitive. Layout the targets for the RPO service which should be separate from the talent team. The better the collaboration between the two, the better your results will be.

3. Outline realistic expectations

Make sure the company has sufficient support on an executive level and the appropriate resources. The RPO service should also have a dedicated staff and tools and the two should collectively decide the metrics to measure success and performance.  

When operating in a fast-paced industry, any organization that is unable to meet the hiring needs efficiently can lose out on quality candidates to competitors and delay business growth. Recruitment process outsourcing is a trick that companies should have up their sleeves if they want to seize top business opportunities.

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