Outsourcing solutions for hiring allow a company to achieve its goals without compromising on candidate quality. There are a huge number of vacancies for IT specialists, and it is becoming increasingly difficult to find candidates with traditionally accepted methods. The reasons for using RPO may be different: necessity to hire a large number of employees, project timeline is tight, there is a lack of an internal resources for the selection of specialized employees or an internal resource is busy solving strategic issues, the brand is still not recognizable in the market, or the structure is in an early stage. RPO may help a company to grow financially, as in the quantity of workers. We compiled 3 main recruitment process outsourcing models. Choose the most appropriate one for your company.
Recruitment Process Outsourcing
The recruitment process outsourcing is a process where a company gives to the external service provider the recruitment process partially or in a whole. RPO helps to save an awful lot of time, so it is wise to address these services for company growth.
The main duties of a recruiter:
- searching and selection of candidates;
- conducting a screening interview;
- coordination of all stages of recruiting;
- giving feedback to all candidates;
- maintaining a database of candidates.
Often, in medium and large IT companies, the IT recruitment process outsourcing department exists as an autonomous unit with its head, because there are so many tasks for this unit that it requires a special management approach. The remote recruitment process is a widespread practice of business management.
Reasons for outsourcing the recruitment process:
- just entering the market (start-up business);
- lack of internal HR department (small, medium business);
- a will to build, optimize or strengthen the system of recruitment;
- presence of big staff turnover;
- reducing the cost of hiring new staff.
The main areas of RPOs include the development of a recruitment strategy, searching and screening of candidates, further evaluation and interviewing of candidates. The list of functions also includes an organization of a client-side interviewing process, management and leading the job offer to the candidate’s acceptance, and further onboarding — the process of familiarizing the client with the company, providing assistance during the adaptation period.
3 Recruitment Process Outsourcing Models
Large and small companies require a different approach of RPO. If a project is in the process of development or it exists on the market for some time, it should be considered before choosing one of the 3 recruitment process outsourcing models.
1. End-to-end RPO
This model of RPO covers all services related to recruitment. Also, the issue of investment and technology goes to the list of functions. Such a complex solution is the most affordable among these 3 RPO models. End-to-end provides effectiveness in hiring, but it is the most difficult to implement. Another name for this model is full RPO.
How does the end-to-end RPO contribute to the company’s growth?
This model provides all the resources for effective recruitment; it leads the candidate from the beginning of the interview to the onboarding of the employee. A customer doesn’t have to worry about the quality of selection; these services assume all the risks, while the company will continue to use the results of the work done by the specialists.
2. Recruiter on-demand
This model offers you exactly as many recruiters as you need for your company. By choosing this option, your company will cope with staff turnover, and it will help with new business initiatives and achievements of other business goals. For this model, no additional technology and changes in the hiring process are needed; the provided recruiter leaves everything as it is in your company, but will lead it to improvements in business growth.
How does recruiter on-demand RPO contribute to a company’s growth?
This approach is not expensive and allows you to invest the majority of a budget in other areas of development. The effectiveness of this model has long been discussed. You retain full control over recruitment processes while continuing to manage your strategy and resources.
3. Project RPO
Among other outsourcing recruitment process benefits, this model is advantageous for launching a new product. Therefore, a company will be able to maintain its methods of recruitment but use an innovative approach to design work. Also, this method is effective and affordable.
How does project RPO contribute to a company’s growth?
This model ensures that the company will receive the necessary workers for the project, and the staff will be able to focus on the main tasks of the company.
The main stages of Recruitment Outsourcing (RPO):
- Development of the project implementation plan;
- Deployment of the project team (project implementation team), on the client’s territory or on its territory;
- Phased execution of the search and selection program, within the framework of the approved employment plan;
- Management of media resources in advertising and active promotion of positions;
- Organization of the assessment of qualifications, training and personal qualities of candidates;
- Reporting for all key project participants, in the context of KPI indicators;
- Verification of compliance of all procedures and activities, consistency with standards and guidelines for branding the employer, defined by the company – customer.
Also, it’s worth mentioning various cost models of RPO:
- Remuneration model – RPO services are paid once a month.
- Hiring model– the de facto model is suitable for recruiting candidates on an ongoing basis and a fee is charged for each hired candidate. In the event of dismissal, the RPO must reimburse the costs associated with hiring an employee. A contract must be flexible.
- Remuneration model plus the cost of hiring is a combination of the two models mentioned above.
- Cost per schedule – payment occurs on a specific schedule when a recruiter has fulfilled his or her duties.
Bottom Line
Instead of expanding the staff of the HR department temporarily and overloading employees with the flow of open vacancies, it is better to transfer these tasks to the professional team that provides the outsourcing of the recruitment process. Full, partial or project RPO are all equally effective; the main task is to choose a model suitable for a specific project. Recruitment process outsourcing is a service that is ready for transformation depending on the objectives of the project. Flexibility is what distinguishes and attracts companies for cooperation.
