Our use of cookies

We and our partners use necessary cookies for the functionality of our website. We would also like to set optional analytical cookies to help us improve the way our website works. These analytical cookies enable us to personalise adverts and content based on your interests, measure the performance of adverts and content and derive insights about out audiences. We will not set analytical cookies unless you enable them.

No personal information is stored in these cookies but if you wish to ensure that no cookies are created on your computer, then you are free to use your web browser’s setting to turn off cookies.

By clicking “accept” you agree to such purposes and the sharing of your data with our partners.

You can find more in-depth information and manage your consent at any time by visiting the Cookies policy page.

Analytical Cookies

We would like to set Google Analytics cookies to help us to improve our website by collecting personal data, such as IP address and cookie identifiers and report information on how you use it. For more information on how these cookies work please see our ‘Cookies policy’. The cookies collect information in an anonymous form.

Necessary Cookies

Our necessary cookies enable core functionality such as security, payment, network management and accessibility. You may disable these by changing your browser settings, but this mat affect how the website functions.

Recent research from YouGov revealed that 70% of B2B decision-makers outsource key services to third parties. With Covid-19 reinforcing the need for organisations to remain agile, shore up value, and reduce risks, outsourcing enables greater flexibility and control and has become a critical business tool.

While recruiting the right people is crucial to a company’s ongoing culture and success, it can be increasingly time-consuming and challenging, particularly for those operating in industries that face skills shortages or conversely high volumes of applicants given the current employment climate.

Even before the pandemic, Recruitment Process Outsourcing (RPO), where all or parts of a recruitment and hiring process are transferred externally, was a popular solution for organisations where HR and TA departments were spread too thinly. In this blog post, we examine the five reasons why companies are increasingly working with Outsourcing partners to bolster their recruitment in 2021. 

  1. Flexibility 

Companies have needed to scale their hiring efforts to match demand long before the uncertainty of the pandemic. RPO, particularly Project RPO, enables businesses to rapidly respond to hiring spikes or reduce efforts during a downturn. 

Alternatively, it provides the opportunity to shift focus to other elements of a talent strategy, whether that’s providing support to develop an effective targeted recruitment marketing campaign, selection process or even onboarding process.  Essentially, it’s a service that lets you determine where, when and how much you use it.

  1. Best practices

An RPO provider grants businesses access to a team that is solely focused on best in class resourcing. They are highly-trained and experienced on proven processes and practices that will continuously evolve in line with legislation, market trends and candidate demands.

Working with clients across a broad range of industries means RPO providers can identify the right solutions  to deliver optimal results. Such action could be establishing workforce planning, effective D&I talent strategy, growing an employer brand, developing objective assessment practices, training hiring managers or ensuring you provide an optimal candidate experience. 

  1. Lower financial risk

RPO provides an alternative to investing in an in-house, permanent and fixed-cost recruitment team. Its flexible nature means businesses are only required to pay for the services as and when they need them.

During a time when organisations are seeking greater control of costs, flexiblity due to business undercertainiity and opportunities to make savings, RPO provides less financial risk.

  1. Access to technology

The pandemic helped to accelerate the shift to digital recruitment processes. Now more than ever, HR and TA teams must remain up-to-speed with the rapidly changing technological advancements in recruitment and continue adapting talent attraction, selection, and onboarding methods.

With RPO providers focused entirely on recruitment, they are not only aware of the latest technology and digital tools available but will be using them. It means that RPO clients have access to the latest tech without having to make costly internal investments. 

  1. Aid business recovery 

The knowledge and experience of RPO providers mean they possess a broader perspective of the wider market and specific industries. They are a valuable resource during these rapidly changing times to help businesses understand the competition, new employee expectations and salary benchmarks. Such insights go a long way in informing future strategies and gaining a competitive advantage in the market.

As we emerge from a challenging 12 months, RPOs are helping businesses meet changing recruitment demands while offering the strategic advice and support required for success long into the future.

RPO: More value than you think

On Wednesday 24th March, Omni’s very own Louise Shaw MCIPD will be joined by Flogas Britain’s HR Business Partner, Karen Birch MCIPD, for an interactive workshop about how RPO works in practice and the value it can bring to any talent acquisition strategy. Our last event filled up quickly, so click here to secure your place today!