Our use of cookies

We and our partners use necessary cookies for the functionality of our website. We would also like to set optional analytical cookies to help us improve the way our website works. These analytical cookies enable us to personalise adverts and content based on your interests, measure the performance of adverts and content and derive insights about out audiences. We will not set analytical cookies unless you enable them.

No personal information is stored in these cookies but if you wish to ensure that no cookies are created on your computer, then you are free to use your web browser’s setting to turn off cookies.

By clicking “accept” you agree to such purposes and the sharing of your data with our partners.

You can find more in-depth information and manage your consent at any time by visiting the Cookies policy page.

Analytical Cookies

We would like to set Google Analytics cookies to help us to improve our website by collecting personal data, such as IP address and cookie identifiers and report information on how you use it. For more information on how these cookies work please see our ‘Cookies policy’. The cookies collect information in an anonymous form.

Necessary Cookies

Our necessary cookies enable core functionality such as security, payment, network management and accessibility. You may disable these by changing your browser settings, but this mat affect how the website functions.

Unlike standard recruitment process outsourcing (RPO), Project RPO is started and completed within a defined timeline. It allows companies to meet their resourcing needs in any number of situations where greater capacity is required. For example, when exploring different markets, acquiring another business or launching a new product or service. In more seasonal industries, such as retail and agriculture, Project RPO may be of particular interest as it allows companies to meet the rising and falling demand they experience throughout the year, every year.

Project RPO providers are able to present you with a high number of suitable candidates within a restricted time period.

What are the benefits of Project RPO?

It gives you access to a ready-made client database

Any well-established Project RPO provider is going to have access to a carefully curated pool of talent. These are individuals that the provider has previously engaged with. Talent pools are an excellent means of reducing time and so cost to hire, as the candidates have already been judged as suitable and qualified to work in that kind of role.


It doesn’t leave you with legacy costs

With Project RPO, you only pay for what you need. A traditional way to solve the problem of high demand for talent was to hire an additional internal recruiter to complete the work. However, this raises issues once the demand for new workers decrease and your additional internal recruiter has less to do.  A way to improve this is to implement Project RPO so that you aren’t left paying someone’s salary once the job is complete.

Technology poses a similar issue. You could invest in the latest cutting-edge and expensive recruitment technology in order to streamline your process during a particular busy period, only to then not get maximum use out of it for the remainder of the year. Choose a Project RPO provider and you not only gain access to their extensive industry knowledge and experience, but also their advanced technology and databases. Then, when you don’t need it anymore, you aren’t left still paying the cost.


It still retains your brand

The timescale might be shorter but a Project RPO provider will still be completely committed to getting under the skin of your brand. Any communication with the candidate will use your distinctive tone of voice and will reflect the ethos and values of your organisation. To them, it will appear that the entire process was conducted by an in-house team. That same commitment to brand guidelines will also apply to any online posts.


It provides you with lasting insight

When the project is complete, a provider will typically compile an in-depth report detailing their findings throughout the process. For example, it might highlight the points of inefficiency within your current system, such as the length of time it takes to process applications, interview candidates and reach a final decision. Or, it could examine whether or not your company is appealing to the right sort of people that you’re looking to hire. Such insight will help to guide your recruitment processes long after the project ended, providing recommendations on where you could look to make improvements.