Agility has, without a doubt, become the key phrase of workforce management today. Thanks to Covid, flexibility around working practices has become the norm, but this need for dexterity has translated across more than just the way our workforces operate. It’s also evolved business resource solutions.
And with the global economic uncertainty that has been so prevalent since mid-2022, firms have understandably invested funds into new growth areas, which has created a need for short-term Recruitment Process Outsourcing (RPO) solutions.
In line with this demand, the benefits of Project RPO have become more prevalent.
Before we go into more detail on the benefits of Project RPO in the modern world of work, let’s take a step back and consider what it is. Traditionally, Recruitment Process Outsourcing was viewed as a more permanent solution to consistent talent attraction needs. RPO services were engaged on a long-term basis to provide full talent solutions for a department, region or the global business.
It has, rather unfortunately, often been considered to be more of a service engaged by bigger brands with larger budgets (though we would argue that’s not the case, but that is another article topic in itself). For employers with a temporary need for the services on offer under an RPO, such as a launch into a new market, Project RPO is a more viable choice.
As a brief overview, this solution provides a business with:
The outline above already touches on some of the main benefits that Project RPO brings to firms, but there is so much more value to this solution, particularly in the current economic climate. The UK may have narrowly avoided a recession so far, but uncertainty still remains rife, and similar pictures are being painted across the globe.
Businesses are, however, still facing demand from clients and growth remains on the cards for many. However, with a general nervousness in the market, committing to larger or longer-term solutions such as traditional RPO or in-house hiring team expansion isn’t as viable. Project RPO provides the happy medium in these scenarios, offering the high quality and even high volume short term talent acquisition solutions needed.
Where there are niche requirements in a business – for example, a need to improve diversity and increase hiring across under-represented demographics – this project service enables businesses to tap into the expertise of specialist hiring teams, without having to channel a significant amount of resource into supplier research or retraining hiring teams.
Project RPO services can also aid the creation and management of a strong Employer Value Proposition (EVP), particularly when firms have struggled to recruit for specific roles or across certain demographics. Having an embedded team of experts on board even in a temporary position will provide a company with insights that would perhaps be unavailable with existing recruitment support, and that knowledge will stay with the firm once the project is completed.
Finally, Project RPO can often provide HR, procurement and hiring teams with data and insights that were not previously available. As a Recruitment Process Outsourcing partner will be required to report on set statistics and provide a talent pool analysis under most contracts, firms will be able to gain a trial insight into the information that could be valuable for future resourcing strategies. And for those who haven’t yet had the change to reap the rewards of having an RPO supplier on board, this project approach essentially allows firms to ‘try before you buy’.
While there are clear benefits to Project RPO, every company is different and every workforce is nuanced. Knowing what positive outcomes this solution can bring to your firm will only truly be identifiable by having an open an honest discussion with an expert.
Why not contact the Omni team to find out how we can help you?
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.
