The advent of Recruitment Process outsourcing brought a new edge to many companies who began to cash in on the benefits of reduced cost per hire, saving, time, effort and resources and enhanced quality of hires. Nonetheless, RPO is a boon, it can prove to be otherwise if the risks involved with the process are not analyzed properly and on time. Not all RPO models are risky business but being aware and safeguarding is the industry practice. In short, preparing for the impending dangers can be helpful in avoiding the situation. Mentioned below are some of the risks that can be experienced in a typical Recruitment Process Outsourcing and the suggestions that can be applied to overcome them.
Firstly, always insist on a verified and credible vendor, as vendor instability can be a greater risk that one would like to avoid. If things are unstable, it becomes very difficult to diagnose the problems or work with the vendor. In addition, it is also suggested that a pilot project should be tried to test the capacity of the vendor before committing for a bigger project or a longer business relation.
Secondly, it has to be remembered that RPO is not a quick solution to generate returns overnight and cut down recruiting expenses. Instead, in the event of any recruiting troubles it is best to collaborate with the RPO provider to jointly work out a solution rather than shoulder the latter with all the issues to fix.
Another risk involved with Recruitment Process Outsourcing that can be avoided is poor control of the outsourced process. With the RPO vendor in the organization its best to let them do their job with a few personal to ensure that the rest are adapting to the changes in the outsourced process.
We will discuss more shortcomings of the risks involved in Recruitment Process outsourcing and how to keep it under check in our concluding segment.
