Recruitment process outsourcing offers many benefits - when it is set up correctly. In a true RPO partnership between client and provider, RPO includes the total management and ownership of the recruitment function.
In fact, more and more organizations are using RPO as a long-term strategic initiative especially to help identify critical talent for positions which are tied to organizational performance and productivity. RPO is not seen just as a "quick fix" for organizing or improving the recruitment process any more. The strategic benefit of using an RPO partner is to extend talent acquisition beyond the existing channels like job boards or social media marketing through a strong sourcing approach. This results in better quality of candidates, and helps organizations to gain a competitive edge in the marketplace.
Whether companies need support for parts of their hiring process, or choose to outsource the whole recruitment process to allow their HR professionals to focus on the core business, recruitment process outsourcing results in the following:
Improvement of the quality of hires and presented candidates
Reduction of the cost of hire
Increase in speed of hire
Creation of a larger talent pool for future recruitment
Improvement of tracking, reporting and auditing the recruitment function
Provides a scalable recruitment process
Through strong Service Levels Agreements (SLAs) the performance of an RPO provider can be measured against an organization's internal targets and expectations. SLAs can be aligned to the improvements of what a company wants to achieve in the talent acquisition function and normally include a measure of time to hire, cost per hire (i.e. compared to external agencies), and hiring manager satisfaction.
The better an RPO provider is integrated in the HR organization and the less the provider is seen as an outside vendor, the better the results are. The RPO partner takes the time to learn and adapt their client company's culture and values - as their own employees would.