Is RPO right for your organization?

 

Historically, RPO provided high-volume hiring for large organizations at a lower cost compared to other recruiting options. However, RPO has evolved over the last few years to become a flexible strategic talent acquisition solution with additional benefits that can be adopted by small and medium-size organizations as well.

Over the past few years, RPO has been trickling down into the smaller and middle market domain as outsourced recruiting becomes applicable to these markets. As a result, smaller, agile RPOs are rising into the higher ranks of strategic recruiting partners and carving their unique niche in the talent acquisition marketplace.

 It is typical for human resources personnel in smaller organizations to wear multiple hats: managing employee relations, training, payroll, compensation, and benefits, in addition to hiring and recruiting. Smaller firms also have a fluctuating number of hires throughout the year, making it challenging to staff an internal recruiting team based on demand.


Recruitment process outsourcing brings scalability to the process and variability into the cost. RPO engagements can be structured and priced based on hiring needs, providing a flexible solution to recruitment requirements.