Why you should consider Recruitment Process Outsourcing (RPO) for your business

Employer

It’s time to embrace a culture of outsourced recruiting.

Is your current recruitment strategy fragmented?

Do you have a strategy for consistently recruiting quality employees?

When looking at the recruitment tools that your current organization uses, how many checks can you put in the boxes below?

☐ Multi-pronged candidate sourcing strategy
☐ Applicant tracking system
☐ Behavioural assessment tool
☐ Resume screening
☐ Dedicated recruiters
☐ Standardized phone interview templates
☐ In-person Interview templates
☐ Data reporting on the success of all steps

You will start to see results in your recruitment strategy when all the above elements are a part of a repeatable process. However, building these individual components can often be very expensive and extremely time-consuming. This is where Recruitment Process Outsourcing (RPO) starts to make a lot of sense.

 

Employee Turnover | Mindfield**
 


What is an RPO?

“Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies, and reporting.“


 

An RPO allows you to implement an end-to-end recruiting process that has historically been reserved for Executive and Management level hires for all positions within your organization, regardless of the role. You’re able to source, screen and interview using a consistent process that helps to ensure you’re only hiring quality candidates for your organization. Essential people, processes, and technology components are typically built into the service delivery of an RPO provider. This means you don’t need to do the work of putting these systems in place. Instead of spending time researching, evaluating, purchasing, implementing the individual components, you can quickly open a job and let a team of recruitment professionals source, screen and recommend qualified candidates that fit with the job you are looking to fill.

When you outsource your recruitment to an RPO, the provider accepts responsibility for all stages of the recruiting process, from the initial candidate sourcing, assessments, screening, and eventual interviewing. This is a direct benefit to the customer as they no longer have to incur the additional stress, costs and time spend associated with recruiting. Your organization is also able to build predictability into your recruitment budget and anticipated performance outcomes by implementing a standardized process for all hires you make.

Another benefit of using an RPO is the ability to scale your recruitment efforts up or down with ease. For organizations that experience seasonality in their business, having the ability to outsource some or all of your recruitment efforts allows you to increase your candidate pipeline and centralize recruitment during times of increased pressure to deliver qualified candidates to your business’ front-line.

Outsourcing your recruitment will increase the quality of your candidates, the speed in which you recruit, and alleviate a significant amount of time for your Hiring Managers to spend on building your business. Many organizations will save money implementing an RPO solution as well, making the decision to outsource obvious.


About Mindfield

Mindfield is a Recruitment Process Outsourcing (RPO) solutions provider that partners with companies to create powerful hourly workforces. Our solutions combine professional recruiters, simple to use technology and a data-driven hiring strategy that promises to improve the quality of your hourly workforce. This approach focuses on tying business outcomes such as sales performance, tenure, and engagement to the selection, hiring, and measurement of quality candidates.

For more great tips on how to build an effective recruitment strategy with an RPO, we invite you to download the Recruitment Handbook for Hourly Employees.

 

**Sources:

https://www.retaildoc.com/blog/8-reasons-why-your-retail-employee-turnover-is-so-high
http://www.abouttalent.com/insights/?p=201

 

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