Practice Areas

Click on any of the following links for information about a particular practice area.

Recruiting Services

Executive Search

Volume Staffing

Diversity Recruiting

Recruitment Process Outsourcing

Contingency Search

Executive Assessment

Client Benefits

RECRUITMENT PROCESS OUTSOURCING

When recruitment process outsourcing is done right, it can offer a lot of benefits, including improving a company's time to hire, increasing the quality of the candidate pool, and providing verifiable metrics for the hiring process.

In fact, according to Staffing Industry Analysts, the two most common reasons that businesses go with RPO is to increase the speed and quality of candidates, and to help the organization gain a competitive edge in the marketplace.

These are valuable benefits as businesses large and small are struggling with costs, meeting hiring needs, and bulging candidate pools.

Whether or not you need a little bit of help in your hiring process, or would rather outsource the whole process to allow your employees to focus on the core business, recruitment process outsourcing can solve many human resource problems, including:

  • Improving the quality of hires and candidates

  • Reducing cost

  • Creating a scalable recruiting platform

  • EEO Compliance tracking

  • Diversity recruiting RPO providers claim the method has lower costs because the economies of scale enables them to offer recruitment processes at lower cost while economies of scope allow them to operate as high-quality specialists.

Those economies of scale and scope arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks. RPO solutions are also claimed to change fixed investment costs into variable costs that flex with fluctuation in recruitment activity.

Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or forcing costly layoffs of recruitment staff when activity is low.

They also claim higher quality, because the commercial relationship between an RPO provider and a client is likely to be based on specific performance targets.

With remuneration dependent on the attainment of such targets, an RPO provider will concentrate their resources in the most effective way - at times to the exclusion of non-core activity.

Traditional internal recruitment teams are less likely to have such clearly defined performance targets.