As stated earlier and many in HR know, recruitment involves far more than just posting a job ad. The RPO provider can take a significant amount of HR workload off of a company while still remaining integrated with what the company wants. And that, in turn, frees up internal HR to focus on more complex matters. Benefits of an RPO process include:

• Finding, vetting and initial assessment of candidates
• Overall recruitment process management
• Recruitment paperwork and bureaucracy solutions
• Job description development and distribution/communication
• Training and guidance for hiring managers for vetted selection
• Marketing and client branding of the recruitment process
• Both external and internal hiring management versus just outside channels
• Campus and college sourcing as well as candidate vetting

The comprehensive approach works extremely well for companies that need a long-term, built-in solution for multiple recruitment needs, oftentimes for decentralized facilities and offices across distances. It gives a client a full plate end-to-end service delivery for candidate recruitment.

Some phases in operations required aggressive, targeted help, such as in a startup needing to grow fast and exponentially to meet initial fast-growth demands. RPO can easily provide:

• Immediate recruitment and hiring expertise where a formal HR complement is short-handed or missing (i.e. yet to be hired as well)
• A window into the RPO opportunity for longterm use by trying it out in a fast scale-up phase
• An ability to flex between a fast recruitment push and then a slow down to repeat again, often the case with plateau growth situations and periodic market breakthroughs
• Decreasing successful hiring ratios in key areas to maximize working and minimize time spent hiring.

The big advantage of a project-oriented RPO approach is scalability, which matches the HR recruitment function to the true nature of the company’s situation at the time.

Targeted recruitment of positions that frequently turn over, such as lower level entry or support classifications can easily be addressed with an RPO approach. An RPO provider can:

• Handle the high intake demand for specific classifications and bulk vetting
• Scale up and down as vacancy demands fluctuate
• Free up company internal staff to focus on higher level recruitment
• Support fast growth in new market areas or facility launches with lots of staff in the same classification function

This style of RPO works extremely well with seasonal recruiting or where facilities require a high number of the same classification such as in factories or large event staffing needs.

Not every situation falls cleanly into a particular category. Companies regularly need a mix of multiple recruiting options. A blended recruitment process outsourcing solution solves this problem by providing support that changes as the company client needs the adjustment in talent acquisition. Some months it may be targeted on fast growth and specific classifications, other times may be more of a standard, permanent recruitment process for all types of vacancies that occur with natural attrition and labor changes. This is a far more integrated approach despite its maximum flexibility, and oftentimes involves a very long-term partnership approach with the company client.