Reduce cost per hire. Save your organization money by significantly decreasing your average cost-per-hire, often by more than 50 percent.

Shorten time to hire. Reduces your time-to-hire by over 40 percent, lessening your organization’s lost productivity around open vacancies.

Manage fewer suppliers. Tailor your recruitment panel to supplement hiring, helping you drive quality, efficiency, and cost reduction.

Access additional sourcing channels. Many clients are in a niche sector and need scarce skill sets. Leveraging formerly untapped sourcing channels to access additional candidates is one of many benefits of outsourcing recruitment.

Improve quality of hire to deliver talent that delivers more, for longer. Studies continually show that high quality hires improve productivity for organizations. Embedded in your business, our RPO programs can provide world-class assessments measure candidate quality to make more informed hiring decisions.

Improve scalability to respond to your organization’s changing needs. An RPO solution allows your organization to flex talent acquisition headcount up and down as hiring needs change.

Gain transparency through reporting. Measure and track performance through regular reporting on key performance indicators (KPIs) and service level agreements (SLAs).

Mine talent data for continuous optimization. With an RPO solution, you’ll have access to talent data with tangible insights to inform your hiring decisions, from talent mapping through to workforce planning. You’ll increase efficiencies, identify process improvements, and better forecast future hiring needs.

Access expertise. Utilizing Hudson RPO’s experienced recruiters as an extension of your team provides accessibility to deep candidate networks and reduces time to engage those candidates.

With HRO, a company outsources the management of parts of the Human Resources function to a third-party expert to drive cost, quality, efficiency, service, and scalability benefits.

Examples include:

• Recruitment (referred to as Recruitment Process Outsourcing or RPO)
• Payroll (referred to as Payroll Outsourcing)
• Employee Assistance (Referred to as Employee Assistance Program or EAP)
• Training

As outlined above, RPO is a specific service category within HRO, as opposed to BPO.

RPO stands for recruitment process outsourcing. It is a business model where a company outsources the management of the recruitment function (in whole or part) to a third party expert to drive cost, quality, efficiency, service, and scalability benefits.

The third party RPO vendor is responsible for placing people into that organization. When managed well with a quality provider, RPO can reduce time to hire by 40 percent and deliver cost savings of more than 50 percent.

How does RPO work?

With BPO, a company outsources the management of an internal business function to a third party expert to drive cost, quality, efficiency, service, and scalability benefits. The third party is responsible for hiring the people and is also responsible for their ongoing performance and output.

Examples include outsourcing of:

• Help Desk Support
• IT Infrastructure Support
• IT Applications Development
• Accounts Payable/Receivable
• Claims Processing

With RPO, the third party is responsible for placing people into that organization, but does not manage the performance of the people they place.

An Fullservices RPO solution may be used for a single market, country, region, or across the globe. Likewise, the RPO solution may focus on a specific business division, role family (e.g. sales), or encompass all hiring across the enterprise.

A Project RPO solution allows a company to hire a team of expert talent acquisition professionals to quickly fill a specific need within a designated time frame, such as recruitment back-logs, launching a new sales team, meeting an unexpected hiring demand, or talent pooling and sourcing.

An On-demand RPO solution is similar to Project RPO, but instead involves having one or two outsourced recruiters join your talent acquisition team for a specific project or time period.

Lastly, you may also leverage an outsourced provider to build your contingent workforce, ensuring you have access to a high quality talent pool whenever needed.

Having an engaged pipeline of candidates who understand your business and have the skills you need is always a valuable commodity and it becomes a necessity in times of uncertainty.

You may be looking to nurture niche specialists who are not ready to move to a new role yet. Or, you may have people stuck partway through the recruiting process or talented people responding to job openings that no longer exist. Talent pipelining enables you to hold on to this interest until the time is right to hire.

TalentBold RPO recruitment solutions help organizations build better talent pipelines by leveraging our years of expertise to navigate candidate pools and find top talent that match our clients’ culture and values. Our candidate-centric approach to RPO recruiting and talent acquisition and pipelining allows our clients to extend the reach of their recruiting programs without sacrificing candidate experience.