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Top 7 Benefits of RPO (Recruitment Process Outsourcing)

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Key Takeaways

What is Recruitment Process Outsourcing (RPO)?

RPO is the total or partial outsourcing of a company’s internal recruitment function to an outside specialist or external organization that acts as the company’s recruiting arm. An RPO can sit on-site or be remote to provide the client with a comprehensive hiring solution.

A primary reason for hiring the services of an RPO is when companies lack consistent processes and knowledge of advanced recruiting technologies. Companies often do this when they struggle to find talent for a crucial, niche role or have so many openings that the current recruiting team cannot meet the volume of demand. They also may do this when they are challenged by the lack of long-term or short-term strategic workforce planning.

RPOs can solve challenges in recruitment such as:

  • Strategic candidate sourcing
  • Screening
  • Interviewing
  • Recruiting
  • Onboarding
  • Needs assessments
  • Employer branding
  • Process reviews
  • Reference checking
  • Workforce planning

 

The Top 7 Benefits of Outsourcing Recruitment

These are the seven top benefits of outsourcing recruitment and why you should hire an RPO today.

 

  1. Reduced cost

The main advantage of working with an RPO provider is its cost-effectiveness. While it may seem like extraneous expenses to hire an RPO provider, it will save your company money in the long run. RPO providers can scale up or scale down depending on your hiring needs.

As the saying goes, time is money. The longer a position remains unfulfilled, the more your company loses potential growth and revenue. RPO providers will fill your roles fast, saving you time and money on sourcing candidates, recruiting them, and onboarding them.

 

  1. Better quality candidate profiles

One of the main reasons companies work with RPO providers is to find higher-quality candidates. RPO providers are experts in sourcing, screening, and presenting the top of the talent pool to meet the needs of an open role.

They have a well-cultivated talent pool and know the proper channels to seek candidates with the right experience-level fit for the position. Expect to be presented with only top-tier candidates who have the right background and experience.

 

  1. Faster hires

According to the 2016 SHRM Human Capital Benchmarking Report, the average time to hire for an open position is 42 days. RPO providers can speed this process up. They work closely with hiring managers to understand the job requirements and implement service level agreements to fill the roles within a specific time frame. Because of their rigorous screening and onboarding process, they can provide a quick and efficient hiring process.

 

  1. Reduced risk of turnover

It’s a gamble when hiring an employee. You never know whether or not the employee will stay in the company, and nobody wants a new hire to leave your company within six months after spending time and money training them.

RPO providers ensure they determine and analyze the root cause of fast turnover hires. They then use this knowledge and execute solutions from talent sourcing to a refinement of the onboarding process to identify candidates likely to stay longer than the probation period.

 

  1. Allow the team to focus on their core business goals

RPO providers support crucial human resource functions of recruiting. They can handle end-to-end candidate sourcing and recruitment so your human resource team can focus on learning and development, and employee growth, allowing your business needs to be met and emphasis to be placed on growth.

 

  1. Larger talent network

Recruitment is becoming a crowded marketplace with more companies competing for the best talent. RPO providers have extensive global candidate databases that can help you access the best candidates you would otherwise have no access to. As this is in the core business of the outsourced firm, they come across numerous profiles in a day, which allows them to build such extensive networks.

 

  1. Leverage advanced technology

Modern technology has streamlined the recruitment process from talent sourcing to onboarding. Tools used by recruitment outsourcing specialists such as machine learning, artificial intelligence, and online psychometric tests help identify the qualities of the best candidates. These tools can be expensive and time-consuming to adapt to your existing team, so instead, you can leverage these advanced technologies with an RPO provider.

 

Why are companies outsourcing processes like recruitment, PEO/EOR, and other HR operations?

Outsourcing has become a necessary part of business today. While smaller businesses try and keep everything in-house, the larger a business grows, the more essential it becomes for a company to outsource particular functions. From accounting to legal services to HR, almost every unit or operation of a business can be outsourced. There are numerous benefits to this, such as reduced operational costs, access to expertise, and improved company focus.

Human resources are a necessary yet complex function for any organization. As a result, more companies are outsourcing HR functions to professional organizations because it is cost-efficient, saves time, and is effective.

A combination of RPO providers and Professional Employment Organizations (PEO’s) ensures that an HR team can meet tight recruiting timelines. They might also assist you in hiring and onboarding staff and ensuring the employees’ salaries are paid on time. Your business does not have to worry about finding or hiring new staff or compensating current staff for an increased workload.

One of the most important reasons companies outsource functions is that it is effective. Outsourcing solves immediate problems and provides processes and long-term solutions to your business. In particular, RPO’s and PEO’s ensure recruitment, salaries, and benefits compliance.

 

Why work with specialized RPO providers?

When seeking an RPO provider, it is crucial to find one with the necessary expertise and a good reputation, as that allows you to focus on your own core business needs.

Specialized RPOs can create custom solutions for your needs, and they understand the right avenues to find the best hire. Online may be an excellent way for digital-based roles, but referrals are vital for C-suite positions.

It can also be challenging to evaluate the skills of potential hires in specific fields. A specialized RPO provider has the know-how to identify the right skills, attitudes, certifications, and training needed for particular roles. They can also point out warning signs to avoid in candidates.

 

What to look for in an external partner?

Industry expertise – Not all RPO providers can hire for every industry. It is essential to work with one that has the experience to hire the right candidates within your industry.

Technology innovation – A key benefit of working with RPO providers is to leverage their modern recruitment technology. You want to work with one that uses these tools to seek out the best candidates.

Track record – Work with RPO providers who have a successful track record. You can check their website of past clients and even ask them for references.

Delivery method – Some RPO providers bill their services using a resource-based or performance-based model. Determine what would be best for your enterprise in order to be the most efficient.

Global scope – If you are a global company, check if the RPO providers can support multiple locations. It will save you money in the long term if you plan to expand abroad.

 

How Can INS Global Assist Your Business?

Having provided hundreds of clients in 80+ countries with HR solutions for more than 15 years, INS Global has the necessary knowledge and expertise to assist your business. We specialize in global recruitment, and we can help your enterprise find the talent you need to succeed.

Our recruitment experts can find talent globally, and our solutions can be tailored to fit the needs of your business. We also provide PEO services, which allow you to hire employees in different countries or territories without setting a distinct legal entity to improve onboarding and company streamlining.

 

 

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