Recruitment Process Outsourcing (RPO) is an ideal solution to many upscaling and needs.

Now, more than ever, businesses must adapt and anticipate events and situations that will impact their ventures, for better, as well as for worse, focusing on optimisation, contingency, and flexibility. While there are many discussions on responding to global supply chain disturbances or leveraging flexible working arrangements, companies must also acknowledge the importance of adjusting their recruitment approach to ensure optimal operations now and in the future.

Recovering economies from financial disruptions may mean locations shuttered or running on skeleton crews need to be replenished to full potential to meet returning customer demand. Re-prioritising in global manufacturing supply chains may mean transferring production to new sites. New tech-driven businesses are rapidly emerging with a large appetite for versatile talent. Consequently, skilled staff needs to be sourced and onboarded as quickly and seamlessly as possible while existing teams need to be upskilled or re-skilled with the seamless precision of a Formula 1 team tire change.

The latter area of effective retraining is an area I will cover in a future article.

These scenarios and more resulting from a wide array of crises and recoveries or from developments and advances creating new processes or industries require actions that may be unprecedented but are critical to a successful recovery. The question then becomes, are your recruitment resources flexible, sufficient, and effective enough to fulfill these necessary surges in hiring?

Why would current recruitment solutions fail?

Most companies have a go-to executive search or recruitment firm for when they need to fill a few positions. However, traditional recruitment or staffing standards that worked for those one or two positions may also be lacking if you require a hiring surge. Asking one or more recruiters for a pile of CVs risks hiring managers wasting time as they sift through duplicate applications.

This can add up when you need to fill not one or five, but 50 or 100 positions quickly. Then there is the tracking of candidates, from CV reviews to interviews to offers. Again, the traditional methods may work for a few positions, using paper or emails or ad hoc reports, but when you need to scale up or staff new locations on a large scale, recruitment process outsourcing is ideal for identifying, evaluating, hiring, and onboarding quickly and efficiently.

You should demand modern and agile methods and technology to match your talent needs. Do your current processes and providers give you real-time access to candidate pipelines, the ability to view video resumes on-demand or granular success metrics?

RPO is a cost-effective as well as an efficient strategy

Customers with volume requirements can also use RPO to garner significant financial benefits over standard recruitment strategies. Piecemeal contingent recruitment can be extremely costly and lack engagement as consultants are balancing workloads between multiple customers. Alternatively, hiring permanent staff to fulfill short- or medium-term recruitment needs can be short-sighted and involve legislative complexities.

As most RPO is defined projects with determining outcomes and timescales, the agency can provide dedicated resources at tailored project fee structure resulting in major cost savings for companies and no ongoing legacy costs once the project is completed.

How is RPO ideal for upscaling or quick adaptation?

Recruitment process outsourcing (RPO), when effectively deployed, can supercharge a company’s hiring process to match the massive, urgent need as they arise. By integrating an RPO team to what is probably a reduced HR department, management can begin vetting and hiring much quicker, without straining internal resources.

What makes an effectively deployed Recruitment Process Outsourcing solution? Experience, technology, and communication.

A traditional, sector-focused recruiter may understand the intricacies of a company’s industry, and while this may be critical for upper management or C-suite placement, an experienced RPO team will be able to quickly evaluate, assess, and understand the extent of the current needs to source the scores of qualified persons for the many positions. Dependable RPO solutions can rapidly identify suitable candidates from their own as well as industry databases.

Industry databases are just part of the technical toolkit and process that RPOs should be masters of so that they can fulfill urgent responses. Such technology could be a platform where hiring managers and recruiters can share real-time information, including evaluations and interview progress. It could also be compiling video introductions from candidates to finesse the selection process before the more intensive interview phase.

An efficient RPO solution fully leverages technology to streamline the recruitment process for an easily scalable and adaptable response without missing out on quality hires.
Communication is key as the most effective partnerships occur when the RPO team is integrated into the customer’s operations and can be directed by a dedicated project manager. This ensures regular updates, rapid feedback loops, and efficient interview scheduling. When briefs need recalibration, the communication channels are always open for quick touchpoints. This high level of communication creates an efficient, constantly evolving, and responsive talent pipeline for the customer.

Companies can rely on RPO for rapid response to any situation

Recruitment process outsourcing is ideal as a quick, effective response to crucial hiring needs, which means Recruitment Process Outsourcing is a reliable option for many large-scale staffing needs at any time. RPO solutions can address seasonal surges as well as sizable expansions or relocations.

Also, while the RPO team is on the ground, other technology such as electronic onboarding and training could be introduced. Or hiring managers could leverage their time with the recruitment professionals to hone their interview and assessment skills.

Depending on the depth of involvement, a company could benefit long-term from their RPO experience, beyond adding RPO to their hiring solutions. Greater appreciation of the tech applications may mean demanding video interviews or real-time scorecard access for all hires. Cost control is tight across every industry, and many companies are reluctant to invest the money required to obtain and maintain the best talent acquisition technologies on the market. Your recruiting partner not only takes this burden but can pass on the significant cost reductions as they benefit from being on the “wholesale” side of the industry.

RPO in a nutshell

Every company should be prepared for any potentiality, from rapid expansion into new sectors to responding to any type of crisis, internally or externally. How quickly they act and get up to speed may determine if they survive. One major factor is when their operations normalise, which often will mean hiring and onboarding full teams, fast. Recruitment process outsourcing is the scalable, efficient solution to ensuring a company can get back to business and remain competitive.

RLC Recruitment knows recruitment outsource processing

RLC Recruitment focuses on the best solutions to fulfill client recruitment needs. Leveraging their recruitment skills combined with the latest technology, RLC offers a fully agile Recruitment Process Outsourcing solution that can be adapted to any hiring requirements, from urgent upscaling during recovery to extensive expansion into new sectors and regions. If your organisation seeks the most cost-effective, optimal solution to your recruitment strategy, contact RLC today to see how we can help.

Best of luck, and for more recruitment tips feel free to visit our LinkedIn page or the RLC website at www.rlc-asia.com

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