Germany’s personalmagazin explains the value of an RPO talent model and how it differs from traditional recruitment services. Options discussed include complete end-to-end RPO services, project-based RPOs for a specific timeframe or number of hires, and selective RPOs in which only certain services (such as C.V. screening or active sourcing) are outsourced.
While these services are frequently considered by large organizations, the RPO model can also work for companies of all sizes. Flexibility and scalability are hallmarks of the offering, which is designed to meet changing demands and actively source the best talent. Services are provided by a dedicated team of specialists working either remotely or at the client site.
Engaging in an RPO has many benefits including: a reduction in workload by outsourcing all or parts of the recruitment process; building a client-owned talent pool; and having access to dedicated specialists with market knowledge and technology savvy.
Randstad Sourceright’s Ronald Kreugel shares insights [translated]: “The service provider is often involved in the HR strategy of its client and acts on behalf of the client during the candidate search … RPO allows fast and flexible adaptation of recruitment activities and changing requirements.”