Is A Recruiting RPO Solution Right For Your Firm?


Recruiting RPO has the ability to support all of your firm's permanent workforce hiring via a complete set of external recruitment resources. Also, it offers process excellence, cost savings, a scalable model, market intelligence, a technology stack, and predictive talent analytics. Your recruiting RPO model can be customized with a particular set of services so that it can directly address your company goals and recruiting challenges. Recruiting RPO resources can be scaled up or down based on different hiring needs. Also, it provides your firm with a high degree of agility. At the end of this blog, you will probably reach the answer of "Is a recruiting RPO solution good for your business"? 

What Are The Advantages Of Recruiting RPO?

Now, let's acknowledge the most prominent advantages of recruiting RPO below:

  • Recruiting RPO enhances workforce planning & also gains agility in utilizing market insights as well as talent analytics.
  • The RPO process finds and engages the right talent as fast as possible with innovative sourcing & screening methods. These methods include AI-powered recruitment technologies, proven talent marketing, and, most important, employer branding practices. 
  • It helps in minimizing recruiting costs by decreasing reliance on external third-party agencies. 
  • It helps to construct a more diverse workforce with the most equitable recruiting RPO planning and an inclusive culture.
  • Build talent pools for niche in-demand skills in order to source skilled talent faster. 
  • Gain specialized sourcing, candidate management, talent marketing, and onboarding expertise immediately without investing in internal resources
  • Reduces risks with compliant hiring practices
  • Recruiting RPO to build the process and technical infrastructure required to move toward a complete talent management model.

How Can You Figure Out The Right Recruiting RPO Solution?

Choosing the right recruiting RPO model depends on your firm's immediate challenge as well as future goals. Thus, answering the following questions may set you on the right path:

  • Do we need resources on a permanent or a temporary basis?
  • Do we want to transform our firm's current recruitment processes?
  • Are our firm use and costs always high due to useless internal hiring strategies?
  • Do we want our recruitment ability to reflect the most updated methods as well as practices?
  • Is our talent required urgent due to a new initiative or problems with the internal workforce?
  • Do we know how & when technologies, such as AI (Artificial Intelligence), recruitment marketing tools, candidate engagement solutions, or talent analytics, can best complement human brilliance in order to improve our recruitment results?

What Do You Need To Improve In Your Recruiting RPO Metrics?

With the help of technology, you can improve the following five popular recruiting RPO metrics:

#1 Quality of Hire

Let's first talk about the most important recruiting RPO metric, which is - Quality of hire. Measuring the quality of hire helps you so that it can be easy for you to figure out if you are regularly hiring top-performing talent. You need to measure the quality of hire (candidate) via their performance reviews, hiring manager satisfaction, and also tracking retention. Then, review your end-to-end hiring process to figure out where to make targeted progress. Might you simply need a bigger talent pool? Maybe your job ads need work, or your salaries and other advantages need to be more competitive. Rather than trusting what the candidate tells you in their resume, including assessment in the recruiting RPO process is a sure-fire method to improve the quality of hire.

#2 Time To Hire

You must know that the lengthy recruiting RPO processes increase direct hiring

costs along with indirect costs stemming from unfilled job roles in the firm. Further, a slow Recruiting RPO process increases the risk of candidates dropping out, especially during a talent deficiency. Definitions of time to hire are different between most firms. Basically, time to hire measures the time between a petition being handed to the recruiter or recruiting RPO and the candidate accepting the offer. If you find that your time to hire is much slower than your firm's average, look for blockages as well as manual processes in your hiring funnel, such as the application process, the assessment or screening process, and the interview process in the end.

#3 Candidate Experience

You must know that a poor candidate experience can cause top performers to drop out

of your hiring funnel. Moreover, frustrated candidates may probably spread the word about a poor hiring process online of the particular firm. Also, they can discourage others from applying there. Recruiting RPO technology can be leveraged to create a seamless candidate experience that prioritizes the user experience from the application stage to candidate communication, skills assessment, and interviewing. Technology can also be leveraged to deliver 24/7 candidate support.

#4 Cost Per hire

This includes the costs of recruiting a new employee, such as advertising, screening, interviewing, and hiring. We should also consider the cost of onboarding a new employee for a vacant job position, including training, as well as management time, lost productivity, impact on customer service, and most importantly, the cultural impact on existing employees.

These can be decreased by modifying and professionalizing the recruiting RPO processes and driving direct sourcing by the team. Efficiencies in recruiting the RPO process can be found by streamlining & automating the application process. Also, the screening process, and through smaller tweaks like automated interview scheduling & virtual interviews. External costs such as job ads and agency fees can be a powerful lever to reduce spending. Programmatic advertising tools smartly manage media budgets, while direct sourcing that uses AI (Artificial Intelligence) sourcing technology can drastically lower costs.

#5 Recruiting Diversity

If your team lacks diversity, one of the reasons behind this may be your recruiting RPO processes. Specific recruiting technology can help enhance diversity by addressing diverse talent pools and leveling the playing field by ignoring identifying data like age, gender, and ethnicity during screening candidates. In combination with recruiter and hiring manager training and a few other measures, technology can play a very important role in making powerful plans.

Final Words

The essential key to successfully engaging a recruiting RPO provider for services is to have a clear insight into what your firm is trying to achieve. Then, you can choose a recruiting RPO provider that best meets your needs. RPO is a business model where a firm outsources the management of the recruitment function to a third-party expert in order to drive cost, quality, service, efficiency, and scalability benefits.

You must remember that RPO engagements are not only about outsourcing your candidates; they are also about discovering the best partner who can help manage the process, people, technology, and strategy of your talent acquisition function. I hope this blog helped in a proper way to give you a proper insight into why recruiting RPO is important for your business. If you still have queries, Visit E Global Soft Services - We would love to answer all your questions in this regard.

You must know that the recruiting RPO providers also track every stage of the process, allowing them to collate real-time analytics. These detailed insights can fastly give you an overview of how the process is going and the capacity to make measured decisions if needs be.

Yes. Whether you are interested in diversity recruiting RPO initiatives, short-term project hiring, or a wide recruiting strategy, a recruiting RPO company can design a solution that will help you achieve your desired goals. Also, it promotes your brand without squeezing you into a one-size-fits-all recruiting approach.

A dedicated resource like a recruiting RPO partner will take care of all your team-building as well as recruiting needs. They will take care of the entire recruitment cycle. Here is a quick look that tells you how an RPO service provider works with your requirements: 

  • They study all the aspects of the requirements of the specific job role.
  • They conduct a detailed search via all their network resources.
  • They schedule interviews
  • They inspect references
  • They take care of all contracts such as Right-to-Represent, Pre-interview agreements, Non-compete agreements, as well as sub-contractor agreements.

A Recruiting RPO partnership gives 100% of scalability for firms in order to reduce hiring costs by utilizing innovative recruiting RPO practices and rich databases that only RPO services can provide. In addition, the best RPO providers can also cut a firm's costs per hire. A study by a leading offshore RPO firm showed that staffing firms could save approximately 31% on their cost per hire by partnering with an RPO provider.