Recruitment Process Outsourcing (RPO)

The definition of ‘RPO’ according to the Recruitment Process Outsourcing Association is as follows:- "Recruitment Process Outsourcing (RPO) is when a provider acts as a company's internal recruitment function for a portion or all of its jobs.

Recruitment Process Outsourcing (RPO) providers manage the entire recruiting/hiring process from initial job profiling through to the on-boarding of new hires, including staff, technology, method and reporting. A properly managed RPO will improve a company’s time to hire; increase the quality of the candidate pool; provide verifiable metrics; reduce cost and improve governmental compliance".

The main limitation to most traditional Recruitment Process Outsourcing (RPO) service providers is that they still rely on agencies to source candidates, with the agencies being discouraged from providing their best candidates by the fee constraints the RPO provider places on them.

A number of the larger RPO providers also rely heavily on offsite/offshore ‘delivery centres’ for candidate sourcing. Their candidate attraction specialists in these centres can be representing a number of the RPO provider’s clients, which means that there is no real candidate ‘ownership’ or exclusivity for a client. Additionally, their offsite/offshore staff are qualifying candidates against company cultures they have not experienced firsthand, and representing hiring managers they have not met.

Whilst cph operates within what is generically known as the Recruitment Process Outsourcing (RPO) space, we provide our clients with a fully in-sourced direct recruitment model - evolving the traditional RPO service to add more value to companies by managing their end-to-end recruiting activities internally, including all candidate sourcing, through a fully embedded, onsite team.

cph has demonstrated that by fully in-sourcing a company’s recruiting activities – effectively providing its own ‘in house’ capability - we can deliver additional benefits over a traditional RPO model. These include reductions in employee attrition, and in particular first year employee attrition.

There is a commonly held view that an RPO or in-sourced recruitment model is only viable for large corporates. cph’s approach has demonstrated that it can add measurable value to companies in the mid-market and smaller/emerging company sectors as well as large corporates.

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Recruitment Process Outsourcing (RPO) may also be referred to as:

• Outsourced Recruitment Management
• Recruitment Outsourcing
• Resource Management Outsourcing
• Talent Acquisition Management
• Talent Acquisition Outsourcing
• Talent Management Outsourcing

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