Shatter the myth: RPO means end-to-end outsourcing

Shatter the myth: RPO means end-to-end outsourcing
Over the last few weeks, I’ve written a number of blogs dispelling some of the most common myths that surround RPO. I’ve discussed how they’re not just for huge organisations, and how they don’t have to involve long-term contractual commitments. Now, we’re onto the third and final myth…

More often than not, people assume an RPO has to encompass the full end-to-end components of the recruitment process. They think it has to include attraction, screening, assessment, interview scheduling, onboarding, compliance, exit interviews, and the technology that underpins all of this too. Don’t get me wrong, some organisations want this. But do they actually need it?

The pick and mix approach

Part and parcel of my role is to assess the readiness of an organisation for RPO. I break the recruitment process up into five specific modules:

  1. Advice and consult
  2. Engage and invite
  3. Approve and accept
  4. Recruit and develop
  5. Retain and secure.

I then focus on finding out about the specific business challenges they face within each of these. Sometimes, organisations are challenged by all five of these modules. Other times, there are just one or two steps in the process where they need support; or several elements in one module and just one in another.

No matter where your organisation sits on this spectrum – a bespoke RPO solution could be the answer. As each RPO engagement is completely tailored to individual client needs you and your recruitment partner will design a model that suits you as a business – picking and choosing in partnership the specific elements your organisation needs.

Building the right solution

Take this as an example. We recently met with an organisation that had a fantastic internal resourcing team. However, they didn’t have the capacity to reduce the time-to-hire without compromising the quality of hire. The solution? They decided to outsource the telephone interview process along with the design of the interviews. Not only did this reduce their time-to-hire, but it also significantly decreased the amount of candidates dropping out of the process.

As you can see, they didn’t need to fully outsource their entire recruitment process. They just needed a helping hand with one specific step. And that’s what RPO is all about – it’s about building a bespoke solution that delivers the results you need. A complete outsource is an option, but only if that’s the best solution for you as a business.

At ManpowerGroup Solutions, we pride ourselves on being extremely client-centric. We always look for the best way to meet our clients’ needs, as opposed to our own. That’s why, as part of ManpowerGroup, we’ve been recognised as one of the World’s Most Ethical Organisations for six consecutive years and as one of Fortune’s World’s Most Admired Companies for 13 consecutive years.

You can find out more about our Recruitment Process Outsourcing capabilities our website, or feel free to get in touch with me directly for more information.