RPO is about more than filling roles
It’s purpose is to improve previous methodologies. It allows a partnership based on strategic planning from which both parties can benefit, it is an all-encompassing approach to meet employment needs.
Following the downturn in the global economy, it is refreshing to see that when companies began to rebuild and move forward that they didn’t just adopt the old model, but ingeniously took the opportunity to move forward with an improved and scalable solution to recruitment. And contrary to the initial reasons that were considered to be behind a company’s decision to adopt the RPO position (a cost cutting exercise), it is the quality of the hires that is driving this movement.
RPO is not a fix all solution, if there are existing problems with recruiting new hires, they will need to be identified and tackled, nor is it a replacement for an HR team, as they will be perfectly placed to sponsor and nurture the relationship between the buyer and RPO provider.
The structure of an RPO offering can improve many areas of the process, including average days to offer, turnover and quality of hires.
An amount of openness and flexibility is essential to build the relationship as there will invariably be a learning curve to straddle, just as there is when you take on a new hire. So, both parties will need to be on-board and supportive of each other’s clearly defined roles.
There are many benefits to opting to pursue the RPO stance:
There is a cost reduction
It is easily scalable depending on current demands
Strengthens the employer brand through the recruitment process
Future proofing recruitment through pre built and live talent pools
So, consider the pain points you experience in recruiting to meet your demands and then consider could RPO be the solution. A better service with a reduce cost. No brainer.