Omni prides itself on carrying out a Project RPO service centred on effective delivery of target talent, brand guardianship, bespoke recruitment strategies, and value-added benefits throughout.
Omni was asked by The Cooperative bank to undertake a campaign/project to recruit 80+ Mortgage Advisors and Broker Support Advisors over a 4-month period. Leveraging capacity within our Shared Resourcing Team, we managed the campaign from attraction to job offer, processing over 850 applications of which 741 were generated via online job boards and web search. The recruitment process included online testing, credit check, telephone interview and assessment centre management with 81people starting with the bank within agreed timescales.
As the UK’s fifth largest food retailer with 2,500+ stores nationwide, the Coop receive a high volume of applications for store based roles. Technology was introduced (via Taleo CRM) to automate pre-selection and drive efficiency, including online culture and job fit assessments. Whilst efficiency savings were achieved, the limited ‘human’ contact resulted in a negative impact on candidate engagement and dropout. With limited internal resource to manage the high volume (600 applications per week), the Coop partnered with Omni to support the screening and management of applicants.
Using the Coops Taleo system, Omni’s dedicated team have been fully inducted into the Coop’s culture, vision and values. By work shadowing Coop’s resourcing team and interviewing hiring managers, we were able to understand the challenges with qualifying the volumes of candidates required and develop a detailed understanding of attributes to be assessed during the screening stage. We re-designed the screening script (to explore motivations and drivers) and contacted each candidate directly in order to build a personal connection.
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.
Project RPO is a scalable recruitment solution designed to tackle high-volume, short-term, or specialised projects with ease. Omni’s services offer expertise and scalability to efficiently attract and select quality candidates, whether for new IT Help Desk setups or recently acquired contracts.
Project RPO is a scalable solution for various business needs, from market entry to product launches and more. Our team seamlessly integrates into yours with support tailored to your brand, processes, culture, and values. Once the project wraps up, there are no ongoing commitments – just newfound insights into managing recruitment fluctuations.
