Recruitment Process Outsourcing

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Donald Fowler
10 years ago
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1 Recruitment Process Outsourcing What, When and Why Some ideas to get you thinking about RPO

2 What is Recruitment Process Outsourcing (RPO)? 2

3 What is Recruitment Process Outsourcing (RPO)? A client- centric soluaon tailored to provide organizaaons with the necessary manpower, experase, tools, technology and acaviaes to help them establish a more cost efficient recruitment funcaon. RPO can involve a paraal engagement to help with one locaaon or funcaon or department or a full partnership to handle all recruitment requirements of the company. It generally applies to companies that have mulaple posiaons to fill within a year. 3

4 When does RPO make sense? When your company resources are stretched to complete mul:ple staffing assignments When facing mulaple staffing assignments, an internal HR department is likely to be challenged with a daunang task. Consider that for each open posiaon, they should: - Understand and help develop the ideal candidate profile - Write the relevant job descripaon - Develop a sourcing strategy - Maintain and update a dynamic database of candidates - Assess and evaluate the credenaals of a large number of candidates - Organize and conduct interviews - Solicit internal feedback - Prepare shortlist - Help select the right candidate - Finalize offer and that s if the process is managed efficiently! 4

5 When does RPO make sense? When the HR func:on is understaffed and inexperienced When the HR funcaon within the company is a generalist funcaon that caters mainly to transacaonal issues, the burden of understanding and developing the right talent profiles can prove challenging. Consequences of overburdening HR staff: - Delays in delivery - Increased stress - Loss of moavaaon For an inexperienced HR manager, recruiang talent is a struggle - from planning through execuaon - if the experase to idenafy and perform the tasks efficiently is not available. 5

6 When does RPO make sense? When a company has a complex organiza:onal structure Complex organizaaonal structures can breed inconsistency in the hiring process and undermine the whole procedure. The result o^en produces a talent pool that lacks homogeneity and employees who may not fully embrace the organizaaonal culture. Examples of complex structures that affect recruiang ability: Companies with offices that are geographically dispersed Holding companies with diversified businesses Companies that are a result of a merger or acquisiaon Companies with different office ownerships 6

7 When does RPO make sense? When a company has an inefficient, costly procedure To be done efficiently, recruitment requires: Qualified recruitment personnel & Investment by the company for: Agency fees AdverAsing fees Employee referral fees Job board costs Candidate communicaaon costs Travel expenses Costs associated with overhead and administraave support Talent search commissions (which can vary from 15% to 35% of agreed compensaaon) 7

8 How can RPO Solve These Problems? Mul:ple Staffing Assignments An RPO soluaon comes as an extension to the HR department s capabiliaes to help with a paracular assignment, funcaon or project. It is quickly scalable to provide the structure and resources needed to deal with the volume at hand without having wastage or inefficiencies. The full scope of recruiang tasks is taken care of by qualified professionals. Each posiaon/project receives the Ame and professional ahenaon it deserves. Volume of staffing assignments does not affect quality of recruiang for any posiaon. HR Func:on is Understaffed and Inexperienced An RPO opaon can help put in place the systems, processes and resources to take the project from incepaon to execuaon. The model can work as a Built, Operate and Transfer concept where the RPO company helps puts the structure and defines the acaviaes to complete the project while recruiang and training the HR staff for the client company to take over the project in the longer term. Complex Organiza:onal Structure RPO enables complex organizaaons to enforce uniformity in their recruitment process, enabling them to maintain homogeneity across their workforce. It maintains compliance standards and benchmarks that produce hiring procedures that foster raaonal and rigorous selecaon. Inefficient, Costly Hiring Procedure An RPO soluaon can help remove excessive costs (while improving the enare recruitment process). With an RPO in place, the company no longer needs to adverase, subscribe, invest, or overload its HR staff with addiaonal tasks. RPO replaces exhausave, costly procedures that may or may not result in a pool of qualified talent. 8

9 RPO Benefits Review Guaranteed high candidate quality Aligning recruitment with business goals RPO soluaons help clients achieve a high quality of hire using top candidate- sourcing pracaces supported by advanced technology soluaons. RPO firms provide dedicated consulang and planning services to: IdenAfy client needs Establish HR goals Create a soluaon that aligns with the company s business goals and addresses shortcomings/deficiencies within current recruitment pracaces Significantly lower hiring costs RPO provides a cost- effecave approach, leveraging dedicated recruitment specialists, top- quality sourcing, recruiang processes and infrastructure. 9

10 How can RPO Solve These Problems? dedicated to helping client companies idenafy, ahract, hire and retain the Talent they need to be compeaave in today s economy. SPA s full complement of Talent acquisiaon services, including RecruiAng Process Outsourcing, are described on our website:. For more informa:on: Phone [email protected] Azarieh Building, Block 3, 5th floor Azarieh Street Solidere, Downtown Beirut, Lebanon

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