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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.

Recruitment process outsourcing (RPO) is becoming an increasingly popular way for organisations to handle their talent acquisition. However, some common misconceptions persist about how RPO works and the benefits it can provide. In this post, we bust five myths about RPO.

Recruitment Process Outsourcing (RPO) Recruitment and Managed Service Providers (MSP) both aim to improve the hiring efficiency of your organisation by relieving the complications of managing the organisation's resourcing needs. But what do these two terms mean and what is the difference between RPO and MSP?  

Recruitment can be a very jargon-heavy area of business, with lots of acronyms for you to wrap your head around. At Omni, we like to be as accessible as possible, which is why we’ve put together an explanation of RPO terminology. If you think we’ve missed anything off the list, let us know and we’ll add it on!

Unlike standard recruitment process outsourcing (RPO), Project RPO is started and completed within a defined timeline. It allows companies to meet their resourcing needs in any number of situations where greater capacity is required. For example, when exploring different markets, acquiring another business or launching a new product or service. In more seasonal industries, such as retail and agriculture, Project RPO may be of particular interest as it allows companies to meet the rising and falling demand they experience throughout the year, every year.

As your firm grows and matures, the demands and needs of the business change. The same goes for your workforce. Over time, different ways of working and accessing resources emerge, with both permanent employees and contingent workers needed to meet demand. Without careful management, the administration and supervision of the processes around workforce management can become overwhelming. One solution is to use a managed service provider.

As we face growing talent shortages, greater economic uncertainty, dynamic technology advancement and a desire for flexible work options we need to create choice and solutions for the complexity of today's talent needs whether that be for 50 or 5000 hires per annum.

Could MSP be the flexible solution you’ve been searching for?