Wednesday, February 20, 2008

Recruitment Process Outsourcing (RPO)

See what Mike Moore has to say on RPO.

Recruitment Process Outsourcing (RPO)

RPO as a highly customized, fully integrated single-source solution in which expert consultants manage all of a client’s human capital requirements, either on-site from their location or from the provider’s. The goal is to attract the highest-quality talent while also bringing improved processes and efficiencies to the organization. To do this, providers leverage brand, leading-edge technology, proven diagnostic and metrics, and their global reach.

RPO is meant to be customized to what an individual company needs rather than a one-size-fits-all approach to the recruitment function. A good recruitment partner must be agile and prepared to scale its support as client needs fluctuate. When done correctly, it is clear that RPO helps build stronger teams, which positively affects customer satisfaction and improves business results. The right RPO partner will offer:

• Expertise and a solid track record. Companies are looking to leverage RPO providers who offer best practices when it comes to volume recruitment strategies.

• Speed. It is a constant challenge to find the right people as quickly as possible, so identifying strategies to reduce time-to-hire is
critically important to any company’s core business.

• High quality. Just about anyone can fill a seat, but a good RPO provider will deliver top-quality candidates with the expertise required and within the pre-defined parameters while also bolstering the overall recruitment process.

• Cost control. Savings can be spread across an organization when recruitment efficiencies occur or when variable cost models are employed. An upfront diagnostic can identify many of the hidden flaws in the internal recruiting process, while mutually agreed-upon metrics can ensure that the results are achieved both on time and on budget.

• Technology-supported strategic objectives. The right blend of HR expertise with leading-edge technology support (not vice versa).

• Global oversight. Companies insist on maintaining and reinforcing control of their recruitment function, and we find this to be particularly true for international clients. With this in mind, a good RPO provider will honor that need while also adding value, improved communication, and strategic insights every step of the way.
• Pan-Country and/or global capabilities. An RPO partner with a large global footprint can scale to meet demands that change over time.

While each company faces unique challenges with its industry, geographic footprint, and sheer size, there are a few definitive signs that it might be time to consider outside support of your recruitment function. Here are a few points to consider:

Your company has immediate plans to hire high volumes of employees—from a few dozen to hundreds or more—in three to five months.
These imminent volume hires are for highly specialized roles (engineering, finance/accounting, healthcare, etc.).
Your organization requires these volume hires to be strategically placed across multiple geographies.
You work for a start-up organization or are planning to relocate.
Your company faces a significant shift in business strategy and/or plans to launch new products or services.
Merger or acquisition plans are on your company’s horizon.

An RPO might be right if you face complex recruitment challenges requiring long-term strategic and day-to-day tactical support. RPO in one market is gaining momentum.

1 comment:

Recruitment Process Outsourcing said...

There are many companies that opt for recruitment process outsourcing to get more productive response from their HR department rather than making them busy in selecting resumes and short listing candidates for the position