By definition, recruitment Process Outsourcing (RPO) is a customer-oriented solution that provides a wide spectrum of manpower, expertise, tools, technology and processes to expand the clients’ own recruitment capabilities.

Many Human Resources Managers find themselves hesitant when it comes to outsourcing their company’s recruitment process. The main reason is the large number of misconceptions regarding RPO:

• RPO is too expensive
• RPO can distract my team
• RPO is a long and complicated process

Here is what we have to say about it:

1. Recruitment process outsourcing (RPO) is not too expensive. It actually reduces recruitment costs significantly. When outsourcing recruitment to a dedicated team, the company can save on agency fees, advertising fees, employee referral fees, job board costs, candidate communication costs, travel expenses, and relocation costs – not to mention the “hidden” costs associated with overhead and administrative support.
2. Recruitment process outsourcing (RPO) helps your team focus on their HR core activities. Without RPO, HR employees are asked to juggle recruiting tasks on top of their daily routine. The result is a slower, error-prone work flow, increased stress, and loss of motivation. However, with RPO, a company no longer needs to advertise, interview, overload its HR staff with additional tasks, or go through a rigorous, resource-consuming process. Recruitment professionals assume responsibility for finding qualified candidates – for all assignments – within a short period of time. Meanwhile, the HR Department can focus on its existing staff development needs.
3. Recruitment process outsourcing (RPO) is not a lengthy or complicated process. RPO actually proves to be both time-saving and effective because the full scope of recruiting tasks is taken care of by qualified professionals. Each position/hire receives the time and attention it needs. The beauty of this model is that it is very flexible and scalable to work within various client acquisition requirements. It can be set up to manage an organization’s total recruitment function or cater to specific or partial assignments. Some clients use the service to improve their ability to attract talent for specialized functions, i.e., marketing, financial, technical, etc., while others use RPO to seek help addressing regional or international needs for locations in other markets and countries.