Recruitment Process Outsourcers (RPOs)



Source:Recruitment Process Outsourcing Association
Our unique RPO services provide you with professionally managed recruitment. The Recruitment Process Outsourcers (RPOs) act as a company’s internal recruitment function for a portion or all of its jobs.

Companies opt for RPO services based on the range of functions that they consider fit for outsourcing. For example, a client organization may decide to outsource its entire recruitment/hiring function for all hiring needs, including all skill sets and all job families within the organization. In this instance, the RPO provider acts as an extension of the organization's HR function. This is termed as end-to-end RPO.

Some RPO's , a client organization decides to outsource certain job families and skills to the RPO provider, or it may outsource the expansion of a client’s operations into defined geographies. This is termed as project-based RPO.

One of the major tenets behind RPO is that there should be the ability to create a significant candidate pool to draw on for their clients. By doing so, the RPO vendor is able to turn around job requisitions more quickly and efficiently than a single employer. At the same time true RPO players need to invest time in follow-up surveys, compiling benchmark data, gauging hiring manager and employee satisfaction post hire and determination of quality of hires. By examining data relating to employee satisfaction, retention rates, and others, RPO providers can improve the recruitment process.

The service functions that an RPO player is involved in can be broadly classified into five main categories:

Consulting: This includes recruitment process design, competitive analysis, job design, market expansion support and technology planning. RPO providers are demonstrating the value-add that RPO can bring to an organization through their involvement in the planning phase of a client’s human capital needs.

Sourcing and screening: The candidate sourcing and screening process is very challenging; often, there are limited qualified candidates for open positions, but an abundance of irrelevant resumes. Sourcing and screening includes active and passive headhunting, referral handling, candidate tracking, placement and staffing agency coordination, market intelligence gathering and building recruiter domain knowledge and compiling screening tools. While the hiring decision remains an internal one, RPO providers help to support managers in a variety of ways to speed the hiring process.

Assessment: This is aimed at gaining valuable insight into candidate personalities and aptitude, prior to making a job offer. It requires specialists trained to conduct psychometric and aptitude testing, comprehension testing, verifying capacity and problem-solving, inspiration and motivation metrics, etc., helping the organization ensure a glove-fit for the positions.

Selection: This involves scheduling of interviews, database updating, compliance checking, logistics support, and offer/rejection letter composition. While the hiring decision remains an internal one, RPO providers support managers in a variety of ways to speed the hiring process.

On-boarding: This involves background checking, drug screening, employee orientation, employee record creation and data porting, and on-site and off-site logistics support. A broadened scope enables buyers to transfer many traditional internal on-boarding activities to RPO providers, further reducing cycle time.

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