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!
Recruitment Process Outsourcing involves a company outsourcing part or all its recruitment needs to an external provider. That agency will take responsibility for meeting the company’s resourcing needs as they rise and fall throughout the year, managing the entire end-to-end process if needed. They will adopt the company’s brand and values, creating a seamless transition between the two.
A talent pool is a database of candidates who you or your recruiter have identified as being of interest. It is likely to contain a mix of people who have previously applied for roles, and individuals who you have actively sought out. Theoretically, you could approach any of these candidates at a moment’s notice, confident that they would be interested in the position that you’re offering.
A more refined group of candidates than the talent pool. You will have already developed a relationship with these individuals over a period of time, laying the groundwork for them to be able to fill a position at relatively short notice.
An Employee Value Proposition is the set of benefits and rewards that a company can offer to employees in return for their work, skills and commitment. A company can define itself by what it chooses to give employees, making it more or less attractive in the eyes of potential talent. The EVP should demonstrate what the company stands for and why people are proud to work there.
A Key Performance Indicator is a value which can be measured to establish whether or not an organisation is meeting its targets. In recruitment, these objectives tend to centre around time to hire, cost to hire and the quality of the hire.
An applicant tracking system is a piece of recruitment technology that allows recruiters to track the status of individual applicants. Various systems are available on the market, each boasting different features and functionalities suitable for different sizes of companies, and most providers will allow you a free demonstration. At Omni we have developed our own bespoke applicant tracking system called Appellia.
An active candidate is someone who is open to new job opportunities and has taken steps to make their interest known. For example, they might have uploaded their CV online, registered with a recruitment agency and begun submitting job applications.
A passive candidate is someone who is fairly content and happy in their current role and not actively looking for employment elsewhere. They should still be considered a role if you identify that they have the necessary skills, experience and mindset.
Once a formal agreement has been reached between the organisation and successful candidate, the onboarding process can begin. Through this process, an employee may be asked to complete a number of background checks, undertake some initial training and familiarise themselves with company policy.
If you have any additional questions about RPO terminology, or are interested in our services, please do get in touch today.
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.
