Recruitment process outsourcing is primarily used by medium and large-sized companies and is often a popular choice for employers needing talent acquisition in specialized or technical areas. In a tight labor market where it can be difficult to attract potential new employees, RPO can bring different perspectives, skills and attention to the problem, while, at the same time, freeing HR staff to focus on internal tasks.
RPO services typically start with a recruitment process outsourcing agreement, which outlines the scope of the project, timing, cost and more. Often, the HR management (HRM) staff and the RPO service provider meet to create or discuss job descriptions. Then, the RPO team spreads the word about the job opening using its own recruiting methodologies and technology or the client's techniques and systems. Social media recruiting is a large part of RPO
Few companies have HR departments large enough to support full-time recruitment teams, so busy HR staff members often have many other tasks besides recruitment. Recruitment process outsourcing firms provide professionals who are full-time recruiters with deep industry knowledge, which they use to help reach hard-to-find candidates. An RPO firm is more likely to know which specialized websites or social media can attract talent, and it also has access to the latest tools and trends in recruitment, which in-house HR professionals may not be familiar with
Organizations that outsource recruitment hope to reduce cost, save time, improve compliance and get better access to more qualified candidates. In a tight labor market or with specialized fields, RPO in recruitment can help an employer stand out
RPO can also provide companies with people analytics on hiring practices. Another benefit of RPO is the way it supports globalization: As organizations expand into other countries, it's important to standardize sourcing, hiring and on boarding processes. Replacing multiple recruitment outposts with a centralized RPO provider can help companies achieve this aim.