Recruitment Process Outsourcing, also known as RPO, is a process when a company transfers all or part of its talent acquisition function to an external staffing and recruiting services provider. RPO provides faster and feasible recruitment solutions to the organization and saves them tremendous money.
A good recruitment process outsourcing solutions provider delivers the scalability and flexibility required to attract, source, screen, hire, and onboard the top workforce. RPO provides a holistic hiring solution by acting as an extension to an organization’s human resources department. RPO providers are subject-matter experts, making talent acquisition their core competency.
According to research published by Recruitment Process Outsourcing Association, the industry successfully and continuously evolved even during the pandemic. The recruitment process outsourcing services fulfilled the hiring goals and maintained service quality levels.
RPO is making waves around the world as it caters to clients of all sizes and across industries with no geographical constraints. Let’s take a look at the steps in the recruitment process outsourcing.
STEPS IN RPO
Assessment: Assessing an organization’s hiring needs is the first step staffing and recruiting service takes. Every business has its own hiring requirements. So, the RPO provider must analyze and get the company’s insights it is working with. It may include the company’s size, salary structure, work culture, growth rate, employee reviews, etc.
Job Description: The next step is to prepare a comprehensive job description. A job description (JD) helps the potential employees get a clear picture of the company’s requirements for the vacant position and its culture.
A job description may look something like this:
Job-Title
Company details
Core values
Department
Duties & responsibilities
Qualifications and skills
Location
Industry Pay
Skills required
Additional qualities
Compensation, perks, and benefits
CTA
Talent Search: Once the job description is ready, the next step is to attract potential candidates for the vacant position in the company. The JD is advertised on various platforms like job portals, social media, etc.
Screening & Shortlisting Candidates: RPO starts screening and shortlisting potential candidates once the applications float in. RPOs look for qualification requirements in the job application and sort resumes by experience, skills required for the job title, certification, etc., before shortlisting candidates for the interview.
Interview: The next step is to make a telephonic conversation with shortlisted applicants before moving further in the process. An interviewee may have to go through several rounds of interviews before making the cut. These interview rounds include video conferences, productivity assessments, and face-to-face interviews.
Job Offer: Once the agencies providing recruitment process outsourcing solutions are done with interviews, they decide on the final candidate by measuring eligibility, productivity, and competency.
Onboarding: The last and final step in the RPO process is to onboard the final candidate. The onboarding begins as soon as the contender accepts the offer letter, which details the joining date and time, salary structure, etc. Once the candidate joins the organization, an induction is hosted in which the company’s network, vision, mission, values, policies, and rules are shared.
CONCLUSION
Recruitment process outsourcing services ensure the organization they are working for gets a world-class workforce without much of a hassle. A good RPO helps you strategize, construct, and run a fully optimized talent acquisition process, which may prove instrumental in your company’s growth in the longer run.
