RECRUITMENT PROCESS OUTSOURCING

 

 

GDH RPO Solutions 

Most people in business have heard of outsourcing, the distributing of tasks and workload to third parties that is important but not central to the core mission of a company. Outsourcing has manifested in all sizes and shapes, from sales support to maintenance to accounting and payroll processing. However, one area that companies can easily take advantage of to focus their own people when time and internal demands are challenging involves Recruitment Process Outsourcing or RPO. 

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Why RPO Matters and Differs from Other Recruiting Options

 

Traditional talent acquisition involves all the activities a company must go through to attract viable candidates to apply to work for that organization. That includes all the career fairs, advertising, marketing, seminars, college interview panels and similar. While those channels do at times produce candidates, they also take up a lot of valuable time and cost for regular company employees who could be used better elsewhere. It tends to produce interruptions to internal systems at a high cost versus the number of candidates produced.

RPO allows a company to separate itself from the burden of the initial recruitment process while still enjoying the benefits of vetted candidates most likely to match what the business needs in a labor force. The RPO provider takes on the workload, time and energy involved in handling the reaching out and blind search, while the company clients gets to focus its people and time on the results.

At first, one might think the RPO recruiting process is no different than that of a staffing provider or temp agency. However, in the RPO channel the client companies controls and owns all of the process design and how the candidates are vetted, not the provider. The RPO provider is taking on the legwork, but the mission and design sits firmly in the company client’s hands. Staffing firms use their own models and then try to custom-fit them to a company. The RPO provider focuses on enhancing a company’s overall hiring process on a long-term basis. RPOs also come with great flexibility in how they can be partnered with, as detailed below.

 

 

RPO Solution Options:

[fa icon="plus-square"] Comprehensive RPO Approach

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.

[fa icon="plus-square"] Project-Oriented RPO

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.

[fa icon="plus-square"] Select RPO

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.

[fa icon="plus-square"] A Blended RPO Scenario

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.

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