Numerous models can be used to attract talent outside of traditional means, and one that often comes up is the RPO (recruitment process outsourcing), which is where the hiring process is transferred completely or partially to an external agency.
It’s important to debunk some myths about RPO so your organization can make an informed decision when determining what kind of talent acquisition your organization needs.
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#Myth1: RPO is a trend that will last a short time
Since its inception two decades ago, RPO has grown at a rapid pace, and it will only gain prominence. With each revision, RPO has become more agile, tactical, and refined to suit customers’ changing needs, proving its staying power.
As part of the RPO first phase, which witnessed significant growth, every RPO service in India addressed immediate and quantifiable buyer requirements. With RPO changing so drastically, recruitment outsourcing firms adopted a more comprehensive strategy that takes into account cost and business impact more granularly than before. It’s now possible for Recruitment Outsourcing to generate strategic value.
#Myth2: RPOs Replace HR
In HR, especially in smaller teams, people often work long hours to make sure their stakeholders are happy. HR teams may spend too much time recruiting when using the comprehensive approach, making it hard to maintain other crucial job functions.
It’s like having a dedicated hiring professional to complement the HR department instead of competing with it. HR can focus on other things with this arrangement.
If you’re working with a specialized partner, an RPO service in India can be a great recruiting tool. With an RPO, you save money and get an edge over your competition.
#Myth 3: Limitations To Control And Transparency Are Inherent In RPOs
No matter whether the RPO relationship is on-site or virtual, organizations outsourcing recruitment are successful. The recruitment outsourcing company will still be accountable to you even when they are not working with your internal team physically. To ensure that your RPO partners are accountable to you, they must provide accurate and detailed information about their performance during your relationship. Even though RPO partners will assist you in the recruitment process, you are still responsible for making the hiring decisions.
#Myth 4: Investing In RPO Is Expensive
There’s no guarantee that each RPO service in India is the most cost-effective option. Talent acquisition reduces agency costs, shortens fill times, and reduces turnover; overall, it’s efficient.
Over time, having a talent acquisition relationship improves your financial and operational health. It’s in everyone’s interests to cut overall recruiting costs and improve hiring quality. There’s rarely a problem with a one-time transaction.
#Myth 5: The RPO Model Does Not Work For Hiring Top Executives
It can be hard to sell the job, the company, and the corporate culture to top executives. Some people wonder whether an RPO solution can show this to prospective senior recruits, but a well-executed RPO could.
Once they’re fully integrated into the organization, your recruiting partners will be much more familiar with the corporate culture and the benefits of working for you rather than selling a bunch of other companies.
The Bottom Line
The RPO agreements can be designed in any way you need, allowing for endless combinations. In the end, hiring companies should look beyond the prevalent myths and scary stories. You can reduce the hassle of dealing with an RPO service in India by asking more questions, requesting confirmation, and having the process streamlined.
