RECRUITMENT PROCESS OUTSOURCING

Organizations in today’s tough global economy are seeking ways to reduce costs while improving performance. For this purpose companies are adapting Recruitment Process Outsourcing programs to drive world-class recruitment performance levels. Companies adopt RPO according to their business need. Some organizations choose to keep recruiting higher-level positions within the organization, while outsourcing the candidate sourcing, screening and administrative support up to and some including onboarding (full life cycle).

Decision to turn over parts of such a key talent management process (recruiting) to a third-party service provider is not easy. Companies incur huge cost in doing this. So there has to some objective while taking such decisions. They can be –
1) Pressing staffing needs that they cannot meet,
2) Desire to concentrate on core business functions, and
3) Lack of sufficient internal HR resources to do the job
But choosing RPO does not simplify the task. There are certain challenges one faces.

The first challenge is the need to address strategic, rather than tactical, priorities with RPO. Three recruiting practices that comprise the core of a strategic approach to talent acquisition — talent strategy development/consulting, employer branding, and measuring success of recruitment process (metrics) — currently are the least likely practices to be outsourced. For most organizations, the strategic side of talent acquisition remains in-house.
The second challenge for RPO is one of focus and priority. Usually it is seen that companies outsource the recruitment process for temporary workers and executives which is not a priority task for companies.
The final RPO challenge may also be the greatest opportunity — maximizing the Return on Investment (ROI). As with every other business decision, the success of RPO can be measured by its ROI.

For those organizations that want to leverage the full potential of RPO to improve the talent acquisition process, and their overall business strategy, it is critical that they consider making RPO a larger part of their talent management strategy. Then, they may be able to join that group of respondents who manage to more fully benefit from RPO.