Skip to main content

What's the difference between RPOs and in-house recruitment?

Published 29th September 2022
In this article
Share this article with others

What's the difference between RPOs and in-house recruitment?

Published 29th September 2022

Before taking the plunge and deciding on using a RPO or in-house recruitment system, you need to fully understand them, what they do and what the difference is.

Recruitment Process Outsourcing (RPO)

An RPO is an external organisation that you use to help you through the entire hiring process. Additionally, if a business wants to outsource a segment of their recruitment process, they are likely to use an RPO for the recruitment needs, by using the RPO’s talent network, and specialist knowledge.

In-house Recruitment

An in-house recruitment department is usually used by a larger company that has the funds to employ, and maintain a team dedicated to recruiting. This is beneficial as this team will understand the business and business’s culture fully, meaning they will be able to understand which employee is best suited for the role.

RPO VS In-house Recruitment: Which is best for business?

Both recruitment techniques have their benefits, signifying which would be best for a small or large business. As indicated above, they both have very different approaches to hiring. Therefore, each method shouldn’t be compared to see which is better than the other, as they are both so different. They should be compared to see which is going to have the best outcome for your business.

An RPO is found to be highly resourceful, with multiple networking pools and pipelines, in turn benefiting the hiring business with the best suited talent. They work at a rapid pace, something which would be needed for a business that is in need of a quick hire. 

An in-house recruitment strategy is more likely to be beneficial to larger companies that have the funds to implement a new department. This is seen, for larger businesses, as a safer option as they would not be sharing any sensitive information to external parties. Although, a downside to this is an RPO is likely to be more proficient with the recruiting processes, due to the likelihood of the external company having more knowledge, expertise and sourcing abilities.

To Conclude

An in-house recruitment department is a positive step for larger businesses, with no urgent need for scaling the business. Yet, for the businesses that are wanting to build and further their business with a best performing talent, using an RPO is seen to be an effective solution. It will enable them to not have to focus on the worries of recruiting, and they will, therefore, be able to build a connection with the RPO for the future. As they are likely to need to recruit again. This would be especially practical as the company could potentially need support with urgent hiring in the future.

If you want more information on RPOs and external recruiting visit our website.

Start your journey towards building your best company today