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Hiring is not an easy task — and with the current low unemployment rate, employers need all the help they can get to find top talent. It’s a job-seeker’s market, and recruiters are facing challenges identifying and attracting quality candidates, filling open positions in a timely manner and collaborating with team members to make hiring decisions.
If you’re among those who are struggling, recruitment process outsourcing (RPO) may be the answer. RPO helps solve the top recruiting challenges, bringing in outside experts who hire quality candidates more efficiently.
What is recruitment process outsourcing?
According to the Recruitment Process Outsourcing Association, RPO “is a form of business process outsourcing where an organization outsources all or part of its recruitment processes to an external service provider.” The RPO provider may bring in their own staff, technology and processes or use your company’s existing resources.
To job seekers, there isn’t a noticeable difference between an RPO recruiter and an in-house one. In many cases, RPO recruiters will use the same systems and resources (and even email addresses) as your recruiters do, without actually being employees of your company.
RPO providers are often confused with staffing or recruiting agencies, but there are some key differences. Staffing or recruiting agencies are third-party entities that operate entirely independently from your organization; they’re often used for quick help with specific hiring problems, such as finding temporary replacements. RPO providers, on the other hand, act as strategic consulting partners for your organization. They address underlying issues with your recruitment strategy, while shaping and refining the process itself so your team can hire better in the future.
Any size company can opt for an RPO provider’s services. Some use them only for specific purposes in which a specialized partner can reduce the overall time and cost of hiring, such as hard-to-fill job categories or high-volume hiring. In these cases, most employers pay a flat fee per placement. Other employers bring in RPO providers as partners to help them achieve broader goals, such as improving time-to-fill, standardizing the recruiting process, reducing churn rates or increasing their quality of hire.
Let an RPO do the work for you
Whether you’re a Fortune 500 company with on-going, high-volume hiring needs or a small business that wants help finding the right candidates, RPOs can be a game-changer. Here are three benefits of implementing recruitment process outsourcing at your organization:
1. It lightens recruiters’ workloads. Hiring an RPO provider means that not only will they do the heavy lifting of recruiting for you, they will also be invested in seeing positive results, just as if they were your own employees. This frees up time and resources for your recruiting team to focus on big-picture issues — without compromising the quality of your hires.
2. You’ll get access to advanced technology. With their dedicated focus on hiring, RPO providers stay up…