Over the past few years, recruitment process outsourcing has grown in popularity as a recruiting strategy. Flexibility, scalability, and speed, three of RPO’s main advantages, have struck a chord with businesses as they scale up their workforces.
Despite the fact that commercial and operational demands are running well, it is difficult for enterprises to acquire people. Companies around the country have been hampered by staff shortages as a result of unemployment benefits and pandemic safety concerns. Additionally, firms have looked to partner with independent RPO providers to outsource these recruitment duties as HR and talent acquisition departments are already overburdened.
In our previous blog about RPO, we cover what is RPO and why does your organization need one. Here, we cover the types of RPO.
There are four different types of RPO that businesses should be aware of when looking into recruitment process outsourcing. In order to assist you in selecting the model that is most appropriate for your company, the Bohiyaanam Talent team is here to give a quick overview of each.
On-Demand RPO
When it comes to RPO, scalability is paramount. An on-demand RPO programme can easily serve these recruiting needs strategically if your company encounters seasonal hiring spikes, such as around the holidays or in the summer. When you require an extra pair of hands to work seamlessly with your team, this model can offer you a dedicated recruiting resource.
With an emphasis on adaptability, speed, and talent expertise particular to the business, on-demand recruitment is a specialised recruiting solution. Consider “leasing” a team of recruiters to improve your firm’s in-house talent acquisition capabilities when your internal recruitment team needs a little additional assistance or if your organisation has restricted resources. With on-demand recruiting, you have the freedom to decide how long and when you need talent acquisition services based purely on your requirements.
In order to replace staffing firms and contract recruiters with a more strategic partner who places speed, efficiency, and effectiveness at the centre of their strategy, organisations are turning more and more frequently to on-demand recruiting services.
With on-demand recruitment, you not only get a skilled team of recruiters but also the tried-and-true procedures and technology required to make the best hires, support for your internal initiatives, an increase in candidate flow, and a decrease in hiring expenses. We go into more detail about the advantages of on-demand hiring below.
Project-based RPO
Having extra employees on hand is beneficial when your business is changing its strategy, introducing a new product or service, or growing in scope. With project-based RPO, you’ll have access to a group of recruiters who can advise you on how to scale your staff to take care of these changes to your company.
If you have never employed an outsourcing recruiting team to assist with your hiring process, using an RPO firm is a wonderful place to start. Your RPO partner will act as an addition to your current staff to help fill those difficult-to-fill vacancies by managing your entire recruitment process, as opposed to taking the place of your HR department.
RPO services give you everything you need to employ experienced individuals while halving the time it takes to fill positions by combining industry knowledge, technology, and recruitment strategies. No more putting in numerous hours on job sites, going through resumes, and verifying references; you can now let the pros handle it.
The majority of agencies operate on a contingency basis, keeping you in the dark as they try to fill your roles. However, by employing a project-based structure, your RPO Provider will collaborate with your Human Resources department to draw up an entirely unique project plan that is based on your needs and is completed within the time frame that is most convenient for you.
Hybrid RPO
Want to keep some of your vacant roles under your control while outsourcing some of your talent needs? This brings us to the hybrid RPO model. By implementing this structure, you may take advantage of the assistance provided by RPO recruiting teams that are organised to collaborate closely with your current HR department. Your RPO provider will have access to a personalised email account, giving candidates the impression that they are a part of your company. Your company can easily contract out for the delivery of certain markets and/or departments in accordance with a predetermined set of SLAs that match the metrics of your current team. The hybrid RPO model’s agile structure might introduce fresh ideas to improve your recruiting strategy.
While the RPO works with more easily filled roles or mass-hiring circumstances, such as are common in many manufacturing or construction settings, a firm may use its internal workforce to fill high priority or specialised positions that may require substantial organisational knowledge to fill. On the other hand, an organisation might engage the RPO to handle ad hoc hiring (for example, a highly specialised role) or higher-level, more time-consuming positions (for example, executive-level), while internal personnel focuses on ongoing hiring.
In addition to shortening the time to employ, a hybrid RPO lowers organisational risk. The outsourced RPO can be used less frequently during downturns in the economy while internal staff is kept on.
Enterprise RPO
Enterprise RPO, often referred to as full talent lifecycle RPO, enables businesses to outsource every facet of their hiring process. Your RPO provider will be there to offer help and expertise at each stage of the hiring process, from early candidate sourcing and screening efforts to conducting interviews and navigating the hiring process. While enhancing candidate quality, this full-service RPO solution can increase operational effectiveness, produce cost savings, and ensure greater compliance. Deploying an enterprise RPO model could be the solution if your company needs to improve its recruiting performance.
There are two kinds of enterprise RPO to think about:
- Long-Term, Company-Wide – In this scenario, a company employs an RPO provider to manage the entire hiring process, including the technology used and the outcomes. Employment branding is one of the most significant outcomes of this kind of arrangement because RPO may be a useful tool for enhancing that brand when recruiters are out in the market looking for top applicants.
- Job/Area Specific – This arrangement is very similar to a long-term one, but it is only for a specific job function or for a specific location (i.e. headquarters, an R&D facility, a call center). The RPO provider concentrates on filling corporate positions or just call centre positions. The provider is still in charge of the procedure and the outcomes, but since they don’t cover every position for the whole company, they may or may not use the technology.
There is a myriad of RPO options available beyond these 4 common models. Some will be better suited to you than others, which is why we recommend talking with one of our RPO experts who can help you make an informed decision. At Bohiyaanam Talent, we strive to give you the best possible.
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