Recruitment Process Outsourcing should never be viewed as a sole means to reduce overhead expenses by choosing to eliminate recruiter fees or to reduce the time it would normally consume to make a hire. In fact, it is a recruiting function that is designed to streamline the entire recruiting process. However if one needs to outsource their recruiting in order to make it more efficient or in order to improve the productivity of their current recruiting staff or for that matter to allow them to work on other strategic things.
Basically, RPO should not be seen as a method to cut people from your payroll, as it is nothing but a consultative relationship that works well with the company as well as the recruiting staff and not just about doing their recruiting task. Recruitment process outsourcing is also a great thing to consider when the staff is over burdened with responsibility or if they are not skilled enough to get the work done appropriately. If there is not enough workload to hire the in-house staff, then there is not enough workload to outsource an RPO provider either.
In situations where the need for more candidates arises recruitment process outsourcing can help with this because RPO providers have a larger networking to work with. Likewise, it is important to initially investigate the glitch in the recruiting process before opting for a solution or to do what it takes to make the necessary changes, if not then outsourcing you recruitment functions will not help save the situation.
Recruitment is simply much more than finding and hiring people as it includes everything from the employer brand to the on boarding process. It includes how the present employees feel about the organization and why some people quit their positions in a few months. RPO providers have a holistic approach to talent management.