Recruitment Process Outsourcing
RPO is a partnership between a company with recruiting needs (RPO buyer) and a company with recruiting services (RPO provider) in which the RPO buyer’s brand is being promoted instead of the provider’s. For us, RPO is working together collaboratively and seamlessly .Our team can manage the entire recruitment lifecycle for your professional-level staff, or you can selectively use our expertise where your business needs it most.
We offer an expertise RPO service by choosing the right talent at the right place. RPO allows both large and mid-sized companies to attain a best recruitment function. A well managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance. An RPO provider becomes an integral part of a company’s recruiting and hiring process, from job analysis to screening/selection to on boarding.RPO is not limited to the just big corporations anymore; it’s an attractive choice for mid-size companies, too.
However, if you’re serious about RPO and really want to know what it could do for your organization, then here are the awesome benefits of RPO.
The Future for RPO
RPO is the fastest growing sector of HR outsourcing. The RPO standalone industry is estimated to be about $5 billion in size and It is expected to grow further. The level of sophistication for RPO has evolved in the last five years. Increased demand from multinational companies and a greater emphasis on recruiting and staffing will generate the biggest buzz in the recruitment process outsourcing (RPO) industry in 2015 and beyond.
“RPO firms will continue to evolve and be able to provide solutions to meet the changing needs of the world’s best companies.”
As human resource outsourcing (HRO) firms continue to meet the challenges of the RPO piece of the engagement, they will step up their partnerships with RPO firms to deliver recruiting and staffing services.“HRO firms that have either built an in-house RPO delivery engine or have partnered with RPO firms will have a market differentiation,” RPO Analyst said.
While the mid-market has its own unique differentiation’s when it comes to talent acquisition, the foundational recruiting elements remain the same. Some may be surprised to find that the models proven largely successful among enterprise RPO deals are the same ones proving effective results for mid-market companies. Utilizing RPO’s standardized recruitment expertise and technology enabled solutions to build and maintain an active candidate pipeline, RPO has actually helped to level the playing field for many mid-market companies competing with larger organizations for the same talent.
The advancement of technology-enabled RPO has also greatly benefited the mid-market by helping to provide improved efficiencies for better productivity, enhanced communications for better candidate experiences and robust metrics for better decision making. Boasting unique value propositions that set mid-market organizations apart from larger companies, RPO’s expertise in assisting with employment branding also helps to enable mid-market companies to better communicate these distinct attributes.
From an economic standpoint, RPO’s ability to offer scalable support without fixed resources provides a cost advantageous value proposition to mid-market organizations that are more vulnerable to the ebb and flow of financial variability. Fixed pricing models also make RPO a very attractive solution to a company’s CFO. With experienced recruiting resources on hand to provide both subject matter and recruiting trend expertise, some companies can reduce or eliminate the need for expensive recruitment agencies. Finally, RPO better enables mid-market organizations to maintain a more stable internal recruitment capacity through good times and bad, which helps provide an additional competitive edge against competing companies of all sizes.
It’s also important that a company view RPO as a partnership and extension of their existing business, not as a means to hand off all responsibility for the recruiting process.
