GMS Talent - Staffing and Recruiting
We methodically execute executive and technical search projects using our proven, Strategic Hiring System ( SHS ). The SHS process allows us to get up close and personal so we can deliver you candidates that match the needs of the job and the organization culture. The result is more talent, better performance and longer tenure. All that translates into greater profits for your organization.
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How Recruitment Process Outsourcing (RPO) Adds Value to Your Organization

How Recruitment Process Outsourcing (RPO) Adds Value to Your Organization

Working together with an RPO makes good sense for those with multiple hiring needs.

Lets just be frank. You likely will not need or want to outsource your recruiting process (RPO = Recruitment Process Outsourcing) unless you have multiple jobs to fill. If you do have (multiple jobs to fill), contracting with an outside recruiting firm may be both economical and effective.

Here’s why: Often a contract with a Recruiting firm is considerably less expensive than maintaining an in house recruiter. But, most importantly, a Recruiting firm may have far greater experience, when it comes to sourcing and screening candidates for particular jobs or roles. Of course, there are other considerations, but these two, in my opinion, will make the greatest difference in the performance of the organization and its bottom line.

So “cost and experience” are the two benefits an organization should expect to see. How then, can an organization be sure they select the right firm for an RPO contract?

  1. Is there a culture match? If the culture of the recruiting firm and the client do now match, it is very unlikely that the values of the candidates submitted by the RPO will match those of the organization.
  2. Is there broad and deep knowledge? – does the RPO have comprehensive knowledge of the role/roles being filled. Do they have a “feel” for the right hard and soft skills that promote Superior Performance.
  3. Is the RPO cost structure such that they can supply candidates economically? A monthly retainer integrated with hiring fee often works well. However, other methods work, as well. The most critical piece is, after paying the RPO and making a good hire is there an economic advantage to the organization. In all the “cost to hire” must be less than the costs with an in house recruiter.
  4. Does the RPO have reputable experience filling the role/roles. A firm known for its hiring of persons in the accounting field may not be too good at hiring engineer, for instance.
  5. Does the RPO firm guarantee their recommendations after they are hired? Some firms that participate in the RPO process do not guarantee candidates. Some guarantee for 90, 180, or even 360 days. Obviously, the longer the better. But don’t be fooled you pay for the guarantee. It just my felling that those with guarantees are beneficial.

While these are not the only considerations when participating in an RPO process, if followed, they will produce favorable results. The key is filling the job with those that can do more, better, faster and for less money than others.

Learn more about how working with an organization like GMS Talent as your company’s Recruitment Process Outsourcing provider can help you to grow your business. Contact us today.

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