What is RPO?
Recruitment Process Outsourcing (RPO) is when a company transfers all or part of its recruitment efforts to an external provider. An RPO provider can function as an external extension of an internal recruiting department, or it can manage existing personnel onsite within an organization. RPO solutions are customizable based on an organization’s needs. They cut down time-to-hire and give in-house recruiters a pool of critical talent by using world-class recruitment methodologies and market insights. Companies using RPO partner services are about 40% more likely to establish an effective talent pipeline for their open positions. Additionally, RPO customers are also 17% more likely than non-RPO customers to end up with a top-quality workforce. RPO is about transforming your operation, breaking down talent-acquisition and performance silos, managing compliance issues, boosting efficiencies, and reducing hiring costs.
RPO: Relief for Internal Teams
Talent acquisition and management have become specialized and it can be a heavy lift for internal HR and recruiting teams. The process, protocols, data, and technology are increasingly sophisticated. Not to mention, it’s a significant time investment to advertise, screen, interview, and hire potential candidates. The pressure is exacerbated when a company scales up or down and in-house recruiters must respond to business and hiring demands. RPO provides relief and support for your internal teams. It has the ability to hire on a mass scale – and can handle career transition services when it comes time to downsizing.
Long-Term and Consistent Partner
In-house staffing can often change for a variety of reasons – whether it’s from retirements, separations, turnover, or restructuring. This can cause disruptions to workflows and institutional knowledge that contribute to overall business success. We’ve found that RPO partners are a consistent force in keeping food manufacturing organizations on track through the shifts. RPO companies typically get inside your organization and work over several years to improve your recruitment process. They also look at how employees fit and your overall strategic goals. This long-term, holistic approach creates continuity and works to build your brand in the food manufacturing marketplace.
Common Myths
We understand companies may be hesitant to use an RPO, simply because it’s new to them. We get that. Here are some common myths surrounding RPO, and a little analysis and perspective:
Myth: I’ll lose control of recruiting. Thanks to extensive reporting, clearly defined processes, and agreed-upon metrics, most RPO users feel they actually have greater control.
Myth: I lose my recruitment team. With RPO, you can keep any current employees you wish to keep. You can even transition some or all of them to the RPO provider, to ensure continuity.
Myth: The supplier wins; I lose. RPO has proven to be a win-win for companies and their outsourcing partners, driving productivity, efficiency, and cost savings.
Myth: This is going to be a complicated contract. Your RPO agreement can be as simple or as complicated as you want it to be. It’s customizable to a short-term need or long-term relationship.
