While recruitment process outsourcing (RPO) normally conjures up a solution that is associated with simply reducing cost to hire, RPO actually has a positive impact on a business both operationally and strategically, so it is not just an outsourcing solution that should be thought of during harder times.
Resourcing talent should be a fast and cost-effective process while still delivering a quality service for the candidate and efficiencies for the hiring manager. The process should reflect the employer brand and, above all, ensure the best candidate is sought for the position required. For large organizations that don’t have specialist recruitment teams, the procedure for filling a position can be a long, drawn-out process that incurs a number a number of internal challenges and hurdles.
An RPO provider will take a holistic approach to provide the right solution and quite often will be able to introduce simple yet effective processes that haven’t been possible for an overstretched HR team, such as competency-based interview tools for hiring managers or candidate management contact schedules to retain candidates through the difficult counter-offer/notice period.
