Exploring the WHY of Recruitment Process Outsourcing
Discover more on Gi Group Holding’s RPO Solutions here.
The biggest factor in the WHY of choosing RPO solutions is the need for businesses to understand and plan for talent sourcing in increasingly complex global labour markets. Issues like skills shortages, planning for increased labour mobility, along with demands for employee team reskilling and upskilling are all putting greater management burdens on businesses’ HR departments. So at the moment, it can be both useful and comforting for even the best of HR managers to have the clarity and market insights of an external process planner or consulting firm. With RPO guidance, businesses can address needs for identifying and placing top talent, for better handling cost management and rationalisation, and for leveraging new tech tools (especially AI) for meaningful talent assessment and post-hire employee monitoring and evaluation.
So how is RPO different?
Before diving into implementation, ensure everyone is on the same page about what success looks like, including how KPIs will be designed based on your business goals. This means getting crystal clear on goals, expectations, and how you’ll measure results. Do you want to reduce time-to-hire? Improve candidate quality? Tap into new talent pools? Defining these targets early ensures your partner knows precisely what you’re aiming for and can tailor their approach accordingly.
What immediate benefits come from RPO services?
The most immediate benefit deriving from RPO solutions involves the ability to tackle changes related to business evolution. Talent scouting and hiring needs vary over different phases in company growth, so an RPO partner can help your business address “growing pains” in a smart, efficient way. RPO support helps businesses more easily take on opening of new offices or plant locations, scale up existing operating units, handle internal restructuring or even plan for high-volume seasonal hiring or dedicated recruitment projects like hiring to meet DEI targets. Through RPO service support you can reduce overall recruitment costs, speed up time-to-hire, improve overall candidate experience and boost your employer brand thanks to simple, friendly and enjoyable hiring and onboarding UX.
On top of process intelligence that comes from working with a reliable RPO solutions provider, you also get an agile, client-committed support system that will ensure you can, of course, save on costs (with straightforward pricing models) and also adapt and customise processes to meet changing hiring needs, while also using technology to leverage the best data insights to pinpoint what roles need urgent filling, to define candidate profiles that must be matched, to plan for sourcing across multiple channels, and to map potential outcomes and impacts from recruitment strategies.
What you need from an RPO partner
Delivering the right candidates and talent matches is critical. So your RPO partner should focus specifically on talent assessments and recommendations that meet hiring targets while providing scalability, in-depth reporting and spotting ways to achieve cost savings. This includes use of both on- and off-site specialists for RPO and help with valued-added services like boosting your company’s employer value proposition (EVP). Additionally, though, clients should expect and demand of partners like our teams at Gi Group Holding high-level performance in terms of compliance; i.e., proper management and respect for company data to ensure that all process information remains proprietary and is treated with utmost confidence and care. Along these same lines, tested RPO service providers will also have strong knowledge of regulatory needs, understanding what national labour codes require of employers and what provisions must be adhered to when developing labour mobility programmes. On top of that, there are also soft skill (EQ/SQ) needs that adept RPO suppliers like Gi Group Holding are certainly aware of, e.g., monitoring talent for fits with organisational culture and mission, so that proposed sourcing/hiring plans do not disrupt organisational workflows and team collaboration.
Upon finding a partner that can address all the service requirements listed above, sign-on for delivery of RPO support should include a quick set of final checks to ensure that both sides (client and service providers alike) understand needs and expectations and can make good on all SLA promises. This includes clearly outlining current and future goals for recruitment and hiring activities (i.e., time-to-hire, candidate pool diversity, etc.); establishing KPIs to facilitate reporting to executive teams and boards; and investing time needed to integrate RPO services with your company’s in-house procedures. In the latter case, an RPO provider can definitely streamline and cut internal workloads but it will take time for them understand fully all internal company processes. That’s why continual communications and transparency in this space are critical to future success.
How we craft your recruitment success
In today’s volatile economy, working smarter and not harder is more important than ever. That’s where RPO providers like our team at Gi Group Holding can ensure you make the best use of your organisational People Power and achieve greater business success.
We work with a number of RPO models (Source & Screen – used to manage hiring peaks and waves; Project RPO – specific project or programme-based assistance; or Full Cycle RPO – ongoing, long-term partnerships) focused on tailored solutions for clients’ needs and ensuring delivery of the right services to fulfil them. Plus, the team at Gi Group Holding works daily with talent pools in 37 countries around the world and across 10 key industry sectors, which means we can broaden the range of candidates for selection and assist businesses with all support services related to labour mobility in cases of recruitment from outside the employer country.
Get in touch with us to find out more about what Gi Group Holding can do for you.
