WHILE SOME TRY TO TAKE THIS ON THEMSELVES, OTHERS TURN TO THE PROS TO REBUILD OR AUGMENT THEIR INTERNAL RECRUITING INFRASTRUCTURE THROUGH RECRUITMENT PROCESS OUTSOURCING.
In short, Recruitment Process Outsourcing or RPO, is the outsourcing of some or all components of internal recruiting for candidates who will become direct employees, including sourcing candidates through the offer and onboarding process. It’s bringing recruiting expertise where you need it most.
RPO programs can either replace the need for internal sourcing or recruiting or can augment resources already in place. This can be for all your jobs or in certain areas where you have challenges or critical needs. An RPO provider can also help you get the most from your investment in recruiting technology.
Do more with less, increase the quality of your talent, and keep costs in check with RPO. Navik Solutions knows recruiting.
TYPES OF RPO
There isn’t a one size fits all approach when it comes to RPO and contrary to popular belief, RPO is not just the occasional permanent placement. An RPO partner brings process and accountability. There are several different types of RPO programs, and with the help of a Navik's RPO expert, we can determine the type of RPO to best suit your recruiting needs. Here are a few of the most common:
-- End-to-End – Recruiting from start to finish.
-- Project RPO – Recruiting for a specific area, timeframe, location and/or skill set.
-- Resource-Based – Leveraging our recruiters on a cost-per-effort basis.
-- On Demand – Having a contingency of recruiters when you need them.
PERFORMANCE, PROCESS AND ACCOUNTABILITY
The “process” in RPO means we can perform one or many processes to help you recruit the best candidates. It also means that we sign up for metrics and KPIs so that we are accountable for our part or parts of the process. This performance-based approach means you get the most value for your recruiting investment. Here are some ways RPO can help:
- Scale your recruiting efforts on a temporary or on-going basis
- Source quality candidates for hard-to-fill jobs
- Help with employment brand development and recruitment advertising
- Deliver qualified slates – Select and screen
- Source diverse employees
- On-boarding and logistics
- Develop and manage social media
- Administer technology (Applicant Tracking Systems - ATS)
- Perform new employee survey and exit interviews
- Manage pre-employment screening and administration