How is RPO Different than Other Outsourced Recruiting Options?

 

Traditionally, organizations hire through one of three recruiting options: internal recruiters, staffing agencies, and contract recruiters. Until recently, few organizations were aware that recruitment process outsourcing could be a viable or available solution to their recruiting.


Unlike other outsourced recruiting models, recruitment process outsourcing is a strategic partnership that brings additional value-added benefits, including:

Analysis and planning. When run effectively, RPO providers work with their clients to understand the business side of recruitment or business goals. They help clients forecast staffing needs and plan the necessary resources to respond to these needs, which help achieve those business goals.


Extensive job marketing. RPO providers market client jobs through job boards, social media, referrals, and networking to drive candidate exposure to jobs and 
employer brand (a major differentiator from staffing solutions).

Sourcing and engaging talent. In addition to finding talent, RPO providers build up employment brand and recognition; engage future potential talent through talent communities and talent pipelines; and source candidates in advance and with multiple sourcing assessments.

Candidate assessments. RPO providers assess candidates, guide them through the beginning of the recruitment process, and make sure they have the core skills, competencies, and motivators to do the job.

Candidate care. Managing the candidate experience is very important as it reflects on your employer brand. RPO providers help clients take care of the candidates and manage their experience, whether they are being interviewed, hired, or considered for the job.