How should you choose the perfect RPO recruiting model?

A customised RPO recruitment model has many benefits: ease in choosing quality candidates, conservation of time and effort, interviews of genuinely interested candidates and top-notch hiring. But how do you select the perfect RPO recruiting model for your company, whether it be large, mid-sized or small?

Recruitment procedures aren’t just about sourcing, selecting and onboarding new hires but they enhance the company’s recruitment and hiring process. Even so, several well-established businesses resort to hiring poor-quality candidates to fill in their positions because they have no way to choose the best talent. This article shows how to go about selecting the right RPO recruiting model.

A customised RPO recruitment model has many benefits: ease in choosing quality candidates, conservation of time and effort, interviews of genuinely interested candidates and top-notch hiring. Human resource departments, through are trained well to handle such issues, do need help with choosing the best. Therefore, companies need to consult an RPO provider to develop the right RPO model for their business needs.

Why is choosing the right RPO solution important for your company growth?

  • RPO services have made a steady presence only recently in the hiring and recruitment segment, as people would stay in their positions and companies for longer times. Now that times have changed, agile and flexible HR professionals take the time and effort to attract and onboard new talent. We live in a time when skillsets are in both scarcity and excess, and we need to combine them.
  • An RPO provider offers regular HR duties apart from strategies for employee data analysis, employee engagement, technology implementation and employer branding – all needed to cope with business branding.
  • Today, we live in a world of constant change and challenges in the global talent acquisition market. Therefore, we must see what’s needed and work together to adopt the right RPO programme for us.
  • RPO systems leave human resources free to concentrate on other aspects of their job and obtain quality talent. Therefore, there must be a thorough discussion on what’s your targeted audience and goal before you choose an RPO model.
  • You need to have a strategy in place before you make any decisions, and ensure a successful return on investment (ROI) from the beginning.

How do you select the perfect RPO recruiting model for your company, whether it be large, midsized or small? RPO remains an unclear subject to most hiring managers and recruiters, and we are here to clear it up for you. Here’s how to choose the types of recruitment models:

Full Recruitment Process Outsourcing (RPO)

A full-fledged RPO recruitment service completely engages itself in a company’s recruitment procedure like advertising, sourcing and shortlisting candidates, consulting hiring managers, scheduling and conducting interviews, processing requisitions and onboarding as included in the contract. Apart from their regular services, they may include marketing and employer branding services as well. Thus, the RPO services its expertise in recruitment outsourcing to bring the best talent to you. In case the company’s human resources or hiring manager is interested in conducting a part of the process, the RPO services shall give them access over its resources. Thus, the firm can execute certain tasks as per their needs.

RPO engagements are flexible in their execution, and the customer and provider can choose where to work together and where to draw a line. Their common duties include talent acquisition, candidate research and staff augmentation, and they do so with expertise and resources that the human resources department cannot always compete with.

Function-based RPO

Function-based RPO refers to the RPO services taking over a certain function of the company’s hiring process, to ensure proper execution and hiring. Thus, the in-house human resources team focuses on the more important aspects of the firm.

However, project-based RPO services are helpful if your company continues in-house recruitment for daily short-term hiring or for certain projects, contracts and product launches that need to be done within a specified time and target. The benefits are many: you have a team with extensive and expert knowledge on projects that can help with compliance and management to help your company reach its targets. Such kind of projects is great for short-term sourcing for specific project and business initiatives.

On-demand RPO

On-demand RPO services are similar to other contractual-based providers as they can quickly take over any rapid changes in the company. They gain insights into the company’s processes, message and targeted results on short notice as if they are part of the in-house hiring team itself. Their duties include candidate sourcing candidates, interview logistics, compliance to regulations, offer execution, marketing and employer branding. You can choose from a variety of resources to produce and maintain workforce quality, productivity and efficiency.

The best RPO model has a widespread network, targeted resources and expertise, which boosts the talent pipeline, and administers permanent, temporary and contractual workers. You’ll never worry about compliance management standards again, which remains a complex issue.

How to choose an RPO provider for your company?

Though companies can sit down and work on the RPO model in recruitment, we should be careful about the RPO provider that we hire for our business. A well-informed decision is a successful business strategy that ensures collaboration, innovation and growth. Here’s what you should look out for when selecting an RPO service provider:

  • How would you handle increased hiring volume?

Internal human resources functions are stretched to the breaking point while handling recruitment, onboarding and maintaining employee engagement. This is where RPO services come in to take the load off them so that they can focus on company and employee benefits as well as work on recommendations if needed. On the other hand, recruitment agencies contribute to external costs and poor candidate experience as there is no direct connection to the employer brand. RPO services work as an extension to your company’s HR department and company culture and are good for engaging new hires on the whole.

  • Quality over cost —what should you choose?

As with most things in life, cheap is never a great option. Select an RPO service that works with your office culture, is scalable to meet the hiring standards and can provide the expertise that you need.

Therefore, your choice of RPO model and service depends upon your business and industry. So, shortlist the best out of your portfolio, references, technical knowledge and understanding of requirements to customise a foolproof recruitment model for you.

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One of the prime contributors for this blog, Expertise in Staffing and Recruitment, Content Strategist by Profession. A Music Lover & Traveller by Choice.

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