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recruitment process, recruitment solutions, recruitment strategies

RECRUITING PROCESS OUTSOURCING 

RPO PROGRAM BENEFITS

Access to high-quality talent


The key primary purpose of an RPO program is to ensure companies get access to the best direct hire talent. An RPO recruiting team’s sourcing expertise and recruiting methodologies ensure you acquire high-quality direct hires to meet your strategic business goals. Leading RPO solution providers have some of the largest candidate databases in the industry, which can be leveraged to aid clients that have experienced difficulty accessing candidates with critical or niches skill sets.




Compliance and risk mitigation


RPO program providers can help companies mitigate the risks associated with non-compliance hiring practices. RPO program teams include employment laws and regulations subject matter experts (SMEs). These SMEs keep current with ever changing national and global laws and regulations to ensure compliant hiring practices at your company.




Cost savings advantage


The right RPO program will help companies minimize hiring costs by centralizing sourcing and recruiting processes and methodologies. These methodologies help drive deeper cost savings than a traditional recruitment model. RPO programs’ analytic and reporting capabilities provide companies with visibility into cost savings. These capabilities also track RPO efficiency data such as time-to-hire, cost-to-hire and quality-of-hire, among other reporting criteria.




Flexibility and scalability


The right RPO program will help companies minimize hiring costs by centralizing sourcing and recruiting processes and methodologies. These methodologies help drive deeper cost savings than a traditional recruitment model. RPO programs’ analytic and reporting capabilities provide companies with visibility into cost savings. These capabilities also track RPO efficiency data such as time-to-hire, cost-to-hire and quality-of-hire, among other reporting criteria.




Reduced advertising cost


An RPO program is typically responsible for recruitment advertising, relieving your company’s HR department of this task and its associated costs. Recruiting advertising costs tend to increase quickly, especially if a company is engaging numerous sources to locate candidates. While attracting high-quality candidates is critical for companies, the need to contain costs is also important. Designating recruiting advertising as an RPO program task centralizes the process and leverages the RPO’s provider’s candidate sourcing resources.





WHAT IS RECRUITMENT PROCESS OUTSOURCING (RPO)?

Recruitment Process Outsourcing (RPO) programs are a recruitment solution that provide talent acquisition services for professional positions for companies seeking high-quality in-house talent quickly. A company may outsource their internal recruitment processes to an external RPO firm that will leverage a comprehensive suite of recruitment processes and resources. RPO programs are one of the leading recruitment strategies used to find expert talent for companies globally.

Typically, an RPO program will have an assigned talent acquisition team with expert recruitment process knowledge. An RPO solution simplifies the talent acquisition process by embedding recruiters onsite at the client site, within their HR department. RPO programs are supported by leading applicant tracking system (ATS) technology. Market intelligence, predictive analytics and reporting capabilities are also important components of a successful RPO program.

Your RPO program can be customized to address your company’s specific program requirements. Some of organizations may outsource their end-to-end recruitment processes, while others may decide to outsource only certain tasks, or may engage RPO services on a project basis. 

GSC’s RPO model will provide your organization with a comprehensive suite of professional recruitment services that will directly address your professional recruitment goals and challenges. Our solution is also an agile one that can easily be scaled up on down based on your market and hiring needs.
 

Differences Between RPO and Traditional Recruitment

At first glance it may seem that RPO services and traditional recruitment are one and the same, after all, both models fill positions for a client. However, there are key differences that companies need to be aware of when choosing an RPO partner. The relationship between an RPO provider and a company (buyer) is considered a partnership, versus the buyer-vendor relationship that exists between a traditional staffing firm and a company. 

A key difference between RPO recruitment solutions and traditional recruitment is that an RPO program is embedded within a company’s HR department, uses recruitment strategies alongside the HR department, and it fundamentally changes the way a company sources and recruits direct hires. Effectively, a company transfers part, or all, of its recruitment processes to an external RPO provider. 

An RPO program has a consultative element, as the RPO team is responsible for the design and management of the company’s recruitment processes and assumes responsibility for the results. It is a strategic relationship that focuses on the placement of direct hires, versus contingent workers. An RPO provider uses the latest technology to not only drive process efficiency, but to also provide data analysis and reporting that illustrates the health of the RPO solution.
 

rpo models

End-to-end RPO


An end-to-end RPO program is an ongoing solution that can be implemented as a global enterprise solution or for a single business division or a few markets. It is an ongoing RPO solution that includes all services that are typically a part of direct hire employment. It is a very complex solution that takes months to implement and requires extensive change management. End-to-end RPO grants companies the most cost savings, streamlined processes, successful direct hire outcomes and thorough compliance. End-to-End RPO program services include onsite or offsite recruiting teams, requisition processing, candidate sourcing and screening, interview scheduling, offer preparation and presentation, and onboarding steps.




Project RPO


Project RPO is an ideal solution when speed is of the essence for a company. This solution leverages the benefits of an end-to-end solution for a specific project with a finite end date. It can be deployed almost immediately, and companies are not committed to a long-term arrangement. With Project RPO you enjoy efficient processes, dedicated recruiters and the latest RPO technology tools while maintaining your day-to-day hiring recruitment processes internally. Project RPO supplements a company’s internal resources for the life of the specific project for which it is engaged.




On Demand RPO


Like Project RPO, an On-Demand RPO solution can be implemented quickly and does not require a long-term commitment. It is highly scalable and flexible, and its duration is more short-term than a Project RPO engagement. Recruiting capabilities can be added immediately by adding RPO recruiters to your company’s team to quickly address hiring spikes that may come about due to a new business initiative. Unlike an end-to-end RPO, companies are responsible for the day-to-day management of the RPO recruiters added to the internal team. On-Demand RPO does not include technology implementation nor is there recruitment process optimization. It should only be engaged for short-term projects and only if your company already has strong sourcing and recruitment methodologies in place.




Partial Cycle RPO


If your company is launching a new business initiative with a tight timeline or you are experiencing rapid growth, a Partial Cycle RPO will help you quickly scale up your internal recruiting team. In a Partial Cycle RPO engagement, companies can choose and leverage any combination of RPO services. Perhaps you only need help with candidate sourcing and screening, or you may need to outsource not only candidate sourcing and screening but also onboarding. GSC will work with you to create a customized solution.




Contingent RPO


Like Project RPO, an On-Demand RPO solution can be implemented quickly and does not require a long-term commitment. It is highly scalable and flexible, and its duration is more short-term than a Project RPO engagement. Recruiting capabilities can be added immediately by adding RPO recruiters to your company’s team to quickly address hiring spikes that may come about due to a new business initiative. Unlike an end-to-end RPO, companies are responsible for the day-to-day management of the RPO recruiters added to the internal team. On-Demand RPO does not include technology implementation nor is there recruitment process optimization. It should only be engaged for short-term projects and only if your company already has strong sourcing and recruitment methodologies in place.





Selecting a Genuine RPO

A well-informed decision should be a key component of your business strategy when selecting an RPO provider or any recruitment solutions. It is prudent to review an RPO provider’s track record of successful RPO programs. Be sure to distinguish between a genuine RPO provider and staffing firms that claim to offer RPO services but, in actuality, provide direct hire placement. 

A true RPO provider will offer a recruitment strategies, strategic partnership, have a team of dedicated RPO recruiters assigned to your company, use the latest technology tools, and provide you with program analytics and reports to continually measure the health of the program. It is a strategic consultative partnership. When selecting an RPO provider for your company, ask questions that focus on their expertise. Ask for examples of their successful RPO implementations and programs. Be sure that their culture aligns with your company’s culture. 
 

rpo TECHNOLOGY TOOLS

RPO providers understand the importance of keeping up with recruitment technology to improve the candidate experience and to drive positive hiring outcomes. An RPO solution may rely on a combination of the following technology tools:

Applicant Tracking Systems (ATS) 

An ATS is an application that helps recruitment process outsourcing providers organize and track candidate application information, prospects, experience, and skill set, and other information. 

Candidate Relationship Management (CRM) 

A CRM is an application used to manage and cultivate relationships with current and potential job candidates. It automates the communication process with candidates to improve the candidate experience. 

Dedicated Career Site 

Oftentimes RPO providers will develop a dedicated career site for a company to facilitate the candidate recruitment process. In some instances, an RPO provider will use a company’s dedicated career site. 

Internal Talent Community Platform 

Establishing a talent community is a great way to build brand affinity with potential candidates, existing candidates and active workers. It also improves the quality of candidates. 

How Much Does an RPO Cost?

RPO rates are typically based on a monthly management fee and placement fee. Depending on the type of RPO solution, there are other fees companies may need to consider. For end-to-end RPO solutions companies need to guarantee a minimum volume of hires to arrive at a baseline cost estimate. For Project RPO engagements it is possible to get a more accurate estimate because they typically have a defined scope and volume. 

Ultimately, the cost of an RPO solution depends on the type of RPO engagement and the scale. Companies will need to work closely with their RPO provider to arrive at the cost of the RPO solution they select. 
 

Is an RPO Solution Right for Your Company?

An RPO solution can be a great strategic option for enterprise-level and medium-sized companies that need to outsource their sourcing and recruitment processes and methodologies. Companies considering engaging an RPO solution need to conduct an internal analysis to help them assess their need. Key questions to consider as part of your analysis are: 

  • Why is your company considering outsourcing?

  • Do you need to outsource your entire sourcing and recruitment processes? Or does your company need to outsource a few steps or functions of your overall process?

  • What are the strengths and weaknesses of your current hiring process? 

  • Do you need a short or long-term RPO solution?

  • Do you have a clear picture of your budget? 

If you are considering an RPO program and would like more information regarding GSC’s RPO solutions, click here to learn more. 
 

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