Simply put, the definition of recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Therefore, RPO means using a third party provider to manage the process of acquiring new staff members. RPOs can provide end-to-end support or just specific pieces to the recruitment puzzle, depending on your talent acquisition needs.
What are some of the benefits?
In today’s environment every penny is being watched and all areas of the business are working to reduce costs without disrupting service levels. A RPO can assist with finding the savings opportunities and quantifying the results. Costs associated with recruitment include job board advertisements, background screenings and Applicant Tracking Systems (ATS) -to name a few. With the RPO model, all these costs are rolled into the program.
Additionally, metrics HR professionals measure closely when looking at recruitment are cost-per-hire and time-to-hire. By decreasing the cost and time to hire new employees additional savings are achievable. By having a team of professionals support your recruitment efforts a much more streamlined process is readily available along with the ability to ramp up and down your recruitment team based on hiring trends within your company without having to keep a large recruitment on staff during the down times.
Improving Recruiting Effectiveness
Qualified candidates may be a challenge to find. As described above, it is imperative that the time-to-hire per position is as quick and efficient as possible. Therefore, having a RPO team on board, they have a much larger network to pull from and can reach more candidates, faster. This even includes having a pool of passive candidate who may not be actively looking for a job that the firm can reach out to.
If your company is experiencing rapid growth or seasonal spikes, outsourced recruiting firms will decrease the strain on existing staff members. Outsourced firms will have dedicated resources, recruiters with more experience, best-in-class technology, and increased access to social recruiting methods that will help to streamline the entire process and make the quality of your internal staff’s workload easier to manage. This will also allow for your internal teams to focus on their core responsibilities and to grow the business more effectively.
Coordinate Recruiting and On-boarding
The ability to successfully integrate sourcing, recruitment, hiring, and on-boarding is critical for any HR department or business. Time-to-hire and increased turnover will occur if the process of taking a candidate through a full recruitment life-cycle is overly complicated, takes too long, or feels disjointed between how HR functions compared to the hiring manager. Simple integration of this process can lead to happier candidates (and hiring managers) which will yield much more successful employees.
If recruitment is an area where your business can benefit from more structure and if done correctly will bring in the most qualified candidates, in the quickest amount of time, for a reasonable cost, you should explore in more detail if a Recruitment Process Outsourcing Firm is the correct solution for you.
To learn more about how Source Once Management Services can help you make the best selection of a RPO firm, contact our RPO sourcing experts today. In the meantime, Happy Recruiting.