For small businesses, recruitment can turn into an arduous and painful process. Aside from difficulties in finding qualified personnel, SMBs also had to deal with the rising costs of hiring new employees. There are times when hiring internally or relying on your in-house HR team seems like a great idea. There are also times when recruitment process outsourcing or RPO serves the company better than doing it traditionally.
#1 Outsourcing the hiring process is a better option when the employer prefers to hire someone from outside the company.
Most managers would promote a qualified employee to a higher position rather than hire an outsider because that person has already embraced the company's culture. He or she shares the same values and adhere to the same beliefs as the rest of the company's employees. Plus, most of the employees would have already known what kind of person their new leader would be.
But, there are times when a fresh perspective is needed. Employers looking to fill up mid-level to C-suite positions that require fresh inputs from an outsider can cut down the time it usually takes to find the best candidate by outsourcing. RPO providers typically cast a wider network for executive searches in their pursuit to find passive candidates from other companies. And, they can be discreet when inviting candidates for job interviews and building a relationship with them for the company.
#2 RPO produces better results in large volume recruitment for seasonal work or for temporary replacements.
Recruitment process outsourcing is a better option for companies looking for seasonal workers to help lighten the load of their regular staff or for temporary workers to replace those who left. Recruitment for seasonal workers and for immediate replacements usually requires a short period for processing because clients urgently needed them. Experienced recruiters would know where to look for qualified job candidates for certain types of work, and they would have an efficient recruitment workflow in place that otherwise would have taken weeks or even months to develop if the recruitment was brought in-house.
#3 RPO is a better option for companies with insufficient HR metrics and recruitment technology to manage their hiring process.
Recruiting is more streamlined these days. Metrics play a huge role in evaluating each candidate's qualifications and each new hire's performance during the onboarding process. Technology is an essential part of the hiring process; recruiters and job seekers are dependent on it. And, social recruiting is fast becoming the norm among headhunters with around 73% of job seekers between the ages of 18 and 34 reporting that they found their last job through social media sites.
An additional perk to partnering with an RPO service provider is employment branding, which is just as important to the provider as the client's HR manager and staff. RPO companies are heavily invested in improving their hiring and retention rates, and they'll likely be open to collaborative efforts between them and the client's HR and marketing teams.
A recruitment process outsourcing company delivers better results in talent acquisition compared to a mere staffing agency. RPO providers are more focused on managing and developing a client's human resources rather than simply filling up the allotted seats with warm bodies. From advertising or direct hiring to pre-screening candidates and interviewing them to guiding them through the onboarding process, RPO covers a wider scope of HR functions that clients won't easily find from in-house recruiters or staffing agencies.