Why some Organizations are reluctant to go the RPO way (and why they should)
Recruitment Process Outsourcing (RPO) first emerged in the 1990s and has gained remarkable traction in recent years to become a $4+ billion global industry today.
Yet, some organizations tend to hesitate to take that much needed RPO leap. They fear to transfer all or even a part of their recruitment process to an external service provider. There is a perception that RPO’s suit only certain organizations and industries. Hiring the best fits for your organization means you need to have the time and the expertise all the time. That’s what specialist service providers bring to the table.
Some of the main advantages to go RPO:
RPO’s also skilfully handle all menial tasks of the recruitment process. Sourcing is their core competency and they have the resources, technology and methodology to attract talent for you more efficiently and effectively. They know where to look and what to look for better than anyone else and make sure your organization is presented as you want it to be.
A rigorous screening process ensures matching of skills, motivation and culture fitment. An RPO becomes your augmented talent brand representative reaching out to various communities continuously.
RPOs are dedicated to you and therefore accountable to meet your hiring plan. In addition to traditional recruitment skills that they provide you, they also bring a host of metrics and dashboards to help you monitor your recruitment process, costs and brand power and a flexible engine that can gear up or gear down depending upon business needs. Why build your own recruitment infrastructure when you can’t be 100% certain of your hiring plan in the next 1-5 years? You do not want to be saddled with higher fixed costs that cannot be deployed meaningfully all the time when you can access dedicated recruitment infra whenever you want with certainty
Cost management is a top priority for every organization, irrespective of size and industry and recruitment costs can add up before you realize. Costs are not just your in-house team but also job-sites, machines, travel, printing, communication, assessment tests, technology, etc. many of these remain fixed all the time. If you can get all of this done better a pay only for actual usage you would ultimately save costs and reduce your cost per hire (and if you are unable to measure this an RPO will ensure you can and control it)
Imagine having your own recruitment set-up that you can use leverage at any time for any skill for any location all the time? It will instil confidence with your business leaders to grow their business with any hesitation on talent availability. An RPO service provider brings talent intel right to your table – today’s and tomorrow’s. Talent leads your business and if you know where and how to tap this you will stay ahead.
An RPO engagement ensures you lock into the right talent at any time and be top of mind recall.