[TalenTrust LLC]

Recruitment Process Outsourcing (RPO): Is This New Trend a Solution for You?


As the name implies, recruitment process outsourcing means transferring all, or part, of your recruitment activities to a trusted outside firm. Many companies that have cut back their recruitment departments in recent years find outsourcing provides high quality, comprehensive support. And for companies with ongoing hiring needs, RPO can transform the recruitment function from a fixed cost to a scalable, flexible, and cost effective solution that helps achieve a long-term competitive advantage.

Outsourcing generalist functions like payroll and benefits administration have been common for many years. Recently, we're seeing a growing trend among companies toward outsourcing the recruiting function.

Partial or End-to-End Recruiting Support

Recruitment process outsourcing is not an all or nothing choice. It can mean everything from finding the right candidate to hiring a new employee and almost everything in between. Your RPO partner serves as a virtual recruiting department by providing an array of skills, tools, and activities.

The labor market has fundamentally changed in the past few years. People change jobs more frequently; there has been a shift toward more contract and part-time employment; and increasingly, technology is an important tool in hiring people with specific skills. These trends have meant an increase in recruitment activity and a movement toward RPO as a solution.

The biggest difference between RPO and what was done in the past is process. With RPO, the external partner assumes ownership of the process, while in the past outsource providers were part of the organization's internally controlled process. RPO is a highly consultative service. Your RPO partner may refine your current recruiting processes, use your existing technology and staff along with their own, or provide a complete end-to-end solution.

Depending on your need - or level of pain - you can outsource the functions that make strategic sense for your company, including any or all of the following: sourcing, screening, testing, interviewing, background checks and drug testing, hiring, on- boarding, maintaining applicant tracking logs and candidate files, reporting, and training. Understanding your needs and goals will help you decide what specific functions you should outsource.

Clear Understanding - the Key to a Successful Outsourcing Partnership

When it becomes evident that your current staff cannot support the recruitment function with the desired quality, speed and/or cost, it's time to evaluate whether RPO is the right option. A clear understanding of your specific problems and needs will help you decide what RPO services are appropriate. Here are some things to consider:

Level of internal resources
Anticipated increases in hiring
Desire for more consistent/accountable recruitment
Pressure to reduce recruitment expenses
Desire for improved candidate quality
Need for better recruiting technology
Executive commitment and support for RPO

Once you are clear on issues such as these, choose an RPO partner that aligns with your organization's culture, management style, and goals. With the right partner, you can improve candidate quality, increase recruitment responsiveness, decrease costs - and significantly influence your business success and competitive advantage.


TalenTrust is available to help you evaluate whether RPO would be beneficial for your company