Why should you consider outsourcing your Talent Acquisition process?
In my last post I discussed one of the options to having an internal recruiting or Talent Acquisition process and I will take this post today to give further positives and negatives you might encounter when engaging an outside resource. My original post focused on the Recruitment Process Outsourcing model (RPO) and I will spend some more time today going over the ways that this type of model could aid firms who want to focus more completely on their business.
RPO is a model where a firm takes their recruiting or Talent Acquisition process and puts this firmly in the hands of an outside entity. This would begin at the job specifying level and continue all the way through the onboarding process for an organization. Many firms may express hesitation when considering giving up the control they perceive they have, but in many cases the RPO process can be more cost effective and also provide a better long-term result when compared with the unfocused methods that many firms employ.
What are the advantages of an RPO for your organization? Here are just a few answers to consider:
- An RPO will fully focus on all aspects of designing, sourcing, vetting and onboarding the right talent for your firm
- RPO firms have an economy of scale that most small to mid-size firms cannot have in the Talent Acquisition process
- RPO firms have expertise in sourcing and screening applicants that most firms do not have
- RPO firms are fully accountable to the client-most internal recruiting processes have limited accountability as an internal resource (you may disagree, but I think this is a key factor)
- An organization with an RPO arrangement can fully capture and manage the costs in acquiring and onboarding new talent
- “The Right” RPO has significant expertise in your market when compared to an internal recruiting function
An RPO arrangement for your organization could be a great addition when you have enough volume to warrant bringing in an outside partner with expertise in your business segment. The fixed costs that most organizations employ to recruit are not easily definable and the measures that many firms use are vague, if they even exist.
Are you using an RPO in your firm? If so, how does it work? If not, what would it take for you to consider this option?
My next post will talk about disadvantages to the RPO process.
I’ll follow that with one model that RPO’s use as well as how you can find the “right” RPO provider for your firm.