core benefits.

Over the course of the past decade, RPO has gained tremendous momentum over other outsourced talent acquisition models. While scalability and flexibility have always been key value propositions attracting RPO adopters, there are other benefits attracting a variety of employers with different needs. 

Under a comprehensive programme, an organisation onboarding an RPO solution can benefit from these 10 services:

  • Diversity and inclusion

    By implementing a robust framework that encompasses all aspects of the recruitment process, RPO providers can help their clients create a more diverse and inclusive workforce, fostering a more positive, equitable, and successful working environment. 

  • Workforce planning support

    RPO providers can collaborate with you to develop long-term workforce plans that align with your business strategy and anticipated growth. This includes forecasting future hiring needs, identifying potential talent pipelines, and outlining talent acquisition strategies.

  • Employer branding

    Advisory and execution of employer brand strategy based on exclusive data and market insights.

  • End-to-end requisition process

    Management of the end-to-end requisition process, ensuring full visibility and compliance throughout.

  • Strategic souring

    Strategic sourcing and talent marketing activities, including internal mobility - RPO providers go beyond traditional job boards and websites to tap into diverse talent pools.

  • Talent pool creation

    Talent pool creation is a proactive and strategic approach to building a pool of qualified candidates for specific roles, even before a position is open. This allows RPO providers to engage with top talent, build relationships, and be prepared to quickly fill positions when needed.

  • Management of pre-screening and assessment

    By effectively managing pre-screening and assessment, RPO providers help streamline the recruitment process, identify the most qualified candidates, and ensure a more objective and data-driven approach to hiring. 

  • Interviews and onboarding

    By partnering with an RPO provider, you can benefit from their expertise in managing the entire recruitment process, from interviewing and selection to offer management and onboarding. This ensures a more efficient, effective, and seamless hiring experience for both your company and your new hires. 

  • Market intelligence

    By leveraging data insights and market intelligence, RPO providers can provide a strategic advantage, helping you anticipate future talent needs, build a strong talent pipeline, and optimise your workforce to achieve your long-term goals. 

  • Technology

    Established partnerships with technology vendors and embracing the latest advancements, RPO providers ensure they have access to the tools and platforms needed to deliver innovative and effective recruitment solutions. This strategic approach enables them to provide their clients with a competitive advantage in the talent market. 
     

what are the various RPO models available?

There are several considerations when determining what type of recruitment process outsourcing solution is best for your organisation. 

Click the dropdowns below to explore the range of options available.

  • End-to-end RPO

    An ongoing solution encompassing all services involved with permanent recruitment, end-to-end RPO also includes access to the best recruitment technologies. You can expect the greatest savings, efficiencies, hiring outcomes, satisfaction and compliance when working with a trustworthy partner.

    Your RPO provider may deliver on-site and off-site resources who consult with your hiring managers, process requisitions, source and screen candidates, schedule interviews, prepare and present offers, and conduct onboarding activities. End-to-end RPO often evolves through value-added services, such as talent marketing and employer branding, internal mobility programmes, advanced recruitment technologies, detailed MI & reporting and contingent workforce management.

  • Project RPO

    Project PRO is an end-to-end approach applied to a specific project, such as a new product launch or opening a new branch. Project RPO is an effective solution if you need the benefits of an end-to-end approach for a defined hiring project but want to maintain internal recruitment capabilities for day-to-day hiring.

  • Talent BPO

    Talent BPO (sometimes known as selective RPO) addresses and strengthens specific components of your organisation’s internal recruitment process. For example, you could strictly outsource sourcing and screening processes, interview scheduling, onboarding, or candidate management. With talent BPO, you receive best practices for those specific services.

  • Recruiter on demand (ROD)

    A ROD model provides recruiters to help your company address instances like spikes in hiring, new business initiatives and product launches. RODs can also handle parts of the hiring process. You can add recruitment capabilities immediately, without any process changes or technology implementation; however, a recruiter on demand model does not typically result in permanent process transformation as other models do.

  • RPO mobility+

    RPO Mobility+ is a deeply talent-centric talent recruitment and retention experience that optimises access to external talent while accelerating the mobility of your internal talent through career coaching and development resources. It allows organisations to re-imagine how work can get done using a combination of recruitment and internal mobility that can dynamically shift and evolve with business priorities.

insights and resources

FAQs

Asking the right questions will help to identify where recruiting practices need the most improvement, and how RPO can solve those challenges. 

  • What are the costs of RPO?

    Recruitment process outsourcing rates are based on a monthly management, placement and/or project fee. In an end-to-end solution, you would typically guarantee a minimum volume of hires for baseline RPO pricing. For each placement, an incremental charge is added.

    A project RPO engagement may be similarly priced, but because the scope and volume are usually well defined and distinct, your partner may be able to provide a more specific estimate. In selective RPO, fees can be determined by volume (per candidate scheduled for interviews, for instance) or a specific project (e.g., an employer brand audit). In all cases, costs tend to be lower than those of a recruitment agency, as well as benefiting from receiving many more benefits.

  • How do I determine the right recruitment solution?

    Selecting the right RPO model depends on your company’s immediate challenges and future goals. Answering these questions can set you on the right path:

    • Do we need resources on a temporary or permanent basis?
    • Do we want to transform our company’s current recruitment processes?
    • Are our agency use and costs consistently high due to ineffective internal recruitment strategies?
    • Do we want our recruitment capabilities to reflect the most updated methods and practices?
    • Are our talent needs urgent due to a new initiative or problems with the internal team?
    • Do we know how and when technologies, such as AI, recruitment marketing tools, candidate engagement solutions or talent intelligence, can best complement our expertise to improve our recruitment results?

    Each model offers great flexibility and agility. The solution that is right for you today can evolve with your business to adapt as marketschange. Our role as a partner for talent is to ensure we’re advising you on proactive changes and enhancements to support your hiring requirements, as technology, workforce trends, legislation or your business demands evolve.

  • How do we get started?

    Start your RPO journey by identifying issues that get in the way of your ability to attract and hire high-quality talent quickly. Once you have an understanding of those challenges, you can work with our solution experts to better determine the right RPO model for your organisation. Speak to our RPO team for an initial consultation and best practice guidance.

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