RPO (Recruitment Process Outsourcing) is growing in popularity thanks to its unique flexibility. Here, we look at what it is, what it can offer organisations, and how it is changing the way the recruitment process is handled.
According to the latest Government figures, job vacancies have risen to a new high of almost 1.3 million as of April 2022. This means that for the first time in the UK there are more jobs available than people employed. The hangover from the pandemic as well as on-going issues with Brexit mean that this year, and possibly next year, will continue to be a job seeker’s market, with recruitment and retention at the forefront of employers’ concerns. And with up to 90% of employers in the UK actively seeking to recruit people, the situation has highlighted the need for effective recruitment like never before.
This changing face of employment has demonstrated the importance of the role of the recruiter as a vital conduit between employers who are desperate for people with the right qualifications and experience, and talent who now have an unprecedented choice as to who they work for, where they work and how much they would like to be paid.
However, faced with the day-to-day running of their organisations during such economic uncertainty, many employers diminish the importance of recruitment, pressing on in the hope that things will one day get better. This results in them putting their existing employees under even more pressure and potentially impacting negatively on the service they offer their clients.
Recruitment Process Outsourcing is the process of outsourcing your recruitment function to an external partner.
In brief, RPO offers employers the opportunity to have as much or as little of the recruitment process taken off their hands as they wish. Perhaps you need an ongoing supply of IT consultants over a protracted period of time? Or the ability to recruit and train specialists from both internal and external applicants? Maybe even source a high volume of financial professionals within a tight timeframe? In a rapidly-changing recruitment landscape, where the onus is on employers to demonstrate that they’re an organisation that’s worth joining and one that wants to retain and develop its employees, many organisations are being left behind.
Omni’s range of flexible solutions offer employers a range of recruitment outsourcing services to provide employers with exactly what they need, when they need it. This provides hiring managers with complete satisfaction, whether they require candidate engagement, sourcing, screening and assessment, offer management or onboarding, whether that’s for a small organisation or one with thousands of employees.
Savvy employers understand that RPO isn’t a one-size-fits-all solution, and many more are now turning to bespoke providers to fulfil their individual needs and budgets.
By asking the right questions, and lots of them, Omni assesses and understands each and every organisation it interacts with. We ask questions such as:
At what point during the recruitment process is your organisation struggling the most?
What has your employee retention rate been like over the last five years?
How do you ensure ED&I policies are adhered to during your recruitment process?
What is the candidate experience like from the very first click on the application page of your website?
It’s only by diving deep into a client’s way of operating that we can begin to offer solutions that are unique to them.
Not every organisation will require the full range of our services – some will need assistance with their careers website, some need more focus on their assessment process and some need to attract better quality candidates. That’s where RPO flexibility comes into its own.
From smaller organisations to multinationals, RPO solutions are designed to suit each aspect of the recruitment process on an individual basis which can be scaled up or down as their organisation grows.
It can be difficult for organisations to understand where they’re going wrong, why they’re not attracting the candidates they need and why talent moves on. The costly merry-go-round of constant recruitment and training is not only a drain on the organisation’s financial resources, but also impacts on morale within existing teams and affects the bottom line.
To stem this process, RPO solutions increase efficiencies and reduce times-to-hire, making it easier for organisation of every size to save money. Because RPO eliminates agency fees by helping organisations to hire directly, and because it helps organisations to reduce the time they spend on administrative tasks, as well as speeding up the recruitment process, significant l cost savings can be made.
Omni’s approach is to understand an organisation so thoroughly that we become an extension of their own brand.
Our RPO service uses sophisticated diagnostic tools to support internal resourcing teams with as much or as little as they need throughout the process.
Our flexible, scalable solutions are ideal for high volume, short-term or specialist recruitment projects and are tailored to suit employers’ specialist individual needs so that they can get on with growing their organisation.
Discuss your RPO options with us today.
RPO, or Recruitment Process Outsourcing, is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider.
In traditional hiring, organisations typically manage recruitment processes in-house, from sourcing candidates to onboarding. This often requires significant time, resources, and expertise from internal HR teams or hiring managers. However, traditional hiring methods can sometimes struggle to keep pace with changing talent demands, especially in industries facing skill shortages or rapid growth.
RPO offers a holistic and strategic approach to talent acquisition. RPO providers like Omni act as an extension of an organisations brand, assuming responsibility for recruitment activities such as candidate attraction, sourcing, screening, assessment, and even onboarding. By outsourcing these functions to specialised experts, organisations can benefit from industry knowledge, resources, and technology to give access to the best talent at pace.
One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.
Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:
Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.
Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.
Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation.
Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.
Recruitment Process Outsourcing (RPO) is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider, like Omni. The partner is known as the RPO provider and assumes responsibility for various aspects of the recruitment process, including candidate attraction, candidate sourcing, screening, assessments, interview coordination and onboarding.
Recruitment RPO is about leveraging specialised expertise, technology, and resources to streamline the recruitment process and improve hiring outcomes. Rather than relying solely on internal HR teams or traditional recruitment agencies, organisations partner with RPO providers to access a broader range of talent to enhance efficiency and drive better results.
The specific services offered by RPO providers can vary depending on the needs and preferences of the organisation. That’s the beauty of RPO. Some organisations may opt for end-to-end RPO, where the RPO provider manages the entire recruitment process from start to finish. Others may choose to outsource specific elements of the recruitment process, such as candidate sourcing or interview scheduling, while retaining other aspects.
There are several key advantages:
Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.
Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.
Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.
Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.
