You might have heard about Business Process Outsourcing abbreviated as BPO. But what about the term RPO? Well, now, a seasoned HR (human resources) would be quite familiar with the term Recruitment Process Outsourcing or RPO. For those who are not aware of it, let us discuss RPO staffing, which is one of the crucial parts of workforce planning, and whether or not your business needs it.
With RPO staffing, your firm can outsource factors such as sourcing and screening a candidate, offer execution, interview logistics, compliance, etc. One of the most significant benefits of RPO staffing is its flexibility. From outsourcing a particular set of services to managing your entire recruitment process outsourcing, you can effortlessly choose the exact level of support your firm needs to grow.
RPO is a flexible as well as a highly effective solution for the full spectrum of recruiting needs. Remember that any good RPO provider should have a highly improved network and hiring process that will increase the quality of your new hires. This increases your talent pipeline while simultaneously relieving HR (human resources) and preventing them from overstraining their resources.
Most firm owners worry about outsourcing such a vital function to an external party. But the following reasons explain why companies need recruitment process outsourcing or RPO staffing services for their survival:
After acknowledging the basics of RPO staffing, it is time to learn about the common types of RPO staffing models. Let's have a look at them below:
With the end-to-end RPO staffing model, all the processes implicated in recruitment or talent acquisition are trusted by a third-party firm so that they can hire the best candidates for their firm. The recruitment process outsourcing service provider is liable for the functions that impact the entire life-cycle of the particular candidate in the company. These procedures usually include:
The end-to-end recruitment process outsourcing business model is a long-term engagement that usually stays at least a year. It is ideal for those firms that require continuous hiring and businesses that have no expertise in talent acquisition. An end-to-end RPO service provider may also perform the project on-demand or contingency hiring as needed.
#2 Project RPO Staffing
The project RPO staffing model covers all the processes involved in the end-to-end RPO model but only on a short-term basis, generally months. Basically, the business engages the RPO provider in order to handle the talent acquisition needed for a particular project. Once your project ends, the contract between the recruiting services provider and the company also ceases. Here are a few businesses that will best benefit from the project-based RPO staffing services
Although the business and RPO staffing provider relationship is connected to the project, this model is not generally a one-and-done deal. Some companies use project RPO as a testing ground to see if the contractor can fulfill their long-term needs or not.
#3 Selective RPO Staffing
Selective RPO staffing services, also known as limited recruiting services. The selective model of RPO staffing involves outsourcing only specific recruitment functions. This RPO engagement model helps a firm prevent recruitment blockages and assures a smooth flow of the entire hiring process. It is an ideal model for businesses with solid power in specific hiring-related tasks.
Some of the typical functions empowered by this model of RPO staffing
#4 Recruiter on Demand RPO
This model of RPO staffing is usually used for projects with briefer timelines. Recruiter on-demand offers industries speed as well as flexibility.
Some of the services that the recruiter on-demand RPO model use have the same principles employed, such as GrabFood, Uber, and other logistics services. These providers are wiped as needed, and the engagement finishes as soon as the service is provided.
#5 Contingent Recruiter on Demand
Sometimes the need to fill particular positions becomes critical. In these situations, firms turn to contingent recruiters on demand. This model of RPO staffing is usually used to increase the efforts of the firms in order to hire potential candidates, mainly to improve speed.
In this setup, the RPO service provider is not the only one that is working toward filling the vacant positions. They compete with the company's internal hiring team, the direct applicants, or even another RPO provider. As such, the contractor only gets paid when they make a successful hire.
What makes a good recruiting system? Here we have compiled a checklist of the five qualities you should look for when choosing a good RPO system. Let's acknowledge them:
RPO staffing systems are not one-size-fits-all. A good recruiting system is one that effectively fits the specific needs of your firm. Whether it is a small or a medium-sized business, it does not have all of the same hiring needs for its agency. You need to map out your business' human resources (HR) needs so that you can choose the right RPO staffing system that best fits. Even better, some recruiting process outsourcing systems can be tailored so that they can fit your business's specific needs.
#2 Boosts the Candidate Experience
More important than all the qualities is how the system works. Is it logical as well as easy to use for your candidates? What about your recruiting teams? Does it facilitate all the application processes, cutting down on organizational tasks and relative information? A good recruiting system is one that creates a positive user experience for all that use it. The user experience a particular applicant has on your firm's career website is important. Not only does it impact whether an applicant applies or gives up partway through the process —but it also recalls your firm's brand.
#3 Performs Strong Searches
Online job boards or social media platforms can lead to huge applicant pools. A good recruiting system is needed to fastly and correctly parse resumés by keywords to sift out the top candidates. While choosing your modern applicant recruitment process outsourcing system, consider the power as well as the speed of the system's search engine. Also, the ease of its use and how it shows the search results. Look for the appropriate service provider that displays results logically. This way, your team can quickly understand and apply.
#4 Compatible with Your Career Website and Other HR Tools
The key to choosing a good recruiting system is also figuring out how it fits with your career website and any other HR (human resources) tools you may use. Is the RPO staffing system you choose compatible with your existing tools? Thus, simply think about these questions while choosing a recruiting system for your firm.
#5 Automates Your Recruiting Tasks and Workflow
A good recruiting system is one that holds your team on track by simplifying and automating executive tasks and also by setting out a logical workflow. Look for a recruiting system that integrates with your email system. Also, that provides alerts to your team when they are coming up to a deadline or when a particular candidate has spent too long at any stage in the recruiting funnel.
#6 Supports All Data-Driven Decisions
Last but not least, when choosing your recruiting system, look for one that is capable of delivering useful data, reports, and also advice. For example, with a good recruiting system, you will have all your stats on how many of your successful job applicants came from one job board versus another or if your most booming source of talent is employee referrals, job boards, social media, or your own career website.
Let's wrap up! In this comprehensive blog, we have discussed all the aspects of RPO staffing. From its introduction to its importance. From its types to the several qualities, it should contain.
Our one and only mission are to make you aware so that you make a knowledgeable decision and choose the best RPO provider who is honest and provides you a service that exactly matches your business needs. Reach out to us at E Global Soft Services and see how RPO tactics can save important time as well as money while increasing your company's overall recruiting performance.
Recruitment process outsourcing, abbreviated as RPO, involves an employer turning the duty in order to find potential job candidates over to a third-party service provider.
There are five different types of RPO services. These are Enterprise RPO (long-term company-wide and job/location specific), short-term project RPO, point-of-service/limited RPO, consulting RPO, and emerging RPO services.
In short, Recruitment Process Outsourcing, shortened as RPO, is a form of Business Process Outsourcing that is shortened as BPO where an employer transfers all or part of its recruitment processes to an external service provider, whereas business process outsourcing is the contracting of non-essential business tasks to a third-party provider.
Once you have developed an inner involvement plan and selected an RPO staffing service provider, it's time to implement recruitment process outsourcing solutions for your firm.
Following are the steps to process recruitment process outsourcing: