Factors You Should Consider When Choosing An RPO Provider
Over the years, outsourcing has become the norm for many businesses, both large and small. This isn’t surprising to see, considering that outsourced work is undeniably more cost-effective than adding in-house. Companies report between 10% to 25% savings, in part, due to how easy it is to adjust the amount of support they pay for, which all depends on their changing needs.
Quality isn’t sacrificed either, as most outsourced employees are highly skilled in their respective disciplines, and are only more affordable due to geographical location. Additionally, utilizing offshore talent will also allow your in-house team to focus on the core competencies of your business that are best done locally.
One of the business functions commonly being outsourced today is recruitment, so much so that Recruitment Process Outsourcing (RPO) is currently a burgeoning industry. Small businesses can significantly benefit from RPOs because of its size—likely, companies that are just starting out are yet to have a definitive and efficient hiring process.
If you’re considering getting a partner that will help set up and execute your RPO needs, you must evaluate both your own needs and your partner’s capability, based on the following factors:
In terms of hiring, what does your small business require? Whether you need to acquire support for starting operations at a new branch or need new contractors, your chosen partner should have the skills and resources to provide you with it.
You want to hire an RPO that’s already familiar, understands, or have previously worked with a company in the same industry as yours. This way, recruiters already have an idea of the specific profile, skills, or talents that you need for the company.
Ask for evidence from your prospective partner’s work with a company similar to yours and check the complexity of the job done and their success. They should be able to provide a case study if they are proud of their work.
As you try to discover more about your chosen RPO partner, it may help to ask these questions:
- What are some examples of programs and projects you’ve done that demonstrate the services you offer?
- Who are your previous clients, and how big are their business?
- What are the industries they operate in?
Validate their expertise by conducting site visits, and meeting members of the team whom you may have to work with. Spend as much time with your potential suppliers as possible to discover if they match your key selection criteria and get a better sense of how comfortable you are with working with them.
Scope of Service
What do you want your recruitment partner to do? There are those that specialize in employer branding; some are more adept in finding talents, while a few can execute psychometric assessment and background checking.
It’s now up to you if you want one that is all-around or you just want them to focus on one specific area of recruitment. However, a partner who can bring it all together is more attractive and can save you time and resources. In addition, check how and where their services have been employed and what the results were.
For some businesses, peak season is not all year round. Understandably, you’d want to scale up and hire more people to help during busier days, but once it fluctuates, you’d want to scale back again. In this case, your RPO provider should also be flexible enough and be able to accommodate your scalability when needed
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