How Omni Reduced Candidate Dropouts by 30% for VINCI
The VINCI Group (Eurovia, Taylor Woodrow and Ringway Jacobs) had two major issues within their recruitment process. Firstly, they were experiencing a high number of their candidates dropping out before their first day. Secondly, due to the niche nature of their roles, they were having difficulty finding and placing scarce talent across key business functions.
Omni implemented several targeted strategies, each designed to address key pain points in the hiring process:
We achieved a 30% reduction in 'dropout rate' post offer.
VINCI saw a 51% reduction in time-to-hire.
An 88% direct hire rate was achieved with 1,707 vacancies filled.
VINCI took advantage of our End-to-End RPO Solution. This is a full-service model that helps alleviate the burdens associated with attracting, screening, and onboarding candidates, fostering a streamlined, tech-enabled, and inclusive recruitment service. From day one we embedded ourselves in VINCI’s values and culture, working as an extension of their team covering the full recruitment process from engagement and sourcing to offer management and onboarding.
RPO recruitment is designed to address a variety of unique organisational pressures, ensuring that there is an adaptable and tailored RPO model available to effectively support your specific business needs and strategic hiring requirements. RPO services are for you if:
You own the hiring strategy across the business and you’re being asked to deliver it with less. End-to-End RPO is usually the natural fit, giving you a strategic partner that owns the permanent hiring process while you stay in control of policy, governance and outcomes.
Your team is good and stretched. Hiring peaks, niche skills or specialist roles land on you while business-as-usual carries on. On-Demand RPO usually fits best. Surge recruiter capacity that integrates with your team and exits cleanly when the work is done.
You’re carrying recruitment spend across multiple suppliers, frameworks and commercial models, with audit and value-for-money obligations attached. MSP usually fits best for contingent and contractor spend, with RPO covering the permanent side.
You have a project, programme or transformation with a defined hiring volume and an unforgiving deadline. Project RPO usually fits best, giving you a dedicated team for the engagement window with a clean exit at the end.
Wherever your starting position, the section below helps you identify the right RPO model for your need.
Our people-first approach ensures that every solution is built on understanding your culture, values and goals. With over two decades of expertise, we’ve become the trusted partner of choice for organisations seeking to elevate their talent strategies.
At Omni, we believe talent is everything and we have our own exceptional people who use data-driven insights and innovative technology to create tailored solutions that align with your organisation’s needs. We’re proud of our Manchester roots and our UK based team will deliver the agility and expertise needed to positively impact hiring strategies, unlock greater value and maximise recruitment ROI. Let us help you shape the future of your organisation.
Flexibility is key. Our On-Demand RPO solution adapts to your changing business landscape, to scale recruitment efforts up or down depending on your needs. Whether you need further expertise to ramp up attraction across challenging skill sets or just additional capacity to prevent delays in the recruitment process, we can move quickly to provide the support you need.
On-Demand RPOAre you looking to tackle high-volume, short-term, or specialised recruitment projects with ease? Omni’s Project RPO services offer the expertise and scalability you need to attract and select quality candidates.
Project RPOOmni’s MSP solution is a service for a contingent workforce that manages agency supply and candidate engagement from one single source. Our MSP solutions streamline your contingent workforce management addressing cost pressures, time constraints, and compliance challenges.
Managed Service Provider (MSP)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.
If you’re considering RPO for your organisation, read our guide to engaging an RPO company to help you get started.
