Recruitment RPO: Why Is It Important For Your Business?


Recruitment RPO is a form of business process outsourcing. Here, an employer transfer all or a few parts of its recruitment process to a firm to a third-party firm dedicated to recruitment. RPO service providers offer focused teams of hiring specialists as well as account managers in order to find the right fit for your firm culture and boost employee retention. Recruitment RPO does not have to be all-or-nothing. Here, partial outsourcing is quite common and can be very useful to your firm.

Recruitment RPO helps your firm to hire a vast volume at a cost-effective rate. A lot of firms are still new to this new service line that a few staffing firms offer. This is a time to know how it works? It is a staffing firm that has a qualified team that helps the firm with specific types of job positions and is known to charge at a monthly flat rate. Using recruitment RPO services for your business will have numerous benefits, with the most meaningful being the countless savings on energy, time, and money for your business.

Is The Recruitment RPO Good For Your Firm?

Actually, Recruitment RPO provided high-volume for large businesses at a quite lower cost compared to the hiring options. However, RPO (recruitment process outsourcing) has evolved over the last few years to become the best flexible strategic talent acquisition solution with tons of additional benefits that can be adopted by small as well as medium-sized firms.

It is typical for human resources (HR) personnel in small firms to wear multiple hats: From managing employee relations to training, compensation, payroll, and other benefits, in addition to hiring top candidates. Smaller firms also have an unstable number of hires throughout the year, which makes it challenging to staff an internal recruiting team based on demand.

What Does Recruitment RPO Do For You?

With the help of a recruitment RPO, you may easily outsource factors like candidate screening, candidate sourcing, offer execution, compliance, interview logistics, and more. One of the most meaningful benefits of RPO is its compatibility. From outsourcing a typical set of services to managing your complete hiring process, you can choose the proper level of support you need.

Recruitment RPO is a very flexible and most effective solution for the complete spectrum of recruiting needs. Always remember that any good RPO provider must have a highly enhanced network and hiring process that will surely increase the efficiency of your hires. Also, recruitment of RPO increases your talent pipeline and also relieves HR, and prevents them from overstraining their resources.

What Are The Basic Types Of Recruitment RPO?

Recruitment RPO is not a one-size-fits-all. RPO offers you, several engagement models. According to the RPO experts, there are these three main RPO engagement types:

On-Demand Recruitment RPO:

A contract-based engagement with an eligible provider that knows the firm, its messaging, its overall processes, and the results they need. The contract defines a specified number of roles within a limited period of time.

Function-Based Recruitment RPO:

The recruitment RPO provider takes a piece of the firm's recruiting needs entirely off the firm's plate (For example - the IT department or an overall division of the firm).

Full Recruitment RPO:

Full recruitment RPO is the method to hire potential candidates when the RPO (recruitment process outsourcing) vendor provides a firm's entire internal recruiting function, involving access to the provider's full breadth of resources.

How Much Does Recruitment RPO Cost?

Cost is the first and most important concern when selecting which RPO model suits best suits your business needs. However, there is no exact answer to this question - How much does RPO cost? The amount may depend on the total number of hires, the culture of the firm, the timeline, and so many other factors. As such, the recruitment RPO industry uses unique pricing models that consider firms' flexible & varying needs. Following are the common RPO pricing models. You may use each of these models individually or combine one with another:

Management Fees

In this model RPO cost, the client and the recruitment process outsourcing provider agree on a certain fee for a specific number of qualified candidates. The payment term is generally paid monthly, whether the candidates make it to the next stage or not, to cover the costs related to sourcing.

Cost Per Slate

As its name says, this pricing method assigns a particular fee to a single successful hire. The fee is basically based on a specific percentage of the employee's salary. The cost per hire is an ideal solution for all the short-term RPO business models.

Cost Per Hire

If the cost per hire fees per a single successful hire, on the other side, the cost per slate method charges per set of skilled and qualified employees. The recruitment RPO provider must meet a particular number of candidates and then fee the business per set.

Cost Per Transaction

The recruitment RPO services provider bill several businesses according to the functions of their transactions completed in the model. For example, both the contractor and the client might agree on an hourly, per hire, or per volume fee in order to outsource the initial assessment function.

How To Choose The Right Recruitment RPO Partner?

Recruitment RPO brings amazing benefits to both small and large businesses. But, in order to experience the most benefits of the process, it is very important to choose an accurate contractor. Utilize your precious time in order to access the traits and abilities of the specific provider before jumping into any decision. The following questions can help you guide through the whole process:

  • Can the recruitment RPO provider address the challenges in your recruitment infrastructure?
  • Do they have direct access to a large talent pool? 
  • Are they qualified to meet your timeline?
  • Do they offer scalable & flexible options? 
  • Do their values align with that of your business and goals?
  • Are they friendly with the needs of your firm?
  • Can they guide you in choosing a suitable RPO business model?
  • Do they support the recruitment model that your business requires?
  • Are they capable of coming up with custom talent sourcing & acquisition strategies on demand?
  • Do they have capabilities to reduce their clients' turnover rates? What are their own turnover rates?
  • How do they plan to keep in constant touch with your hiring manager and other members of your internal team?
  • What other value-enhancing keys can they bring to the table except for recruitment?

Final Thoughts

There are plenty of recruitment RPO options available beyond the above common models. Some will be better appropriate to your business than others, which is why we suggest talking with one of our RPO experts who can help you make an informed decision. For that, you just need to visit us at - E Global Soft Services. Reach out to us now and see how recruitment process outsourcing tactics can save significant time and money while boosting your company's overall recruiting effectiveness.

A recruitment RPO provider's main purpose is to ensure that your business gets the best, qualified, and permanent hires, even in markets that are notoriously difficult. With an RPO, the time, energy, and expertise to source, screen, and onboard new staff ensure that your business gets the best talent.

The main role of the RPO recruiter is to find the most interested, qualified, and available talent that will be successful within the firm's culture. In order to get success in this, a recruiter or a hiring manager must constantly be on the lookout for any gaps in their knowledge of a particular position.

The advantages of recruitment RPO are listed below:

  • A broad & more effective candidate search. 
  • Reduce recruiting costs.
  • A scalable hiring solution.
  • Streamlined recruitment efforts.
  • Lower employee turnover.

Recruitment process outsourcing providers get paid for their work according to an agreement based on a number of positions. It is basically a monthly method which is also known as the management fee Model.

Recruiters are dedicated to hiring for a firm. So, while a staffing agency recruiter may select which job vacancies to fill at which firms, an RPO recruiter must keep working until the position is filled, regardless of how challenging the situation may be.