Hiring top talent is a resource-intensive process, that several companies find challenging to handle, but thankfully, you can always find someone to do the heavy lifting for you. That’s the basis of Recruitment Process Outsourcing, fondly referred to as RPO recruiting.
What is RPO recruiting?
It’s quite straightforward. RPO recruiting is a hiring model that requires you to transfer the ownership of your hiring process, either fully or partially, to a third-party specialist.
This recruitment technique makes it increasingly efficient for companies to scale their human resource without increasing budgets to facilitate an in-house recruitment team or hire recruitment agencies now and then.
So, what is an RPO recruiter?
An RPO recruiter is simply a service provider that can offer RPO recruiting services. One of the main reasons for taking this direction when it comes to hiring is that RPO recruiters are the key to hiring at scale, which means that you can meet your labor needs without spending a lot of time, money, and effort.
What’s the difference between RPO and traditional recruitment?
The main difference is that RPO recruitment does not just hire permanent staff on an ad hoc basis. Instead, an RPO provider will be part of the organization that hires them, which changes the way that such a business acquires its talent.
While no two RPO providers will offer the exact same services, it’s expected that an RPO provider takes ownership of the hiring process, and be strategic when it comes to designing a recruitment model. That’s why it’s commonplace for RPO providers to use the latest recruitment technology, advanced data collection and reporting tools, and other advanced inputs to enhance the recruitment process.
Types of RPO models
Since each organization has unique hiring needs, there are about four different RPO models to suit these needs. These models include:
1. End-to-end RPO
This RPO model covers all permanent hiring services, and also technology investments. This model is the most efficient and best at saving costs but is also the most complicated to implement.
However, it’s usually worth the effort, considering the benefits and high customer satisfaction levels that are associated with it. What’s more, as end-to-end RPO evolves, it comes with value-added services like employer branding, consequently enhancing the quality of hires.
2. Project RPO
This RPO model is best for one-time projects such as opening a new branch or a new product launch. With this model, you can tap into the benefits of end-to-end RPO without doing away with your internal recruitment team. When the project is over, you’ll simply return to your internal hiring processes for your regular hiring.
3. On-demand RPO
This one is quite similar to the project RPO mode, but it’s even more short-term. Say you have a spike in your hiring needs, and you need a more experienced team to help you sail through – that’s where you engage on-demand RPO.
The experts will make it possible for you to hire at a faster speed, but then they’ll withdraw once they’ve filled the required positions. Of course, you won’t enjoy the additional benefits like technology implementation, employer branding, and talent marketing.
4. Selective RPO
Now this is even a shorter engagement with an RPO team. This model is meant to enhance individual parts of your hiring process. If, say, you don’t think that your screening process is effective enough, you can use selective RPO to handle that, and then you can work through the rest of the process. You simply get best practices for specific parts of the hiring process.
And there you have it
RPO recruiting is an interesting way to upgrade your recruitment procedure to make it more effective and efficient. As you can expect, you will only get the best results from teaming up with expert providers like Kinetix, due to their exposure and experience in this field.
So engage the best RPO provider that you can find today and enjoy the benefits. Happy recruiting!
