Here’s a comprehensive list of FAQs to answer all your queries about Recruitment Process Outsourcing. Please navigate by clicking on the plus (+) sign. For further queries, please feel free to write to us.
While headhunters and recruiting agencies can be successful with certain single search solutions, they are paid to do one thing – fill the job with their candidate. On the other hand, a good RPO provider partners with you and brings a total talent awareness program which is all about the candidate experience.
With RPO, candidates get exposure to you and your employer brand at the launch of service. They see the company details, the job and hence, the desire to join is instantly there! They also have time to research the organization and prepare for the next steps in the recruitment process. The difference for you - the employer is, you have the final say over advertising content and selection process which ensures uniformity, transparency which further guarantees that the vacancy is not being oversold.
Recruitment Process Outsourcing Addresses The Following Areas
- Employer branding of your organization
- Intelligent technological applications
- Consultative approach
- Cost effectiveness
- Transparency & Compliance
- Partnership beyond the hire
- Complete accountability
We always recommend that an organization should look at an internal solution concurrently with assessing the benefits of RPO. Although an internal solution can sometimes look attractive however, it will require an increase in overall fixed recruitment headcount (vis-à-vis overhead cost) which cannot be flexed to deal with the natural peaks and troughs of demand.
In addition, an internal recruitment team needs to rapidly upgrade themselves with the latest trends and innovations to reduce reliance on headhunters and recruiting. This often emerges as one of your larger recruitment costs!
Essentially, comparing the costs between RPO and building an internal recruiting function is much more than looking at the dollar amounts and monetary savings. It also means looking at the value of allowing an RPO to take on certain functions so your current staff who can focus on fewer recruitment tasks enabling them to focus on strategic issues such as job profiling, assessment and selection, and onboarding.
Most companies are used to having a corporate or contract recruiter come in and immediately begin to fill positions (at least that is the assumption). Remember a corporate or contract recruiter is one person and one function assimilating into an organization. Often, the recruiter ends up taking over the administrative and transactional functions of recruitment process leaving little to no time left for deeper sourcing of qualified candidates. Usage of headhunters and recruiting agencies can remain at higher than desired levels.
On the other hand Recruitment Process Outsourcing will manage the entire process and divide up the roles and responsibilities to maximize effectiveness based upon the customized solutions designed. RPO will focus on the scope of the need and provide flexibility and consistency to achieve superior results.
The answer is 'No'. On the contrary, RPO solutions give you more control over recruitment by providing a single point of accountability, full visibility of recruitment activity and performance to the company apart from the HR and hiring managers. The principles and benefits of RPO can be applied to the recruitment management of core staff, fixed term contractors and limited company contractors.
If you currently have full time recruiters, RPO solutions may give you the opportunity to downsize or restructure. In many cases however RPO will often give HR the opportunity to refocus the time they save through RPO into more value adding HR functions.
RPO fee structures vary between placement based fees structures to retainer based monthly charges. We are able to offer flexible pricing models to suit the needs of our clients. To learn more, please contact us.
Our fees are based on what parts of the service you require. Most clients have made a savings on what they would have spent versus an internal recruitment team or using a traditional headhunter or a recruiting agency. A client-based need assessment will provide more detail on the level of cost savings that an RPO solution can deliver to your company.
We may well have experience in a given industry. That is not the basis for our successful track record in RPO. Instead it is our professional recruitment management approach that makes the difference. Our team comprises of members who have a proven track record, local market expertise and are passionate to perform. They possess the skills and ability to ask the right questions and manage the process effectively for any recruitment requirement.
There are no maximum or minimum limits to recruitment. If you're doing everything yourselves, then outsourcing can free up the time of your HR department and hiring teams. If you're using headhunters and recruitment agencies, then the benefits of outsourcing will create a better candidate experience, strengthen your brand as an employer, result in quality hires, increase employee retention and lower your total recruitment costs.