Recruitment Process Outsourcing: Is It A Recent Trend In HR? - Fusion
 

Due to its proven benefits of quality, control, visibility, and better hiring manager and candidate experiences, Recruitment Process Outsourcing (RPO) has been a popular vehicle for permanent workforce management in recent years. Understanding RPO and its fit into your HR strategy are essential to selecting the ideal provider.

Benefits of outsourcing the recruitment process:

  • Boost the quality of your hires: As part of an RPO team, your employees know how things work and how to find people who fit in well. RPO teams are industry specialists with broad networks and sourcing knowledge, ensuring access to the top personnel, even in challenging markets and continuous talent pipelines.
  • Boost the effectiveness of your recruitment: All permanent recruitment activity is centralized and managed by the provider in an RPO. Your HR personnel will then focus on other business goals due to this.
  • Strategy: Your resourcing strategy is tailored to your immediate, medium, and long-term demands according to workforce planning, a dedicated account team, and data-driven solutions. RPOs also have access to hundreds of various datasets, which can assist you in making data-driven decisions.
  • Candidates have a better experience: Candidates are bought into your culture when they go through a consistent, simplified candidate journey guided by a team that knows your brand and values, which reduces talent churn and ensures you have the first pick for top talent.
  • Cost-cutting: Whether it’s through high direct delivery, supply chain rationalization, minimizing talent attrition, or delivering strategic cost-cutting initiatives, RPO solutions are designed to save money and increase productivity.

What are the various kinds of RPO solutions?

RPO refers to the whole or partial outsourcing of your permanent recruitment, with you having some control over the scope. There are a few popular models, though:

  • Outsourcing of the recruitment process. Outsource your permanent recruitment process from start to finish.
  • RPO is a project that I’m recently handling. Project RPO is designed for fixed campaigns or projects. It provides the RPO benefits – professional consultants, streamlined processes, and superior candidate management – temporarily or for a set number of roles and jobs.
  • On-Demand Recruitment Permanent staffing scales up to match demand peaks and troughs, generally through an outside workforce. Recruitment on Demand might also entail ‘loaning’ a recruitment specialist for a set amount of time to advise on your processes and help you develop your ideal recruitment service.
  • Talent Acquisition as a Whole. This combines RPO and MSP (managed service providers) to give a comprehensive solution for your permanent and contract staffing needs from a single source.

Some companies prefer to break down their needs and engage with various specialists. A company may separate, for example, its technology requirements from its financial requirements or its CEO search requirements from its high-volume roles. Specific programmes, such as graduate recruitment, may be kept in-house by some companies.

How do you pick the most acceptable outsourcing partner for your recruitment process?
When selecting an RPO partner for the first time, several factors to consider. These are some of them:

  • Size and scalability are important considerations. Smaller firms are more likely to provide you with personalized, specialized services. In contrast, larger businesses offer the security and scalability to keep up with your changing needs, such as expanding your service or entering new markets. You want a provider large enough to cope with your needs but small enough to care for.
  • Specialism. Some RPOs will specialize in specific industries to provide additional expertise in complicated or competitive markets, such as STEM. If your requirements are extensive, you may not need to hire an expert, but if you have any difficult-to-fill criteria, a specialist may be able to assist you.
  • Cultural compatibility. RPOs are true partnerships; these are the people you’ll be working with every day and trusting to carry out your strategy, so make sure your values, culture, and approach are in sync.
  • Extensive experience. Always get instances of the RPO provider’s work with a company similar to yours in size or industry. Case studies are a good sign of what the RPO provider can achieve for you, and evidence in areas that matter to you – like inclusion and diversity or stakeholder management – may give you peace of mind.

To conclude, the resourcing landscape is highly adaptable. In theory, you should be able to come up with any talent acquisition strategy that works for you. Nothing prevents you from only outsourcing a portion of your resourcing service, appointing different specialists to manage various aspects of the lifecycle, or having a core internal team with an outsourced engine for volume needs. That is why it is critical to choose a provider who will create a tailored solution that wraps around your unique needs – rather than trying to fit your bespoke needs into their preferred model!

At FBSPL, we offer end-to-end Recruitment services to small and medium-sized businesses. We deliver efficient results with utmost dedication, attention, and precision.

Contact us today!

Vaibhav Kelani

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