Recruitment process outsourcing, or RPO is an important approach to workforce maintenance that many companies regularly utilize. Within this approach, the finest of talent can be gleaned and kept up with in a given workplace. For a closer look at RPO, read on. Here's the scoop.
Recruiting is the all-important process of adding to or initially building the workforce, one candidate at a time. Typically, it starts with a company advertising its need for additional employees. From here, candidates are reviewed, interviewed, and checked for the potential to be a good fit for the job. In the end, the best candidates are then offered a position of employment within the company.
Outsourcing is the act of receiving services from an outside company that could have ordinarily been handled in-house, within the service-seeking company. This is actually a practice that involves many areas of business operation in big businesses and small start-ups alike. This is not to be confused with the term "offshoring," of which it often is, as this involves a completely separate line of business arrangement.
So, what do you get when you combine the element of outsourcing with the recruiting process? The answer is recruitment process outsourcing, or RPO. RPO therefore is the process by which companies may choose to allow other, outside services to manage the recruiting end of their regular, operational needs.
Many might naturally wonder why a company might choose to go RPO, outsourcing the creation and management of their vital workforce to some outside entity. Believe it or not, there are actually a number of benefits to be had here. The chief three are as follows.
The temp-to-hire trial is one excellent benefit. By allowing a candidate to work via probationary terms, the host company gets to see if they are truly a good fit for the position. If the person is, they may then be acquired by the company as a permanent worker from the outside service. If the person is not the best match, they can be sent back to the providing service for them to handle.
Another great benefit to RPO is the relegation of duty and extra work to another entity more specialized in it. As discussed in Entrepreneur, "Most entrepreneurs have great talents but many times they think they can do it all. That can really stall the growth of the business. By outsourcing the day to day back-office tasks, the business owner has more time to focus on generating income." One of the key benefits to any outsourcing is indeed the freeing up of company resources to focus on other areas of importance.
Finally, general reprise is the third key advantage to many RPO arrangements. If the candidate worker is a problem or not a good match at any time going forward, the host company has reprise, an option to go back to the service and request a change of arrangement. By taking on recruiting in-house on the other hand, there is no reprise to be sought from another resource.
In conclusion, RPO can be a valuable route to the successful formation of a quality company workforce. Even if not employed by a company, it is a great, external option available to virtually all. These are the basics of recruitment process outsourcing, an important option of today's business world.