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 to date on the recruiting technology that best drives quality candidates. By combining their expert knowledge of technology with the specific knowledge they gain about your company, they can find the best system for you.
Most RPO providers can even build custom, in-house technology suites. These may include applicant tracking systems, which manage candidate information throughout the hiring process; candidate relationship management systems, which help recruiters foster candidate relationships to create a pool of potential hires; chatbots, which automatically update candidates on their status; and sourcing and screening platforms for reviewing applicant information.
3. Recruitment costs go down. The right recruitment process outsourcing provider can help improve hiring while lowering overall costs. While providers themselves come at a price, it’s typically more cost-efficient to hire RPO specialists than full-time employees, especially when you already have a recruiting team but need to bring in outside experts to solve a specific recruiting problem. What’s more, an effective RPO helps strengthen and streamline recruiting processes, decreasing time to hire and cost per hire. It also brings better-quality hires, increasing productivity, boosting efficiency and reducing turnover — which improves your company’s bottom line.
Find the right provider with Indeed and Best of RPO
As more employers adopt RPO as a recruitment strategy, the demand for providers will only increase. That’s why Indeed is partnering with ClearlyRated’s Best of RPO program, which spotlights providers who have demonstrated exceptional service quality (based exclusively on ratings provided by their clients). This will help distinguish the industry’s top-rated providers so employers can find the right one.
If you’re interested in implementing recruitment process outsourcing at your company, look for our announcement with the Best of RPO winners in February.
Want to be on the list? RPO providers who want to prove they’re one of the best can contact their Indeed representative to learn more.