Forming an all-star team isn’t a walk in the park. Recruiting activities consume a lot of time, which may cause problems for HR teams without dedicated recruiting specialists. These teams often have to neglect other HR projects to shift their focus to hiring. Sometimes the worst-case scenario even happens. HR teams are stretch so thin they cannot keep up with hiring needs, leaving multiple roles unfilled at once. To solve these issues, some HR managers turn to recruitment process outsourcing for help. Is it time for your HR team to do the same? Read on to find out.

Defining Recruitment Process Outsourcing

Recruitment process outsourcing (RPO) is when your business outsources part or all of your business’s recruiting activities.

RPO providers act as an extension of your internal team. They can either act on behalf of your team (using your team email, signature, etc.) or represent your team as a third party.

An RPO provider can:

  • Manage job posts
  • Connect with passive applicants
  • Recommend top candidates
  • Set up phone screens and in-person interviews
  • Provide access to cutting-edge recruiting technology
  • And more!

A good RPO provider will work closely with your HR team (or hiring decision-maker) to assess your needs, budget, and company culture before beginning the recruiting process. Their services can be on-demand, so you can request their help when you have outstanding hiring needs.

How to Know If Your Business Needs Recruitment Process Outsourcing

So how do you know if your business needs to work with an RPO provider? Let’s explore a few tell-tale signs that your HR team is in need of.

Your Business Needs to Scale Quickly

There’s a good chance that your business doesn’t always need to hire a lot of candidates at once. But scenarios such as decisions to drastically scale specific teams or critical teams losing several employees at once can cause a need to hire qualified candidates quickly—or risk missing key business goals.

RPO providers offer on-demand services for these circumstances. They can immediately begin building up your team as soon as your team gives the signal.

Your HR Team Needs to Focus on Other Projects

Effective recruiting takes focus and time. Hiring managers need to quickly attract, identify, and connect with top candidates if they want to secure them before another company does. Small HR teams may struggle to fully address these needs while balancing other critical HR projects. This can lead to rushed hiring choices with unsuccessful outcomes.

RPO empowers HR teams to focus on other projects. It’s a great way to allow your HR team to keep up with their core tasks and secure top-notch hires.

Your Job Posts Aren’t Attracting Many Applications

Qualified employees are in demand. It can be difficult to spend the time you need to create highly calibrated, up-to-date job posts if your team has other projects to complete. It can be even more difficult to identify places to submit job posts, as candidate job search preferences change regularly.

Recruiters dedicated to talent acquisition can focus on creating job posts that successfully attract qualified candidates. They also have the tools and network available to mine resources that a small HR team may be unable to tap, like colleges, workforce centers, community organizations, and networking groups.

Your Turnaround Rate Is High

There are two reasons for turnaround: your team may realize that an employee isn’t a good fit for your business, or an employee may think your business isn’t a good fit for them. These problems can stem from a rushed hiring process. Ultimately, high turnaround rates result in high attrition costs.

RPO providers expertly choose candidates who are both qualified and good culture fits. Because they’re dedicated to talent acquisition, they have time to analyze and engage each candidate individually. They choose ideal candidates, reducing turnaround rates.

You Need to Maximize a Small to Medium-Sized Recruiting Budget

You have two options when your team needs help recruiting candidates. Either you hire a dedicated recruiter or work with an RPO provider. Hiring a full-time recruiter is costly. Personnel costs are astronomical, with benefits, bonuses, and other employee costs. Plus, there will be times when your recruiter’s services simply aren’t needed—especially if you’re a small to medium-sized business that isn’t constantly hiring.

Your business can hire an RPO provider right when you need to and put their services on hold when your team doesn’t need to hire anyone. With RPO, your business can have highly qualified recruiters on your side—without a full-time commitment.

Making a Decision About Recruitment Process Outsourcing

If you’ve checked many or all of the boxes above, it may be time to look into adding RPO to your recruitment operations. RPO is the best bet for maintaining an outstanding team for a small to medium-sized business with a fast-growing, and agile workforce.