CAREER & DEVELOPMENT CASE STUDY
RPO – CUSTOMER SUPPORT TAILORED FOR CURRENT TIMES! The Recruitment Process Outsourcing service has been so far associated mainly with new investors on the market. However, is it true that RPO is dedicated only to big organizations entering Polish market? What about smaller companies that are in the growth phase? Is the recruitment process outsourcing service profitable for the client? ...WHAT IS RPO? Recruitment Process Outsourcing is a service of transferring responsibility for some or all the recruitment process to an external company. In the case of such processes, a dedicated external consultant or the entire project team becomes client's internal HR team. As part of the RPO, the client can expect a comprehensive HR service – from creating job descriptions, through estab lishing a search and selection strategy, to guiding the candidate through all planned stages of the recruitment pro cess, up to the onboarding of future employees. An extremely important aspect of the entire process is the standar dization and unification of the entire process. RPO team supporting the project works according to established rules and has the necessary knowledge about the client's company in order to communicate with candidates on the market with the highest efficiency.
...IS IT RIGHT TIME FOR RPO? The external supplier services are mainly used by companies that have a high demand of new employees. This solution
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is most often chosen by new investors on the market, companies in the phase of growth or intensive development. On the other hand, there is also a large group of organizations with many years of experience on the specific market that decide to implement the RPO service. Reasons for that might be for example lack of an internal recruiter or shortage of HR team staff. Decision to involve an external supplier is often made when there is no or little knowledge about the local labour market or lack of tools to efficiently carry out the process in a given sector. The RPO process can be introduced in the case of not only building structures from the scratch, but also volume employment in a short period of time or building a completely new team in existing structures. What’s more, it’s possible to use the RPO vendor team as a temporary in-house HR team – available upon request at fixed time slots. In this case, the team of the external supplier remains ready for the client, e.g. during the year, according to the calendar of new employees’ start dates, transfers of processes, etc.
…WHAT WILL I GAIN BY OUTSOURCING THE ENTIRE RECRUITMENT PROCESS? The biggest advantage of delegating the recruitment process to an external company is the comprehensiveness of the service – from creating a job description, through recruitment and selection to onboarding stage. An external company specialized in recruitment can also adapt flexible solutions and tools, according to the specifics of a given industry. Added value of the cooperation with the provider of such service is gaining unlimited access to expert knowledge. Thanks to expe rience and access to a wide database of candidates, the external supplier can significantly shorten time to hire and adjust the activities to the employment calendar. Employer branding activities carried out by the external supplier as part of the RPO service also deserve attention. These can be communication activities as part of the recruitment process, as well as large-scale outdoor campaigns. However, the most important impact of the RPO process on any organization will be the cost reduction and time savings, in combination with high level of effectiveness.
Outsourcing&More | March–April 2021
