When to Consider an RPO
In addition to offering our clients the typical retained or contingency executive recruiting services, ACCUR Recruiting Services is sometimes contacted to be an “RPO provider.” In this article, we want to demystify what and RPO provider does and why you might consider one for your company.
What is an RPO provider?
RPO stands for “recruitment process outsourcing” and it’s a strategic relationship with a recruiting firm or consultant you might want to establish in order to make a significant or even transformational impact on your recruiting process. RPO providers can augment an internal recruiting process or take the place of a traditional internal recruiter. They are particularly useful if you:
- Foresee needing to hire for many positions or deal with a number of vacancies over a set period of time
- Want to take advantage of a larger network of recruiters
- Need to hire internationally or cross-culturally
- Seek an outside perspective on your hiring and recruitment practices
Let’s dig a little deeper into the RPO experience and explore whether it is a good option for you.
You have a number of vacancies
We see RPOs working especially well with organizations who are on an expansion track or who have just entered a new market. Engaging an RPO firm allows you to refine your recruiting process and also see that process through fresh eyes. When your organization can foresee a number of vacancies on the horizon, a RPO can be a tremendous asset.
You Need Global Reach
When companies approach us interested in setting up an office in the United States, we have several important questions for them: would they lean more towards candidates who are “locals” but familiar enough with the culture of the home office, or would they like us to recruit from the country where the company in headquartered? It’s an important decision to make and one that highlights the need for a recruiting team that can work on a global scale.
RPOs can be an incredibly important tool if you are looking to recruit internationally. They allow you to tap into the resources and network of a team of recruiters, rather than just one or two internal recruiters and their rolodexes.
You want an outside perspective
All organizations have systems and customs in place, and while it’s important to find candidates who will fit in well with that culture, when it comes to hiring, sometimes an outside perspective can be quite fruitful in helping to widen the pool and expand the criteria by which you hire.
At ACCUR Recruiting Services we are strong believers in crafting a “talent acquisition strategy” which is a high level look at where your organization in going in the next few years. It allows you to take a holistic perspective on where your company is going and how your hiring practices fit into the trajectory. Working with an RPO provider, a talent acquisition strategy is naturally a part of the engagement. You will get the continual feedback of an outside recruiter on how you are performing in the marketplace of talent, which should in turn make your company a more attractive proposition for new hires.
