The competitiveness in the world of companies has always required a constant analysis of the functioning of the different areas that compose them. This is due to the continuous movement of innovations and human capital that causes more and more changes in the different departments of each company. This situation has led them into wanting to restructure in order to be more flexible and save cost, as well as, building in the human resources department a competition to choose their employees well through the appropriate processes. In addition, this has given rise to new processes, tactics, tools and strategies, such as Recruitment Process Outsourcing (RPO), which we will discuss below.
What is Recruitment Process Outsourcing (RPO)?
The recruitment process outsourcing (RPO) is a process by which businesses of a certain size, such as, companies with more the 500 employees hire another company to be in charge of talent attraction. Therefore, they manage the process of search and recruitment of profiles in the first phase of the selection. That is to say that the contracted company is responsible for recruiting in those selection processes that are repeated recurrently in the company and that are technical/senior profiles that in many occasions its management represents an opportunity cost for its Human Resources department.
As we were saying, competing in the business world is not an easy task, so, responding correctly to the challenges that it offers with the right recruitment structure it is also tough. This means that on many occasions it would make sense to outsource these processes, also known as Recruitment Process Outsourcing (RPO), a tactic used by companies to get the right employees without making mistakes and saving costs and time.
The process can be also carried out by external companies to help, support and contribute with their long experience and knowledge in knowing how to choose the ideal candidate for each position. This way, the Human Resources department of the company leading the process will not be taken over, instead they will working together to provide solutions to the problems that arise in the selection processes and will also help them to have a large pool of candidates.
How does Recruitment Process Outsourcing differ from the traditional selection process?
The main difference between the traditional and the RPO process in a recruitment procedure is that the person who is in charge of the management on behalf of the consultant is identified as part of the hiring company, consequently he/she acts under its brand and on its behalf.
The traditional selection process is a type of strategy that maintains a more tactical and specific focus on satisfying the currents needs that a company has. While the recruitment process outsourcing has a more long-term vision, with a global strategical line.
Another difference between these two processes is the speed and agility with which the employees start at the company, that is to say, in the traditional method, it is practically mandatory that the candidate hired knows the companies culture, its customs and how to adapt to the position and its changes. However, in the RPO process, apart from the initial period of adapting, the factors mentioned before will no longer be necessary, because the employer will already know the needs and qualities required by the company in the future selection processes, making it this way easier. Additionally, the companies that follow these types of processes, also give personalized follow-ups to the candidates, as well, as to the needs and vacancies that the company has, to obtain exclusivity for the professionals that work for them.
What are the benefits of Recruitment Process Outsourcing ?
In addition to the advantages already mentioned throughout the article, such as, saving cost, time and being able to personalize the recruitments, there are other profits that any company would benefit from the RPO process and these are the following:
- Large number of candidates: due to te fact that they are specialized, the RPO company manages to reach a large group of people that would be ready to start working at any time.
- Technology and business: by having the latest advances in technology, the company will be able to have advantages in all the innovations, improving processes and achieving greater competitiveness.
- Innovative recruitment strategies: when being specialized in Human Resources, the company will be able to know all the types of test and interviews to do to those who are in the process of joining the company.
- Being up to date: it is essential to be constantly searching within the markets and the new trends, therefore the company will automatically keep abreast of any type of innovation that occurs.
- Rapid solutions: this process designs specific solutions that guarantee the improvement of selection processes and cost optimization.
- Specialized team: it counts with a highly specialized team in recruitment and management in RPO processes for companies of different sectors.
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