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Recruitment process outsourcing (RPO) is a type of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to a third party service provider, according to the Recruitment Process Outsourcing Association (RPOA). An RPO provider can offer its own or may assume the company’s staff, technology, methodologies, and reporting.
In all cases, RPO differs immensely from providers such as staffing companies and contingent/ retained search providers in that it expect ownership of the design and management of the recruitment process and the responsibility of results.
Depending on what an organization is searching for, an RPO solution can bring an array of many benefits including managing hiring variations throughout the year, reducing total recruiting cost and dependency on staffing agencies, improving hiring manager satisfaction, reducing time-to-fill, artistic employment brand, improving candidate experience; simplifying or simplifying the hiring process; and saving time for other duties among other benefits.
Few organizations were familiar that recruitment process outsourcing could be a viable or available solution to their recruiting.
When run adequately, RPO providers work with their clients to recognize the business side of recruitment or business goals. They help clients determine staffing needs and plan the necessary resources to respond to these needs, which help achieve those business goals.
RPO providers market client jobs through job boards, social media, referrals, and networking to drive candidate revelation to jobs and employer brand (a major differentiator from staffing solutions).
In addition to searching talent, RPO providers build up employment brand and recognition; engage future capability talent through talent communities and talent pipelines; and source candidates in advance and with multiple sourcing assessments.
RPO providers determine candidates, guide them through the initiation of the recruitment process, and make sure they have the core skills, competencies, and motivators to do the job.
Managing the candidate experience is very significant as it reflects on your employer brand. RPO providers help clients take care of the candidates and maintain their experience, whether they are being interviewed, hired, or considered for the job.
RPO offers different engagement models. Following are three main RPO engagement types are as
A contract-based engagement with a skilled provider that knows the company, their messaging, their processes and the results they need. The contract provides a defined number of roles within a defined period of time.
The RPO provider takes a piece of the company’s recruiting needs completely off the company’s plate (e.g., the IT department or an entire division of the organization).
When the RPO vendor provides a company’s full internal recruiting function including access to the provider’s full breadth of resources.
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