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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 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.

While once associated with the technology sector, agility is now a term that can be applied to organisations in any industry who are able to embrace change and adapt rapidly to gain a competitive edge. 

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.

When it comes to recruitment, there are hundreds of options to choose from so which solution is right for you?

If an organisation has not used RPO (Recruitment Process Outsourcing) before and employees within its talent function are unfamiliar with how it works, concerns can arise that an external team is being brought in to replace them.