RECRUITMENT PROCESS OUTSOURCING
Our RPO (Recruitment Process Outsourcing) services since introduced in 2010 has continuously kept its focus on mythology and measurable results to deliver strategic solutions to every step of the hiring and retention process transforming and driving best practices to the businesses we support.
The quality of work we endorse within the stipulated time maintaining the stature of efficiency and efficacy has attracted many organizations to partner and allow us ownership on this process.
While each has different perspective and objectives, the common benefits that everyone can make are explained below:
Flexibility – Across all businesses, HR departments are being asked to do more with less. An RPO provider can augment stretched recruiting resources to staff for new market opportunities, facility expansions, specific skill sets, and more.
Scalability – An RPO solution allows you to scale your outsourcing reliance up or down during high- and low-volume periods.
Process Efficiency – RPO provider offerings represent best practices, built through wide-ranging experience and expertise across industry sectors, as well as state-of-the-art recruitment technologies.
Quality of Hire – Depth and breadth of recruiting experience, combined with a structured hiring process that promotes consistency, gives RPO providers an edge in developing a high-quality talent pool.
Turnover – By producing a better quality hire, RPO achieves lower early-stage attrition, resulting in cost savings.
Leveraged Advertising Costs – Efficiencies of scale allow RPO providers the ability to negotiate lower costs for recruitment advertising.
Reduced Agency Reliance – As an embedded partner, RPO solution providers better understand your strategy and culture, and can represent dramatic cost savings compared to agencies.
Strategic Business Impact – In addition to higher quality hires, recruitment outsourcing can help you find time to focus on strategic HR initiatives, to create business value.
What our RPO package offers
- Technology assessments
- Sourcing strategies
- Hiring plans
- Talent communities
- Process management / mapping
- Risk assessments (compliance & audits)
- Metrics and measurement
- Vendor and change management solutions
Is RPO for you? Click to find out more
Great! You are considering recruitment process outsourcing as a possible solution to your current recruiting pains! Doing things the way they’ve always been done or doing things the way that others have always done it is no longer working, and you need an alternative. However, is RPO the best solution foryour company recruiting issues? That depends on what those issues are, and what you would want from an RPO provider. Here’s how to find out if RPO is really for you:
YOUR HR DEPARTMENT DOESN’T HAVE THE TIME (OR STAFF) TO RECRUIT
It would seem that recruiting would be just another part of the job for your HR department, but also, consider that your HR staff also has to sort through resumes, interview people, write job descriptions, conduct orientation for new employees etc. They don’t exactly have the time to seek out potential candidates on social media or to build an employment brand. The HR department isn’t necessarily the same as the recruiting department while RPO is all about the recruiting process. Let each entity do what they do best.
YOU’RE WASTING MONEY IF YOU GO WITH RECRUITING COMPANIES IF YOU NEED A LOT OF PEOPLE
The two biggest problems with recruiting companies are that the fees can add up and that their services will often go to the highest bidder. Keep in mind that a recruiting company isn’t the same as an RPO company and that an RPO company won’t go away if someone is willing to pay more for the same thing. An RPO company won’t also charge extra if your recruiting needs change or fluctuate throughout the year. Recruitment process outsourcing is for you if you want a solution that will scale with you or a solution that can deliver more results for fewer dollars.
YOU’VE STARTED (OR ARE PLANNING TO START) AN INTERNAL RECRUITING GROUP
Not only have you further strained your HR department by having them hire recruiters for your company, but you’re also now investing in technology, office space, additional employee benefits etc. and hoping that this internal recruiting group will do a better job of finding the talent you so desperately need. If you’re doing this or are thinking about doing this, then you definitely need RPO. It’s one thing to create an internal recruiting group from scratch, but it’s another thing to have outside expert help in building it, such as an RPO provider.
YOU NEED TO MAKE SIGNIFICANT INFRASTRUCTURE CHANGES
If the problems with your recruiting process are more than “we need more HR staff” or “we simply need better candidates”, then an RPO provider is a good fit to fixing your problems and to setting up your company for better-recruiting success. By problems, we mean technology upgrades, or a lack of metrics/accountability to measure success or dissatisfaction among your current hiring managers in how things are done. Often, these problems are signs that significant infrastructure changes need to be made, which changes easier made with the help of recruitment process outsourcing.
However, recruiting process outsourcing is not for you if you simply want to reduce recruiting costs. Although that is a benefit of RPO, it’s often the only metric companies have in measuring recruiting success, and the company really needs to take a step back and to figure out what is really wrong with their recruiting process. Sometimes, a company can reduce recruiting costs by figuring that out and then taking steps in the right direction. RPO isn’t to be seen as a way to offload your recruiting problems to someone else, or to simply find a cheaper way to do things.