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Your basic guide to recruitment process outsourcing

In a fast-paced business environment, organizations are competing not just over customers but also over employees. Successful companies are made up of people with the right skills and knowledge, and that’s why recruitment remains one of the core functions of staff management. Brands can’t afford to suffer from staffing problems if they want to be ahead of the race.

That’s why many organizations outsource their recruitment processes. Here’s a basic guide on what this business process entails.

What is recruitment process outsourcing?

Recruitment process outsourcing or RPO is one of the many forms of business process outsourcing (BPO). Here, an organization transfers all or some of their recruitment functions to an third party service provider. The provider is then responsible for the technologies, tools, recruitment strategies, and auditing/reporting tasks involved. In most cases, however, the service packages are flexible and may be customized according to the client’s needs or requirements.

What processes are involved in RPO?

As part of the initial staff management and recruitment phase, your RPO provider handles these activities.

human resources staff in job interview

•     Employer branding. To attract the right applicants, brands need to convince professionals that they have something to offer—a career path, a productive environment, and growth opportunities. Your RPO provider can help you find what’s unique about your company and help you highlight these traits as you look for employees.

•     Employer branding. To attract the right applicants, brands need to convince professionals that they have something to offer—a career path, a productive environment, and growth opportunities. Your RPO provider can help you find what’s unique about your company and help you highlight these traits as you look for employees.

•     Candidate research. Here, your provider tries to find out everything about an applicant by reviewing the applicant’s social media profiles and talk to their character references. The goal is to ensure that the prospective employee has a good moral and professional standing.

•     Screening. During the screening period, your RPO provider may conduct assessments to filter the qualified candidates based on their skills and knowledge. It may be in the form of written examinations and interviews. Professional appearance, communication skills, and personality may also be evaluated during this phase.

•     Employee evaluation. To objectively determine whether the candidate is qualified, a formal evaluation will be done. Typically, the candidate will be rated using a pre-established scale and the results will be recorded in a retrievable document.

•     Recruitment. The RPO provider offers the candidate a job and introduces the employee to your organization.

When should you seek an RPO provider?

Outsourcing companies can certainly make the lives of entrepreneurs and managers a lot easier, but that doesn’t mean outsourcing is always the best choice.

If you’ve been suffering through a talent shortage for quite a while, or the candidates you hire tend to be a poor fit to the position, it may be better to seek the help of a specialist on recruitment strategies. Just make sure to plan every aspect of this business arrangement first before proceeding with it. This way, you can ensure that all your recruitment needs will be met.

 

 

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