Have you ever been in a situation where you are sitting for hours alongside your team interviewing a long list of candidates just for a single job opening?

Sometimes, it can take tremendous effort to hire talent by going through the traditional hiring process by the Human Resources (HR) team.

HR has to scrutinize every one of their past work experiences and check their references to choose the ideal candidate for the position.

In the tech world, companies need software engineers to fill the key positions to keep things up and running. As everything becomes fast-paced, there is an instant replacement requirement for almost any vacant tech position.

With the recent pandemic, there has been a change in the way the world operates; businesses are accelerating the shift to remote work, and digital services thus, increasing the demand for new talent. 

It’s often challenging for companies to find their  way in the job market, especially in terms of identifying and attracting talent. This article contains meticulous research and information about what Recruitment Process Outsourcing (RPO) is all about, the types of RPO engagements, the benefits of leveraging RPO, and gives insights about how to choose the perfect RPO recruiting model.

In this article, we will use the abbreviated form of Recruitment Process Outsourcing (RPO) all through. Let’s dive into the main gist!


Now, we know you can’t wait to get right into reading the part that talks about how to choose the perfect RPO recruiting model, but the first thing you should know about this topic is what RPO means. 

What does Recruitment Process Outsourcing (RPO) mean?

According to the Recruitment Process Outsourcing Association (RPOA), RPO is a mode of business process outsourcing (BPO) whereby an employer transfers a part or an entirety of its recruitment processes to an independent external service provider.

Although the RPO provider can have its own technique and reporting schemes, it can also consider using that of the company. 

It is pertinent to note that RPO is different from other providers like staffing firms and random search providers because it takes responsibility for the management and design of the whole recruitment process and takes accountability for the results. 

Differences Between RPO and Other Outsourcing Recruitment Options

In the past, organizations choose one of the three hiring methods to recruit talents: internal recruiters, staffing firms, and contract recruiters.

However, with the latest technology innovation, organizations can achieve their recruiting needs by engaging RPO.

While other outsourcing processes do not follow a controlled process, RPO is a vital affiliation resource that comes with added advantages such as:

  1. Investigation and Outlining: to better understand the task ahead of them, RPO providers work hand in hand with their clients and thus predict needs for staffing and also outline the necessary tools to answer to these needs to help accomplish their target.
  2. In-depth Job Marketing: RPO providers advertise their client’s jobs via job boards, social media platforms, networking, and referrals to enhance applicant entry by introducing them to appointments and your brand. This factor distinguishes extensive job marketing from staffing solutions.
  3. Finding and Engaging Talents: asides from sourcing talents, RPO providers, also advertise employment brands. Also, they interact with future promising talents via talent communities and thus find applicants beforehand using a multi-sourcing assessment.
  4. Applicant Assessment: they assess applicants by directing them right from the start of the recruitment process and ensuring they are equipped with the essential skills and capabilities to do the job.
  5. Applicant’s welfare: RPO providers help an organization take care of their candidate’s welfare whether or not the organization interviews the candidates, recruits them, or places them under consideration for the job.

Furthermore, there are three major types of RPO engagements:

  • On-demand RPO: this is a contract-type of engagement with a competent provider that knows the ins and outs  of the company, the recruitment process, and the required outcomes.

The contract will usually state the number of roles up for hire within a given period. Their job includes finding applicants, adherence to regulations, interview logistics, advertising and employer branding, and suggestions on how to achieve the desired result.

  • Function-based RPO: in this type of engagement, the provider takes charge of a specific domain of the company’s recruitment process allowing the internal Human Resources to pay more attention to the more crucial part of their work. 

Albeit, if your company is looking to do internal recruitment for everyday hire, the function-based RPO is the best type of RPO engagement your company needs. Also, if you’ve got a quick task that you want to carry out within a given time with a specific goal in mind, the function-based RPO will be the best type of RPO engagement your company needs.

  • Full RPO: this is when the RPO provider is in charge of a company’s complete internal recruitment process plus access to their client’s recruitment tools.

They are fully engaged in the company’s recruitment steps like advertising, sourcing and choosing applicants, hiring managers, appointment, processing orders, and onboarding based on the contract. 

In addition, marketing and employer branding services are included as well. RPO engagements are pretty flexible in carrying out this task; thus, providers can decide on a joint or independent job. 

Some of their roles include applicant research, talent procurement, and staff development, and they carry out these tasks using enhanced tools whose working capacity is unmatched.

In many smaller organizations, the HR department is usually burdened with multiple tasks such as hiring talent, overseeing employee relations, training; HR is also in charge of wages, compensation, and benefit plans. 

Furthermore, in some organizations, recruitment is inconsistent all through the business year, and this can affect the productivity of such organizations – this means additional workload for HR . Thus,  the option of RPO is worth considering. 

Benefits of RPO and Its Providers

  • One obvious benefit of using RPO is that RPO can help regulate and shorten the hiring process for your company, helping save time for all other critical tasks
  • RPO can help handle the inconsistency in hiring talent for a business year
  • RPO can help reduce recruitment costs and your company’s need for staffing firms 
  • RPO can help scale your business and keep you ahead of your competitors
  • RPO can help manage and build talent for your company
  • RPO can help decrease fill-in time and improve the hiring manager KPIs
  • Bonus point: benefits of RPO Providers
    • RPO providers are experts in their field, and talent pursuit is their primary goal; hence they have the latest information about recruitment processes and techniques 
    • RPO providers work with RPO tools that can help ease the burden of recruitment.

The success or failure of any business depends on the talent they hire; organizations are cautious when hiring people. There is a need to upscale their recruitment process, and they can best achieve this by using the optimal RPO recruitment model.

The ideal RPO provider has an extensive network, goal-oriented and efficient resources. 

If you’ve had doubts about the RPO recruiting model in the past; this article is an opportunity to rethink and reconsider your views towards RPO recruiting models.