RPOs aren’t what they used to be. At one time, providers offered nothing more than inflexible outsourced recruitment exclusively for large businesses, but times have changed. Many RPOs of the past have been replaced with providers that think differently. These RPO providers are strategic, agile, and help organisations hire smarter.
But outsourced recruitment can still have something of a bad reputation. Unjustified myths and negative views mean some Talent Acquisition teams can dismiss RPOs as a viable recruitment strategy. This means they miss out on bespoke solutions, expertise and innovation.
It’s time to do away with myths and focus on the reality of a modern RPO.
Common myths
First-time buyers are often unsure about committing to an RPO solution – and even those who have worked with RPOs in the past can have misguided views about a new partnership.
Here’s a breakdown of RPO’s most common myths.
Myth 1: Outsourced recruitment is expensive
Businesses can be hesitant about the perceived costs of outsourced recruitment. And in a climate where budgets need to be cut left, right and centre, this myth continues to circulate.
Because RPO is an investment, many organisations fail to recognise the value a provider delivers. So, they decide to stick with the same old recruitment solutions that limit reach and potential.
Myth 2: No personal touch for candidates
Traditional RPOs fail to deliver personal candidate experiences that set employers apart – and modern RPOs have been tarred with the same brush.
Some organisations believe today’s RPOs will continue to deliver standardised frameworks and limit interactions with candidates. In short, these organisations think their recruitment function will be treated as a transactional process, rather than a relationship-driven one.
Myth 3: Our control will be limited
There’s a misconception that RPO involves outsourcing your entire recruitment process and giving up control.
The outsourced recruitment providers of the past would take care of everything from candidate sourcing and screening to onboarding, leaving little room for clients to have their say. This has stuck in the minds of potential buyers, making them less likely to work with an RPO provider.
Myth 4: RPOs have a lack of affinity towards their customers
Traditional RPOs focused their efforts on a one-size-fits-all model. They were known for their generic approaches, limited communication, and lack of understanding of organisational needs – and some believe today’s RPOs follow suit.
As organisations seek partners truly invested in their growth, many worry that RPO providers don’t care enough about their business as they do.
Why should organisations consider a modern RPO?
There’s no getting away from the fact that today’s markets are challenging. Talent is difficult to come by. Inflation and political uncertainties are slowing growth. And candidates’ expectations are continuing to shift and evolve.
With so much in flux, the days of planning your recruitment strategy on an annual basis are long gone. The most competitive TA teams will leverage the right partnerships to react to market changes quickly and secure the talent they need.
If there has ever been a time to explore a new recruitment strategy, it’s now.
The realities of a modern RPO
Modern RPOs bring a new approach to the table. Today’s providers don’t always maintain the status quo. They focus sharply on delivering services tailored to their clients’ specific needs. Unlike their predecessors, they prioritise areas where they can add real value. This includes scalability, better processes, and improved talent attraction.
Reality 1: Cost reduction
If your business needs to boost its recruitment capabilities, RPO can be a cost-effective approach. Instead of thinking in the short-term, modern RPOs work in alignment with your goals and objectives to ensure they drive long-term value.
Because modern RPOs work around you, they can help you avoid over-hiring and then downsizing – which impacts both your bottom line and your reputation as an employer. They’ll be able to streamline your recruitment processes while improving candidate attraction and retention, delivering continuous cost reduction.
Reality 2: Better candidate experience
All too often, slow response times, disengaged hiring managers or poor onboarding processes mean top candidates are lost to competitors that provide a better experience.
Modern RPOs know how to resolve these problems. They focus on building an engaging, more personalised candidate experience that ensures your recruitment process is smooth and transparent. Not only are candidates onboarded effectively, but they also get clear communication and feedback throughout their journey. This helps you foster stronger relationships with your candidates.
Reality 3: Enhanced efficiency and expertise
Forward-thinking RPOs focus on more than the numbers. With deep expertise in outsourced recruitment, providers can improve operations and utilise detailed candidate insights to make better hiring decisions and optimise workflows.
The requirement to deliver the right candidates will never change. But the ability of RPOs to identify where the right talent is, why they move jobs and who their preferred employers are, is critical for organisations that want to gain an edge.
Reality 4: Agility and flexibility
Not every RPO is the same. As client needs evolve, providers are actively adding new services to support and integrate with your recruitment function.
With today’s RPOs, you won’t need to give up ownership of recruitment. Their solutions are often used to outsource only part of a process or certain tasks to relieve pressure on in-house teams instead of replacing them.
With the freedom to scale these services up and down to meet your changing needs, your organisation can move with agility and stay responsive – even in unpredictable markets.
Conclusion
Times have changed, and RPOs have changed with it. Providers have evolved to meet the needs of businesses with smaller TA functions and increasing demands, offering much more versatility in their services than they once did.
Organisations that can move past their perceptions of RPO will be in a much stronger position to bring in the talent they need. Done right, a strategic provider can improve your teams’ capabilities, fuel market insight, and shape a better, more efficient candidate journey.
