The golden question – Why bother with RPO (Recruitment Process Outsourcing) when you have a perfectly good in-house team? The answer is simple – Is just ‘good, good enough? Does ‘good’ get you the right calibre of candidates that can turn your business into a leading provider in your sector?
Recruitment is a skill that takes time, effort and expertise to do a good job, and although an in-house team will undoubtedly be able to fill roles, they may not necessary have the skills required to ensure the candidate hired is suitable for the role, which may end up costing the company more money in the long-run.
Unlike traditional recruitment, RPO providers have expertise in both recruitment and HR based solutions and the ultimate goal is much more than just filling a role. RPO providers manage the strategic recruitment process as a whole and offers immediate benefits that an in-house team may not be able to. RPO provides strategic workforce planning, employer branding optimisation and Hiring Manager training, they also develop long-term talent pools and implement career portals, along with many other activities to help your recruitment environment run more effectively. In short, an RPO firm plays a bigger role than just restricting itself to recruitment and fully integrates itself within your organisation.
In 2011, ResourceBank were appointed by Northgate Vehicle Hire as their RPO providers. Since then, ResourceBank have also helped develop the Northgate careers website, which was recently shortlisted and announced as finalists for ‘Best careers website’ in the In-house Recruitment Awards 2017. At the end of 2017, ResourceBank were appointed to continue delivering a full managed service RPO covering all UK recruitment for a further three and a half year contract running until 2021.
RPO comes in many shapes and sizes and has the ability to be flexible in their approach – services can be scaled up or down according to the fluctuating recruitment demands of the company. If a company is particularly project focussed or needs to flex with market trends then an in-house team can be an expensive fixed-cost, especially if recruitment demand temporarily declines. An RPO provider however, will work with your requirements and can scale its service provision to meet your demand.
Suitable for everyone
Many people mistakenly believe that RPO is only suitable for large companies but in actual fact, SMEs can also stand to benefit from outsourced recruitment. Many small companies don’t have an in-house recruitment team so the task of recruitment is pushed to line managers who may not have the time to get to the point of hire – writing job adverts, sourcing candidates and CV screening is a time-consuming process which can distract line managers from doing their regular job of delivering end services to clients. Implementing RPO means companies can enjoy the ease of having experts handle the administrative side of recruitment whilst retaining control of all hiring decisions.
An issue with in-house recruitment is that relations between recruiters and HR can less than harmonious as both departments have different end goals, conflict can easily occur and if not managed properly, their agendas can clash. An RPO however, does not have an internal stake in the company and it’s in their best interest to create a recruitment environment that will thrive and deliver results as promised. RPO collaborates the efforts of marketing, HR and recruitment to enhance the company’s brand, effectively attract candidates and incorporate procedures already established by HR to streamline the process.
If you would like to find out more about how RPO can benefit you and your business, read our article on Top 5 ways RPO can help your business, for more information on full recruitment outsourcing please contact ResourceBank’s Managing Director Richard Pearson on 07734 972684 or email Richard.firstname.lastname@example.org.