Omni’s end-to-end RPO is delivered to enhance your existing recruitment function, as a long-term partnership, providing comprehensive recruitment solutions.

This solution works best for organisations with complex hiring needs, high volumes, and long-term talent strategies. We manage your entire talent acquisition process from start to finish – working alongside your internal teams.

Our end-to-end RPO delivers you continuous support and advice, and our partnerships generally last for around two to three years – however, we do have clients we’ve worked with for over 15 years!

This RPO model is ideal if you’re looking for an external expert to enhance each element of your recruitment process. Our expert teams provide you with complete, strategic talent acquisition support.

Key benefits

• Access to specialised recruitment expertise and industry best practices
• Significant cost savings compared to adding internal headcount and/or high agency fee costs
• Improved quality of hire through advanced screening and assessment
• Faster time to fill open roles by leveraging dedicated recruiters
• Enhanced talent attraction through employer brand building
• Reduced workload and overhead for HR teams
• Data-driven insights into hiring metrics and recruitment performance
• Consistent, optimised recruiting processes and technologies
• Flexibility to rapidly scale hiring up or down as needed

As your business grows and changes, you may need to rapidly hire for specific projects or initiatives outside your normal recruiting. Our project RPO gives you dedicated recruiting support when you need it most.

Our experienced recruiters quickly ramp up and handle targeted hiring for new products, expansions to new markets or regions, mergers and acquisitions, and more. We’re experienced in developing focused strategies to find specialised or hard-to-fill talent within tight timelines.

You get flexible recruiting expertise without the need to add permanent headcount. You fill resource gaps and requirements for key projects on time and budget. And you don’t deter from your current HR priorities.

Project RPO differs from end-to-end RPO because it has clearly defined timelines and end goals but offers all the same benefits.

Key benefits

• Access to specialised recruitment expertise and industry best practices
• Significant cost savings compared to adding internal headcount and/or high agency fee costs
• Improved quality of hire through advanced screening and assessment
• Faster time to fill open roles by leveraging dedicated recruiters
• Enhanced talent attraction through employer brand building
• Reduced workload and overhead for HR teams
• Data-driven insights into hiring metrics and recruitment performance
• Consistent, optimised recruiting processes and technologies

Many organisations we work with are looking for a hybrid approach to their recruitment outsourcing to meet their specific needs, this is referred to as on-demand RPO. Some examples of this are:

– When you’re looking to outsource your high-volume, lower-level roles, like call centre operatives, to gain efficiency, and keeping senior professional hiring in-house.
– If you need to implement RPO for some of your business units or regions, but not others. For example, using Omni for regional hiring and keeping corporate HQ recruitment internal.
– You need help with specific stages of hiring, like sourcing or screening, but have the capacity to retain other processes like selection and offers in-house or vice versa.
– You need additional support to supplement your own recruiting team during spikes in volume or for niche roles. And you maintain core recruiting internally when demands are steady.

The right mix of insourced and outsourced recruiting depends on your company’s hiring maturity, volumes, cost objectives and internal capabilities. Our on-demand RPO allows you to focus on strategic recruitment internally while leveraging our Omni teams for efficiency, flexibility and expertise on selected hiring. This blend suits organisations of all sizes, across all sectors and industries.

Key benefits

• Focus internal recruiters on strategic, high-impact hiring
• Leverage RPO efficiency and expertise for high-volume, repeat hiring
• Implement specialised recruitment where needed (e.g. tech talent)
• Maintain recruiting control and influence where most critical
• Get flexible support to meet spike demands or fill capability gaps
• Reduce costs by optimising use of internal and external resources
• Gain economies of scale from outsourcing standardised roles
• Access to RPO provider technologies and innovations
• Enable internal recruiting team to more on enhancing processes
• Drive process consistency and best practices across hiring
• Enhanced employer brand through RPO talent marketing
• Continuity of recruiting during team transitions or leaves
• Insights from RPO analytics to refine strategies