Recruitment Process Outsourcing
Outsourcing your whole recruitment process may be a daunting prospect and you are probably thinking it’s not in the budget or you don’t want to replace anyone’s job.
These arrangements actually replace temporary hiring and firing of internal recruitment, so they save you money and time – RPO’s don’t replace jobs, they avoid wasteful hires that don’t yet exist.
What is the best solution for you?
It all depends on individual requirements of your business, and the different recruitment levels. Here are the advantages and disadvantages of an RPO.
Flexible and tailored recruitment solutions to suit your needs
Expert knowledge and experience
Frees up HR
Improved candidate experience
Increase quality and reduced quantity of candidates
The advice given from industry experts
Quick fix vs. investment
An RPO is an investment, resulting in you being able to save money and time as well as saving yourself the hiring and firing of temporary recruitment staff who will have limited experience in your field. By investing in experts you are able to have a flexible, tailored solution to your recruitment needs.
Finding the right executive search firm or recruitment agency for the job is crucial as you need to establish a good working relationship with them (Insert blog link here) to be able to trust them to become part of your company. By ensuring a great partnership you also out weigh some of the con’s of RPO’s.
The main advantage of RPO is the advice and planning on offer. Some executive search firms and recruitment agencies will recommend or implement an entire recruitment process for advertising, people, pipeline planning, workflow management and applicant tracking systems, which means you don’t have to invest in this separately.
In house managers have less control Confidentiality threat Misunderstanding of culture Legal issues Quality issues