Recruitment Process Outsourcing
Answerquest Scores Top Rating On Dun & Bradstreet Past Performance EvaluationAn Introduction To Recruitment Process Outsourcing (RPO)
Overview
In today’s current economic environment answerQUEST has found that many companies are trying to reduce costs and many times that means stretching the current staff or asking them to do more with less. This is the exact reason why many companies have chosen to learn more about RPO. answerQUEST, in partnership with one of the top RPO providers, has helped many companies reduce the cost of turnover and talent acquisition. Together we have helped companies, including our most recent client, save money. This client was able to save over $3.5 million in 18 months! Some examples of the services we provide include: improving workforce planning, technology engineering, reducing cost per hire, increasing speed to hire and assistance with employment branding.
RPO Defined
Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment process to an external service provider. An RPO provider can provide its own or may assume the company's staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.
RPO Benefits
- Cut your staffing budget by 20%
- Come in under budget every year
- Show savings on your staffing budget
- Reduce your time to hire and your cost to hire
- Reduce the number of average job openings by 80%
- Track the hiring process for the entire company in real time
Motivators for RPO
- Meet anticipated (or mandated staffing needs)
- Reduce strain on internal resources
- Allow staff to address and focus on core competencies
- Bring greater structure and efficiency to the process
- Reduce cost of hire
- Minimize negative impact on productivity by lessening the period between vacancy and new hire
- Regulate/lower new hire spending (i.e. sourcing, recruiter fees, etc.)
- Increase quality of new hires
- Utilize screening procedures to ensure the best available talent is meeting with hiring authorities
- Increase sourcing channels, opportunity exposure
- Attract top talent through employment branding
Selection Criteria
- Recruiter quality
- Years of experience (RPO background)
- Process (specific, regulated, and managed execution)
- Reputation
- Industry knowledge
- Access to marketplace (size of network)
- Reduced learning curve to the market
- Cost (hard and soft)
- Fees
- Speed of execution
- Increased screening resulting in longer retention
Employment Branding
Your recruitment brand is your employment value proposition. It's the essence of your organization, the sum of the parts of your company - who you are, what you stand for, your culture and image as an employer. It's not just a tagline on your career site - it's an immensely powerful message that should be promoted both internally and externally; a crystal clear talent brand can give you a competitive advantage in the market place, help you attract, hire and retain candidates with the right fit and can even increase shareholder value and bottom-line profits.
Workforce Planning
Workforce planning is an integrated and forward looking process that is designed to predict what, when, and/or how much will likely happen in talent management and then to provide action plans that will cause managers to act in the prescribed way. As a result of the planning process, managers will be able to avoid or mitigate people problems, take advantage of talent opportunities and to improve the “talent pipeline,” so that your organization will have the needed “people capabilities” required to meet your business goals and to build a competitive advantage over other firms.”
Ideal Target Companies
- In need of an applicant tracking system
- Unaware of metrics
- Annual turnover of 50-1500 employees
- Antiquated hiring process
- Limited HR/Staffing function
- Distressed HR/Staffing function
- No employment brand
- No workforce planning capabilities
Differentiators
- Subject matter expert
- Many of our partners and recruiters work a specific niche or industry and have an in depth understanding of your marketplace
- Discovery phase
- We take the time to get to know you before we propose
- On-site recruiters
- Technology solutions
