FACT SHEET
A Recruitment Process Outsourcing (RPO) solution supports part or all of
a company's permanent workforce hiring through a comprehensive set of
external recruitment resources. Offering scalability, cost savings, process
excellence, a technology stack and predictive analytics, an RPO program
delivers access to critical talent quickly using world-class recruitment
methodologies.
Most importantly, solutions can be customized with a specific set of
services designed to directly address an employer's needs and recruiting
challenges. Recruitment resources can be scaled up or down based on
changing hiring requirements, providing employers a high degree of
agility. Some providers also offer career transition services to employers
downsizing their workforce, creating a true end-to-end solution.
Through an RPO, employers can:
• minimize hiring costs by reducing reliance on
third-party agencies
• build a robust talent pipeline through candidate
engagement and employer branding
• mitigate risks with compliant hiring practices
• enhance workforce planning and execution using
analytical insight
There are several considerations when determining what type of RPO solution
is best for your organization. The four main types commonly offered in the
market include:
• end-to-end RPO – an ongoing solution encompassing all services
involved with permanent recruitment, including technology
investments. An end-to-end solution produces the greatest savings,
efficiencies, hiring outcomes, satisfaction and compliance, but is
also the most complex and time consuming to implement. The RPO
provider will deliver onsite and offsite resources that consult hiring
managers, process requisitions, source and screen candidates, schedule
interviews, prepare and present offers, and conduct onboarding
activities. End-to-end RPO often evolves through value-added services,
such as employer branding and contingent workforce management.
• project RPO – an end-to-end approach applied to a specific project,
such as a new product launch. Project RPO is an effective solution for
organizations that wish to maintain internal recruitment capabilities
for day-to-day hiring, but need the benefits of an end-to-end
approach for the project in scope.
• selective RPO – addresses and strengthens specific components of an
employer's internal recruitment process. For example, many companies
strictly outsource sourcing and screening processes, retaining critical
services such as interviewing and offers. Buyers receive best practices
for the services in scope only.
• Recruiter on Demand (ROD) – provides as many recruiters as needed to
help companies address a spike in hiring, a new business initiative, a
product launch or for any related business reason. An ROD solution
allows the buyer to add recruitment capabilities immediately, without
any need for process changes or technology implementation. However,
its impact is the least transformational and results in no permanent
improvements in processes.
What is it? What are the various models?
The RPO fact sheet: 5 Q&As to help you understand recruitment process outsourcing
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