An essential component in achieving business growth and development is establishing meaningful outsourcing partnerships. While making connections is straightforward, maintaining mutually beneficial relationships presents a greater challenge.
A Deloitte survey revealed that 78% of businesses prioritised cultivating a good relationship with their outsourcing partners. If two companies are incompatible, it can negatively influence the work being done and the results delivered.
A Grand View Research report found the global recruitment process outsourcing (RPO) market size is expected to reach £15.6bn by 2027. Such significant growth in this area is due to increased demand for cost-effective and scalable recruitment solutions.
The right RPO partner can unlock business agility and deliver the flexibility businesses need to shift priorities and make progressive decisions quickly and easily. It is essential however, to foster a close working partnership from the exploratory stage to realise the best service, results, and return on investment .
For more than 20 years, Omni RMS has partnered with a range of organisations and leading brands to provide tailored RPO and Project RPO solutions. Here, our experts examine five key attributes that go into building and maintaining long-standing relationships that deliver.
At the earliest stage of engagement, both sides should ensure that their cultures align. A focus on company culture and values goes a long way in building and executing the right programme and approach. Shared perspectives create a strong foundation to build a successful partnership that lasts.
At the exploratory stage, businesses should also establish expectations, time frames and resources to ensure the outsourcing partner understands precisely what is expected and can thoroughly prepare. Failing to provide the right information from the outset could result in an outsourcing partner second-guessing a hiring strategy and failing to deliver. It is a two-way street, and RPO providers should be open and honest about their capabilities and experience to equip the organisation with the information they need to make the right decision.
Communication is critical in establishing a successful RPO partnership. Without clear and frequent contact with an outsourcing partner, a company’s priorities can become misaligned, making agile decision-making more difficult. Regularly sharing goals, challenges, expectations and feedback allow both parties to understand where they are and the direction they need to move in next. This should be more flexible than scheduled catch-ups, with information shared in real-time via preferred digital collaboration tools, email or over the phone.
Methods of measuring success must be installed from the outset. The right metrics should be identified, with clear benchmarks set throughout the process. Not only does this ensure the RPO provider demonstrates results and value, but it also highlights areas for improvements so any deviations from the shared goal can be fixed. Proactive evaluation and continuous improvement mean small setbacks can be quickly managed before they derail the relationship. Today’s most successful providers go above and beyond any KPI’s or SLAs, keeping the company goals and vision in mind. They think of how their service can help their client far beyond the limitations; how they can contribute in terms of improving collaboration and innovation and should have specific ideas on their contribution as well as strategies and ideas with respect to the future. The best partnerships are value-based and not just simply about reducing costs.
A high performing RPO will Invest in its own people, as the success of any partnership is dependent on the quality of their employees. A high performing team will ensure that an RPO ranks high on all KPIs. 75% of top business performers credit the success of their outsourcing activities to the quality of the provider’s expertise. Identifying how a provider attracts, develops, engages and retains its own talent is just as important as understanding how they will do this for you.
By choosing to outsource your recruitment to Omni, we will become an extension of your in-house team, working under your brand to manage all (or part of) your recruitment process, from candidate engagement and sourcing to pipelining, selection and onboarding. Our RPO services span the full recruitment life cycle and are bespoke to an organisation. Find out more 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.
