For those who think RPO can be the solution to their recruitment pains and are thinking of considering recruitment process outsourcing as a realistic solution to their current recruiting issues need to consider certain steps. Firstly, if doing things they have always done or the way that others have done is no longer working for them and they really need to look out for an alternative then recruitment process outsourcing solution can be a viable choice. In addition, it is essential to find out the immediate issues that need to be tackled by the RPO provider.
There are instances where the HR department of the organization does not have the time or resources in terms of staff strength to recruit candidates, this calls for external help of an RPO provider. Although recruiting might seem to be just the part of the designation for the HR department, however one needs to consider that the HR staff is entitled to a host of activities in this regard such as sieving and sorting through the resumes , conducting interviews, preparing job descriptions, conducting orientations for the new employees etc. This actually leads them to exhaustion and running short of time to seek out the potential candidates on the social media or for that matter work towards developing their employment brand.
As such, the HR department is not necessarily the same thing as the recruiting department as it has its own distinctive functions and processes. On one hand Recruitment process outsourcing is primarily everything about the way recruitment is carried out, involving each entity with its specialized role executes their duties. There are also other measures that need to be borne in mind if opting for a recruitment process outsourcing service provider to encounter any recruitment problems.
