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.


A changing recruitment market

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.


What does this mean for employers?

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.


What is RPO?

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.


What RPO can offer employers

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.


Cost effectiveness

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.


A truly flexible partnership

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.