How Do You Select An Recruitment Process Outsourcing (RPO) Service Provider? What are Key Factors?

How Do You Select An Recruitment Process Outsourcing (RPO) Service Provider? What are Key Factors?

Once your company has decided whether or not RPO is the best solution for your RPO needs, you will need to evaluate your options regarding RPO service providers. Here are a few important things to consider when choosing an RPO provider:

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  • RPO Firm Size:

Depending on your specific needs and requirements, you can choose between a small, medium and/or large RPO service providers. Small service RPO providers are regionally based and may recruit nationally, but tend to be focused on a few specialties. Mid-sized providers are regionally or nationally based, recruit globally, and cover a broader spectrum of industries. Large providers are similar to mid-sized firms, except they are often owned by a professional employer organization and can provide other additional HR outsourcing services beyond RPO.

  • Service Structure:

The recruiting industry is advancing at a rapid pace, and RPO service providers differ greatly in terms of technologies, processes, and staff they have. Some RPO firms will refine your current processes and work with your existing infrastructure and staff, whereas others prefer to implement a more complete end-to-end solution to meet your requirements. Ask clear questions, explain your desired outcomes and evaluate service agreements with them closely to determine which service provider will best meet your specific needs.

  • Company Background:

You should make sure that any RPO firm you’re considering is established and has a track record of quality customer service. It is wise to ask for some references

  • Cultural Fit:

It is important to choose an RPO service provider whose staff is professional and they work well. The RPO will serve as an extension of your HR team, so trust and likability are key factors to a successful long-term relationship with them.

  • Cost:

Depending on your recruiting needs, the initial cost of partnering with an RPO firm may be more costly than doing the hiring yourself. However, the long-term benefits that come with strategic recruitment processes—including improved quality of candidates, increased retention, and consistency in employment branding and hiring practices—can equate to significant savings in the long run. In addition, your company will be spared the high overhead costs of implementing new methodologies or technologies in-house and will further benefit from the scalability an RPO can provide. Both you and your staff will be free to focus on other core business tasks while your recruiting needs are handled by a dedicated team of professionals of an outsourcing firm.

  • Commitment:

RPO is not a set-it-and-forget-it solution. Your relationship with the RPO service provider you select will require an investment of time, especially in the early days. You should also be prepared to give your RPO six months to a year to achieve good results.

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