3 Great Benefits of Recruitment Process Outsourcing (RPO)
Recruitment Process Outsourcing (RPO) is still a new concept for a lot of companies.
While some companies still don’t realize that there are endless options in the market today that can help them improve their recruiting process, others are far too adamant about sticking with conventional solutions because that’s the way they have always done it.
If you’re serious about achieving business growth, you should definitely be looking at leveraging RPO. Here are a few ways it can transform your recruitment process for good.
1) Mitigated Hiring Costs
Right now, most talent acquisition leaders expect their overall recruitment budgets to shrink in the post-pandemic era. Therefore, cost-effective hiring is now more important than ever!
One of the essential advantages of outsourcing recruitment is this type of hiring model’s visible cost-effectiveness.
The research study “Recruitment Process Outsourcing: A Case Study in Malaysia” analyzed an established company’s outsourcing recruitment process from beginning to end. The study found that RPO can greatly benefit firms by facilitating cost savings, providing access to fresh talent markets, and improving hiring efficiency.
Another 2019 article published on ClassicInformatics states that cost reduction is the most significant factor driving companies toward outsourcing today.
As a leader, a few crucial questions that can help you determine whether or not you’ll be able to see cost-savings for your company by outsourcing recruitment are:
- How do you calculate internal recruitment costs? Are you considering all factors?
- How is the outsourcing firm you choose calculating recruitment costs?
- How result-oriented is the outsourcing firm’s portfolio?
- Are there going to be any hidden or indirect costs if you outsource recruitment?
- Are there any industry-wide recruitment best practices that can help you cut down costs with outsourcing?
- Are you looking to hire specialized talent or high-impact hires through outsourcing? If yes, does the outsourcing firm hold prior experience to prove it will be successful?
2) Improved Scalability and Flexibility of the Recruitment Process
Next up, the hiring flexibility and scalability that recruitment process outsourcing provides HR leaders and hiring managers with is another factor in pushing a lot of companies to embrace this route.
This point is crucial because each company is different, and hiring needs can vary throughout the year depending on set targets and project requirements. With RPO, you can easily scale your recruitment plan up or down when needed.
At Recruiter.com, we recently helped a mid-sized staffing company that needed help with technical recruiting since it primarily specialized in filling in high-volume positions. The company neither had the resources to do such time-intensive searches nor the experience needed to recruit for such niche job descriptions.
While the firm did not want to turn down the opportunity to expand its revenue streams, it did not make financial sense to hire a new team of recruiters specifically to handle this recruitment and selection process.
The staffing firm worked with us on a per-placement basis, allowing the company to utilize the expertise of specialist recruiters as needed rather than hiring new full-time staff members. The company could augment its core business model through our flexible and scalable hiring function without hiring new full-time staff members. The staffing firm now actively solicits specialized roles in addition to its high-volume focus, leveraging our network to fill these roles on an on-demand basis.
This is just one example that demonstrates how recruitment process outsourcing can help organizations, both big and small, scale their hiring efforts and enhance recruitment flexibility as and when the need arises.
Many business leaders are now experiencing RPO’s scalability benefits firsthand.
During a recent conference, Cory Kruse, President at Orion Talent RPO Solutions, said, “Both mid-sized and larger companies have implemented integrated HRIS systems like a workday or something that has different modules. However, they’re still struggling at optimizing the different pieces of that, whether it’s the applicant tracking a piece of it or something that allows for the throughput of candidates or communication or branding, or marketing.
And that’s where RPO service providers fit in; we know how to optimize those, whether it’s in, and we know what hooks into HRIS systems and what works together with it.”
3) Better Employer Branding
In today’s times where unemployment rates are at an all-time low and good candidates don’t stay on the market for long, conventional perks like a good pay scale and paid holidays are no longer enough to attract top talent for open positions at your company.
Potential employees are now assessing firms by many other factors such as a smooth hiring and interview process, flexible work, company culture, and workplace diversity. Many candidates even check a company’s ratings on various online employment forums, social media platforms, and job boards to decide whether or not they should even be applying for a job.
Your employer brand is essentially the identity of your company as an employer. Close to 75% of active job seekers are likely to apply for an open position if the organization actively manages the employer brand.
When every aspect of your recruiting process is in sync with your overall organizational goals, your workforce becomes stronger.
One Aberdeen report found that companies availing RPO services are nearly 17- 20% more likely to have a high-quality workforce than companies that don’t help RPO services.
When your overall hire quality improves, you increase the chances of other good potential employees (active and passive job seekers) being attracted to your brand.
Opting for recruitment process outsourcing can enhance an employer’s brand image in many ways.
RPO service providers use various tools such as advanced analytics, chatbots, social media channels, and mobile solutions to build a company’s reputation in the job market. These efforts indirectly improve the number of qualified candidates attracted, which goes a long way in building a brand reputation for other potential candidates.
Therefore, it wouldn’t be wrong to assume that a good RPO service provider can definitely take you a long way in building a strong employer brand and attracting the most qualified candidates in the long run.
To know more about recruitment process outsourcing best practices and what you can do to effectively leverage this hiring process within your day-to-day workflows, get in touch with us at Recruiter.com!
We will be happy to guide you through the recruitment process steps and help you build result-driven workplaces that are also people-centric.
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