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Is RPO Recruiting Right for You?

Posted on July 10, 2017
Jenna StoopsWritten by Jenna Stoops | Email author

Having an established recruitment process is one of the most important elements to developing and maintaining a successful working organization. While recruiting is often a misunderstood profession, more companies are growing to recognize the importance of establishing a formal recruitment infrastructure, and that there are several different recruitment options that will help them reach their ultimate goal of building their human capital empire with the right people. As a Recruiting Consultant for Helios HR, I believe that one of our most effective recruiting models has been serving our clients through Recruitment Process Outsourcing (RPO).

So, what is Recruitment Process Outsourcing (RPO)?

The Recruitment Process Outsourcing Association (RPOA) defines RPO as “a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external provider. RPO providers can manage the entire recruiting/hiring process, or they can manage one or two aspects of the process, essentially serving as an extension of the company’s human resources department.”

Why should you use RPO?

Well, we all know that the employees in any organization are your most important investment, and finding new candidates that epitomize the company’s culture and work ethic, requires a strategic, relationship-based approach. In order to build a successful team and find those people who will take your company to the next level, the key to success is understanding your current environment and what profile of individual will help you get there. Enter: The RPO Consultant.

What are the Benefits of Recruitment Process Outsourcing?

When a company brings in an RPO consultant, you are assured of getting an individual who is solely dedicated to finding and securing the best talent for your organization. What is your guarantee? Your consultant becomes a collaborative partner, taking on the responsibility of identifying current recruitment processes, defining your future talent needs, and pinpointing the skills and expertise needed to “make big things happen”. Your consultant also brings advanced recruiting tools and techniques for identifying the desired talent pool.

They share desks in their bullpens, attend their team meetings, and sit shoulder-to-shoulder in their trenches to gain as much knowledge as possible on how they will work, operate as a team, and communicate and support one another to be most successful.

While any company could employ a contract recruiter or a staffing firm, what companies gain the most from using an RPO is having the consultant serve as one of their own, and as someone who is committed to making the best decisions for the company, its culture, and its overall growth and success.

Is RPO Worth the Cost?

One of the most common questions that I am asked refers to the fee structure of RPO versus other recruitment outsourcing alternatives. First of all, I believe that it is important to recognize that there is much more to consider than simple costs or monetary savings. In today’s rapidly changing business environment, having the ability to easily scale the recruiting function up or down-enables companies to maintain the flexibility to reduce costs in down times, but still have access to increased recruiting resources as needed. And, RPO consultants always bring the latest in recruitment expertise and talent delivery.

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