We’ve written about Recruitment Process Outsourcing (RPO) extensively here, here, and here. Borrowing from our other pieces, RPO is defined as the transfer of all, or part, of the permanent recruitment process to an external provider.

This transfer usually includes one or more of the recruitment processes. These processes include research and planning, candidate sourcing, recruitment and selection, candidate management, offer extension, onboarding, etc.

RPO by nature is flexibly designed to provide solutions for a range of different recruitment problems/objectives that a client may have. This can make knowing “when to use” an RPO provider a challenge for many companies. We’ve broken it down for you.

Seven most common situations to engage an RPO provider:

1. For companies that do not have their own HR or Recruiting department yet
2. For companies that temporarily have large recruitment needs to handle, and can’t wait to hire a new headcount, or don’t expect the needs to continue so hiring is not warranted
3. For companies that need more recruitment firepower to quickly filter and select appropriate applications.
4. For companies that are not satisfied with their current hiring results and want better results.
5. For companies that want to include active sourcing and passive recruitment into their recruitment but lack the internal expertise or time to do so
6. For companies that need to reduce recruitment-related service provider costs (such as reducing commissions paid to agencies)
7. For companies that want to optimize their vendor structure and bundle all HR consultants into one master services provider.

Have one of these situations? Looking to hear more about how we can help? JCSI would welcome the opportunity to connect.