Recruitment process outsourcing (RPO) is simply outsourcing your business's recruitment needs to an outside provider on a permanent basis. But how does this work? This blog will outline how a RPO works and how it differs from traditional recruitment. 

How RPO works

The RPO service can be broken down into four stages:

1) Initial Sourcing 

Experienced RPO’s have access to an extensive database of candidates, which has been built up over a long period of time. Along with this, they know exactly how to use social media to it’s advantage and identify candidates that you are unlikely to come across.

2) Thorough Screening

A RPO will screen every candidate thoroughly before they put them forward. Ensuring that the candidate is right for the role you are hiring for. You might legally need to run a background check. 

3) Recruitment Support 

A RPO can help organise and schedule interviews once they have candidates lined up and screenings. Not only this when you have come to a decision on hiring a candidate, your RPO will also be able to support you with any negotiations regarding salary or benefit packages.

4) Analysis

When partnering with a RPO for the long-term, they will be able to provide you and your business with ongoing analysis of your recruitment process. This may include: 

• Time it takes to hire 
• The cost of hiring 
• The rates of retention

This information is vital when it comes to understanding the process and the success of having an RPO.

How does this differ from traditional recruiting?

RPO’s differ from traditional recruitment due to the relationships between the RPO provider and the company. For example, a traditional recruitment agency will work with you as a business to fill one or two roles, however, a RPO will work with you long term, giving your business as much support and information so you can find the perfect candidate for all your available roles.