At Confidential, RPO is when you partner with our experts to design and execute a customized talent acquisition and recruitment process.
Recruitment process outsourcing (RPO) is a workforce solution in which a business transfers all or part of its permanent recruitment to an external provider. An RPO provider is responsible for the management of the permanent recruitment within a business, and typically has outsourced recruiters based onsite — embedded within the HR or people function of the business. An effective RPO program installs a talent acquisition team, the latest recruitment technology, and flexible recruitment processes within an organizations.
What is an RPO provider?
An RPO provider acts as an in-house recruiter for a business, providing efficiency and flexibility to the recruitment process. It relieves employers and HR professionals of administrative burdens and delivers a seamless, high-touch experience for job candidates.How does RPO work?
A comprehensive RPO partnership offers daily administration and big-picture, strategic guidance across the entire recruitment process from talent consulting to onboarding support. These services are typically underpinned by a flexible applicant tracking system (ATS). All sourced and recruited candidates are exclusive to the client and are not shared with any other clients.
How is RPO different from recruiting?
Recruiting is when a company or agency looks for candidates for a specific role on an ad hoc basis. RPO is generally a long-term relationship, where an organisation outsources its end-to-end recruitment needs to an RPO partner. The RPO looks to make improvements to the organisation’s recruitment processes as a whole, by understanding pain points, long-term goals and developing a strategy.
What are the services covered under RPO?
Services under RPO vary for different providers depending on their field of expertise. Here is a list of services that are generally covered under RPO:
1.Recruitment services
2.Counseling services
3.Recruitment forecasting
5.Application handling
6.Scheduling & conducting interviews
7.Assessments: Psychometric and behavioral assessments
8.Technology selection & implementation
9.Setting recruitment processes
10.Management reporting
What is the difference between RPO and BPO?
Business process outsourcing, like managed services, is a broader form of outsourcing than RPO. It may include HR capabilities, but is not limited to them. Clients that opt for BPO may outsource marketing, tech support, customer service and more.
What do RPO companies do?
RPO providers offer strategic guidance and day-to-day support where needed across the entire talent acquisition process. Specific examples include job postings, resume review, interviews, market analysis, niche recruiting and more.
What kind of RPO models are there?
An end-to-end RPO solution may be used for a single market, country, region, or across the globe. Likewise, the RPO solution may focus on a specific business division, role family (e.g. sales), or encompass all hiring across the enterprise.
A Project RPO solution allows a company to hire a team of expert talent acquisition professionals to quickly fill a specific need within a designated time frame, such as recruitment back-logs, launching a new sales team, meeting an unexpected hiring demand, or talent pooling and sourcing.
An On-demand Recruiter solution is similar to Project RPO, but instead involves having one or two outsourced recruiters join your talent acquisition team for a specific project or time period.
Lastly, you may also leverage an outsourced provider to build your contingent workforce, ensuring you have access to a high quality talent pool whenever needed.
What is the difference between Human Resource Outsourcing (HRO) and RPO?
With HRO, a company outsources the management of parts of the Human Resources function to a third-party expert to drive cost, quality, efficiency, service, and scalability benefits.
Examples include:
As outlined above, RPO is a specific service category within HRO, as opposed to BPO.
RPO types
Organizations that outsource recruitment typically leverage an in-house team, a contractor model or (most commonly) a combination of the two. Blended models can be particularly advantageous for employers whose hiring needs fluctuate throughout the year.
RPO pricing models
Employers generally pay for RPO in one of the following ways:
Of these options, most employers prefer the cost-per-hire model because of the flexibility it affords. As hiring volumes increase or decrease, so do recruitment expenses. Cost per transaction, on the other hand, can be expensive for businesses that process a high number of candidates.
How is RPO different from recruiting?
Recruiting is when a company or agency looks for candidates for a specific role on an ad hoc basis. RPO is generally a long-term relationship, where an organisation outsources its end-to-end recruitment needs to an RPO partner. The RPO looks to make improvements to the organisation’s recruitment processes as a whole, by understanding pain points, long-term goals and developing a strategy.
RPO types
Organizations that outsource recruitment typically leverage an in-house team, a contractor model or (most commonly) a combination of the two. Blended models can be particularly advantageous for employers whose hiring needs fluctuate throughout the year.
RPO pricing models
Employers generally pay for RPO in one of the following ways:
Of these options, most employers prefer the cost-per-hire model because of the flexibility it affords. As hiring volumes increase or decrease, so do recruitment expenses. Cost per transaction, on the other hand, can be expensive for businesses that process a high number of candidates.
What are the services covered under RPO?
Services under RPO vary for different providers depending on their field of expertise. Here is a list of services that are generally covered under RPO:
1.Recruitment services
2.Counseling services
3.Recruitment forecasting
5.Application handling
6.Scheduling & conducting interviews
7.Assessments: Psychometric and behavioral assessments
8.Technology selection & implementation
9.Setting recruitment processes
10.Management reporting
What is the difference between RPO and BPO?
Business process outsourcing, like managed services, is a broader form of outsourcing than RPO. It may include HR capabilities, but is not limited to them. Clients that opt for BPO may outsource marketing, tech support, customer service and more.
What do RPO companies do?
RPO providers offer strategic guidance and day-to-day support where needed across the entire talent acquisition process. Specific examples include job postings, resume review, interviews, market analysis, niche recruiting and more.
What kind of RPO models are there?
An end-to-end RPO solution may be used for a single market, country, region, or across the globe. Likewise, the RPO solution may focus on a specific business division, role family (e.g. sales), or encompass all hiring across the enterprise.
A Project RPO solution allows a company to hire a team of expert talent acquisition professionals to quickly fill a specific need within a designated time frame, such as recruitment back-logs, launching a new sales team, meeting an unexpected hiring demand, or talent pooling and sourcing.
An On-demand Recruiter solution is similar to Project RPO, but instead involves having one or two outsourced recruiters join your talent acquisition team for a specific project or time period.
Lastly, you may also leverage an outsourced provider to build your contingent workforce, ensuring you have access to a high quality talent pool whenever needed.
What is the difference between Human Resource Outsourcing (HRO) and RPO?
With HRO, a company outsources the management of parts of the Human Resources function to a third-party expert to drive cost, quality, efficiency, service, and scalability benefits.
Examples include:
As outlined above, RPO is a specific service category within HRO, as opposed to BPO.
Yes, we find and shortlist suitable candidates, but the client retains control of the hiring decision.
Yes, typically our clients co-interview shortlisted potential recruiters with us to ensure they have both the technical competency and culture fit required to recruit effectively for the organization.
No, engaging in RPO should not result in losing control. A reputable RPO provider works in collaboration with your team, aligning with your company culture, values, and recruitment goals, to act as an extension of your HR department while maintaining the level of control you prefer.
RPO providers are designed to be flexible and scalable, quickly adapting to fluctuations in hiring volume or shifts in strategic priorities. They can ramp up or down their recruitment efforts based on your organization’s changing needs.
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Whether you need to fill leadership, niche or volume roles our global search teams deliver top-notch, future-ready talent. From the second we grab the candidate’s attention to the minute they walk through the door—we deliver a seamless candidate experience that turns applicants into advocates.
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With one of the largest pools available in the industry, we deliver market insights, DE&I consulting and more. We are problem-solvers, creatives, organizational psychologists, and operational experts with fresh ideas that are changing the face of recruiting.