Need help recruiting talented candidates to your organization?
What is RPO (recruitment process outsourcing)?
RPO is the long-term transfer of ownership of all or part of an employer’s recruitment process to a third-party specialist. This business model allows organizations to scale resources as requisitions fluctuate so they can meet hiring demands without increasing budgets to pay for in-house recruiters or recruitment agencies.
What is meant by recruitment process outsourcing (RPO)?
An RPO provider acts as an in-house recruiter for a business, providing efficiency and flexibility to the recruitment process. It relieves employers and HR professionals of administrative burdens and delivers a seamless, high-touch experience for job candidates.
How does RPO work?
A comprehensive RPO partnership offers daily administration and big-picture, strategic guidance across the entire recruitment process from talent consulting to onboarding support. These services are typically underpinned by a flexible applicant tracking system (ATS). All sourced and recruited candidates are exclusive to the client and are not shared with any other clients.
What are the benefits of outsourcing recruitment?
At any time, but especially during rapid change, RPO can help employers maximize their budget and improve productivity and retention. Other benefits to outsourcing talent acquisition include:
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Reduced recruitment costs
Due to its scalability, among other factors, RPO may lead to hard and soft cost savings that multiply at a similar percentage each year.
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Compliance support
RPO providers who can keep pace with changing regulations may build automated compliance support into all stages of recruitment.
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State-of-the-art technology
Some RPO providers supply an ATS or will support their client’s existing technology so they can track candidate statuses, improve communication between employers and applicants, and deliver a positive hiring experience.
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Faster time to fill
The right RPO provider will help identify barriers, continually tweak processes and ensure accountability so that positions are filled faster.
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Decreased turnover
When hiring and onboarding processes are consistent and streamlined, new employees tend to be more engaged and less likely to leave the organization.
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Diversified talent pools
RPO providers may have established partnerships with diverse organizations, networks and colleges that can help employers attract underrepresented talent.
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Advanced Analytics
Real-time data and benchmarks, both of which are generally available with RPO, can help guide an employer’s recruitment tactics.
How do employers know if RPO is a good fit for their business?
When considering RPO, employers must carefully evaluate their people, processes and technology. If any of the following challenges are uncovered during the assessment, outsourcing recruitment may be warranted:
- Limited hiring team bandwidth
- Decentralized or inefficient processes
- Seasonal hiring demands
- Compliance risks
- High recruitment costs
- Lack of specialized recruitment expertise
- Organic growth, mergers, acquisitions or expansions
- Lack of data and reporting capabilities
- Limited applicant tracking system functionality
Choosing an RPO provider
Once employers have identified their recruitment and talent needs, they can begin the RPO selection process. The ideal provider generally will:
- Offer consultative and innovative solutions
- Customize programs to meet unique needs
- Align with the client’s mission and culture
- Have global security capabilities
- Understand talent market trends
- Leverage data to deliver proven results
- Scale with organizations as they grow
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RPO types
Organizations that outsource recruitment typically leverage an in-house team, a contractor model or (most commonly) a combination of the two. Blended models can be particularly advantageous for employers whose hiring needs fluctuate throughout the year.
RPO pricing models
Of these options, most employers prefer the cost-per-hire model because of the flexibility it affords. As hiring volumes increase or decrease, so do recruitment expenses. Cost per transaction, on the other hand, can be expensive for businesses that process a high number of candidates
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Employers generally pay for RPO in one of the following ways:
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Cost-per-hire
Businesses pay a fixed cost per hire for different levels of positions.
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Cost-per-resource
Each resource assigned to a client is billed at a fixed monthly rate.
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Hybrid
Blended models combine cost-per-hire and supplemental, resource-based pricing.
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Transaction-based
Employers are charged for each interview, background check, etc.
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Frequently asked questions about RPO
What is the difference between MSP and RPO?
RPO is specific to recruitment outsourcing, whereas a managed service provider may handle recruitment, as well as payroll, benefits administration and other HR responsibilities on a client’s behalf.
What is the difference between RPO and BPO?
Business process outsourcing, like managed services, is a broader form of outsourcing than RPO. It may include HR capabilities, but is not limited to them. Clients that opt for BPO may outsource marketing, tech support, customer service and more.
What do RPO companies do?
RPO providers offer strategic guidance and day-to-day support where needed across the entire talent acquisition process. Specific examples include job postings, resume review, interviews, market analysis, niche recruiting and more.
How much does RPO cost?
RPO pricing models are dependent upon scope of work, hiring volumes, hiring fluctuations, locations, position requirements, timing and resource requirements. When evaluating cost, it’s important for employers to understand all ancillary fees and determine how the price structure may impact their overall recruitment budget.
Which Industries Have Success with RPO?
As mentioned, the latest BLS data reported 11.4 million job openings, showcasing how many roles need to be filled in the U.S. That said, there were only 6.6 million new hires.
With so many open positions across multiple industries, it’s important to understand which verticals are best suited for RPO. While recruitment process outsourcing can work for virtually organization, it is especially a strong fit for companies in competitive talent markets, with high-skilled roles, or those roles with high employee turnover. Specifically, RPO works extremely well for:
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Pharmaceuticals
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Bio Tech/Bio Medical
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Manufacturing
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Technology/IT
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Consumer Goods
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Retail
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Automotive
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Professional Services
Higher volume industries—such as warehousing, manufacturing and retail—typically see more no-shows in their applicants. But RPO providers can ensure they interview the right amount of people to create a robust candidate pipeline. That way, new talent can step right if required. Experienced RPO providers understand the hiring landscape across different industries and have built robust talent pipelines in each of these verticals. With this expert knowledge and recruiting ability specifically tailored for each industry, they can adapt their search accordingly.
Why These Industries?
These industries have fierce competition for roles. Companies that work in these verticals need scalable hiring, which RPO offers. These are also high-pressure industries, so outsourcing recruitment frees up more time and resources for talent acquisition teams to focus on other value-added initiatives. What’s more, hiring cycles in these industries may vary in response to seasonal needs, ramping up for product innovations, or introducing new departments.
Leading RPO providers, like Mario Bravo, blend innovation, technology, and human connection to find hard to reach candidates. Recruitment process outsourcing not only targets active applicants out there, but they also tap into those passive job seekers that make up 75 percent of the workforce.
They can handle growth in various verticals and have broad reach and flexibility to scale as your business grows. And as hiring needs of the business change, an RPO provider can respond accordingly.
Everything you need to quickly End-to-End Recruitment - On-Demand Hiring
ON-DEMAND RECRUITING SERVICES
Need Recruiting Help Now?
We’re Here for You.
Need Recruiting Help Now? We’re Here for You.
As you look to further enhance your recruitment in an effort to continue to attract and retain the right workers to your company, sometimes you need an RPO recruiter.
Trusted by brands from startups to Fortune 100.
Outsourced recruiting services when and how you need them
Mario bravo has the solution to meet your needs. For more than 20 years we have been solving recruitment challenges for companies of all sizes spanning industries. We understand how vital it is to your success that you find and hire qualified workers. We know how to attract and hire game-changing talent.
All we do is recruiting. We listen closely to your needs and build a plan to get your business where you want it to be. We then ramp up fast and our experienced team delivers the staff you need quickly.
HOURLY HIRING
It’s All About Speed,
Process, and People
It’s All About Speed, Process, and People
You know only too well the reality of this employment market where finding and hiring quality hourly workers often seems like a pipedream. Chances are you don’t have the bandwidth, expertise, and scale to quickly rev up and deploy teams across the country to fill your open positions. This is why companies everywhere use recruitment process outsourcing (RPO) providers.
PROFESSIONAL RECRUITMENT
The Right People to
Power Your Business
The Right People to Power Your Business
Without the correct people working to propel your organization forward, achieving excellence becomes more difficult–and without a robust internal recruitment team in place, how do you get the best candidates interested, in the door, and onboarded?
The answer is simple: find an RPO partner who can do this work for you, including direct recruiting, networking, selling your company to qualified prospects, and nurturing the pipeline.
We find and hire the best candidates
We listen to your needs and work with you to create an outsourced recruitment plan in each of your targeted markets. This plan helps us pinpoint the people who aren’t looking to be found–and that’s part of the solution. Once we’ve identified candidates barely an hour passes without action. From planning and initial contact through extending offers and onboarding, the whole process moves as fast as you need it to.
You need an RPO partner who can provide a strategy to support your efforts and who can uncover the right people–and do it fast.
Recruitment is our sole focus
We are professional RPO recruiters with the knowledge, experience, and expertise to get you the people your business needs to thrive. We know your industry and build relationships and network with your people in the professional space. We listen to how you are different from your competitors and uncover your compelling value proposition to attract and keep candidates engaged.
Using market research, talent and supply data, we identify where the supply and demand are. We work fast, making sure to communicate with everyone every step of the way. We can start working for you tomorrow in any capacity that you need.
