5 ways RPO can enhance your employer brand

5 ways RPO can enhance your employer brand

Your employer brand is key to attracting and retaining top talent.

By effectively communicating who you are as a company, you can attract high-quality candidates and improve retention rates. When your employer brand is strong, candidates will want to work for you.

RPO providers can help to develop and build your employer brand. As well as this, they can make sure your employer brand is effectively represented through the recruitment process.

We’ve put together some of the ways working with an RPO provider can help strengthen your employer brand.

Work with a recruiter who specialises in the appropriate area

When outsourcing your recruitment process, you can partner with recruitment specialists who are experienced in the sectors most relevant to your business’ vacancies. Working with an experienced sourcing specialist reduces time and optimises your recruitment process. A recruiter who fundamentally understands the role and its value to your business is best placed to source the right fit.

A recruiter becomes an extension of your business

One of the main advantages of RPO is that the recruiter or recruitment team you partner with becomes an extension of your business. They will spend time getting to know your business extensively so that they can represent you accurately. RPO recruiters are uniquely placed not just to understand your brand, but to enhance it.

Expertly crafted job descriptions

A well-crafted job description is essential in capturing top talent. RPO providers offer support in writing ad descriptions that instil your employer brand, while accurately defining the job role to ensure it attracts relevant candidates. If a job description is too vague it can result in an influx of applications from candidates who are just not right for the role. Most RPO providers have copywriters and content writers who can give your job advert that extra flare to make it stand out. This also ensures the words used are succinct and to the point.

Using social media in your recruitment marketing

Some RPO providers have creative and digital teams. This means they can create specialised social media campaigns, promoting your employer brand to reach the right candidates. Experienced digital marketers can target an audience for your job postings, right down to city and profession. This ensures you are targeting the most relevant candidates and using your resourcing budget effectively.

Quality candidate experience

Candidates want to be confident that they’re making the right decision if they choose to join your business. By utilising recruitment partners, you can ensure that the candidate will get a quality experience throughout the entire recruitment journey, from the application stage through to interview feedback.

Specialist recruitment teams can provide excellent support to candidates, giving them the information they require when they need it. And because recruitment partners are aligned with your company values, they can shortlist candidates that are not only right for the vacancy but also a good fit for your team.

RPO and employer branding go hand in hand to make your recruitment strategy more specialised, and ultimately more successful. To find out more, check out our blogs on RPO FAQ’s and how to improve your employer brand.

Is a lengthy recruitment process costing you talent?

Picture this: a candidate has two job interviews coming up.

They are both second stage interviews, and the candidate is well qualified for both roles. They are confident that, should all go well, they will receive an offer from both companies. Having little to pick between the jobs, they have decided they will go with whichever offer is best or comes in first.

“A study of UK businesses showed that 54% of HR directors have lost out on a qualified candidate due to a long hiring process.” If you are part of that number, it might be time to think about how you can speed up your recruitment process.

Never presume you are the candidates only offer

Speeding up your hiring process can ensure you capture the right talent for your business. These days, with employment levels at an all-time high, workplace recruitment is just as much about advertising an opportunity to a candidate, as it is about ensuring you make the right hire. Too many businesses presume they can take their time during recruitment processes, but “a drawn-out hiring process costs time and money.”

Research from Morgan McKinley showed recruitment processes in 2018 “were swift and succinct, as employers recognised that long-winded applicant processes would likely turn candidates off and send them packing towards competitors.”

If you want to ensure you attract the right talent for your business, consider putting steps in place to speed up your recruitment process and get ahead of your competition. We’ve put together some ideas for how you can do this.

Recruitment Process Outsourcing

Outsource your recruitment process to an RPO provider and let experienced professionals conduct preliminary interviews and shortlist quality candidates for the vacancy. Specialist recruiters will already have a diverse and highly skilled talent pool at their fingertips. It may be that they are already aware of a candidate who could be perfect for the role within your organisation.

Ask for referrals from existing employees

Chances are your current employees know or have previously worked with someone who could be the right fit for the position. What’s also great about asking for their recommendations is that they will only recommend people they would like to work with personally. This makes it more likely that the candidate will be the right fit for your company culture.

Consider a referral bonus for employees who recommend successful candidates. If you develop an employee referral programme this should reduce your contingency recruitment fees in the long term. You will also be rewarding staff for their contribution, leading to a happier work environment.

Spend time on a well-crafted job description

A job description is not only a way to attract talent, but also a way to filter out applications that aren’t suitable. If your advert is too vague, you will end up with an excess of applications, most of which won’t be right.

Specify the skills the role requires from the offset, as well as what they can learn on the job and what the most essential part of the role is. For more details on how to get your job description just right, check out our blog on this subject.

One task too many?

Many interview processes require a candidate to complete a task relevant to the job description. This is a great way of gaining insight into candidates’ thought processes and is also an invaluable opportunity for them to showcase their ability. However, tasks take time and you could be in danger of losing out on talent if you set too many.

Don’t forget that most quality candidates will be interviewing elsewhere. If Company A shows more instinctive faith in their ability, chances are they will be inclined to accept their offer on the basis that they feel Company  A want to work with them more.

Make the candidate the centre of the universe

This is an idea taken from Janice Bryant Howroyd, Founder and CEO of ActOne Group, a global recruitment business. If you consider the candidate to be all important, not only will you attract them to your business by making them feel welcomed and supported, but you will naturally make sure that you meet their needs during the recruitment process.

If you are not paying enough attention to your candidate, they may not feel comfortable to share with you where they are at in their process. It may be that they want to tell you they have had or are expecting another offer. If they are comfortable enough to tell you this, they are letting you know for a reason. If you know they are keen to work for your company, you can speed up your process to ensure you capture the talent before it is snapped up by someone else.

In today’s recruitment market, there is no time to take your time. Capture top talent with an efficient recruitment process that proves to the candidate you want to work with them. Not only will this mean you make the right hires for your business, but it will also save you money on a long, drawn-out recruitment process.

What does the future of RPO look like?

It’s that time of year where everyone goes a bit Mystic Meg and starts predicting the future. Which got us thinking about RPO – how much it’s evolved over the years and where it might be heading.

But before we look to the future, let’s go back into the mists of time, when RPO was a new-fangled concept that emerged out of a need to navigate a rapidly-changing landscape and relieve frazzled HR departments.

The birth of RPO

RPO providers came into being around 20 years ago, and tended to fall into two camps – high volume, low complexity recruitment, or low volume, high complexity recruitment. It took time for HR leaders to get on board – many were unconvinced and uncomfortable with the idea of outsourcing their recruitment. But over time, companies began to see the value of using experts to find the right talent – not only did it result in better, more successful hires, but it freed up their time to focus on generating revenue.

Now, with the way that people find jobs evolving so rapidly, thanks to new platforms and technology, RPO providers are proving an invaluable resource for helping businesses successfully navigate these technological and behavioural changes.

A partnership, not a provider

So what does the future look like for RPO? Well, it’s about evolving to meet the changing needs of our clients’ businesses, the changing landscape of recruitment and the changing demands of talent when it comes to what they’re looking for from their work.

A big part of that is moving away from being simply a ‘provider’ and operating more as a partner.

To do this, it’s vital that RPO providers continue to integrate into their clients’ businesses – we’ve increasingly found ourselves placing resourcing partners onsite with clients, so they really become part of the team. Because our business model isn’t focused on targets and commission, we can take a more strategic, consultative approach to hiring, evolving our strategy alongside our clients’ businesses, so we’re completely aligned with their needs, goals and ambitions.

As talent becomes more of a priority for businesses – especially in sectors with a talent shortage such a tech – we’re also seeing more senior business partners getting involved in what we do. No longer is RPO only a ‘HR issue’, it’s a business-wide initiative that touches every part of what a company does.

More than filling roles

The best and most successful RPO providers are also evolving their offering to meet the changing and growing need of their clients.

While a huge part of what we do is still pipelining talent and finding the right people for vacant roles, our proposition has grown way beyond that. Our Brand and Insight team get under the skin of our clients’ businesses, finding out how their perceived as an employer, where they should be looking to hire, and how they can stand out from the competition. And when we know all of that, our Creative department create an employer brand – a unique proposition that gets the business in front of the right people and speaks to them in a compelling, memorable way.

And of course, a good RPO provider needs to stay ahead of the plethora of new platforms, new ways of working, and new skill sets. Press ads and rolodexes are long gone, and in their place are comprehensive social media strategies and complex media plans. This ability to evolve is essential for attracting the right talent, and analysing what makes candidates tick is key, which is why we undertook hours of research to create an in-depth report that looks at how to attract top tech talent.

As you can see, RPO is far more than simply recruitment.

So there you have it. Our take on what the future of RPO looks like. Does it match with yours? Or do you increasingly find yourself baffled by the recruitment landscape, and feel unclear about what candidates are actually looking for (or indeed, where they’re hiding) these days?

If so, get in touch. Odds are we’ll be able to help you out.

5 Benefits of Outsourcing Your Recruitment Process

What do you do when you experience a spike in hiring need? Or, when you need extra support for your internal resourcing capability? Or, if you’re planning ahead for increased hiring volumes? Check out the benefits of outsourcing your recruitment process:

Interested in finding out more about Recruitment Process Outsourcing (RPO)? Check out our blog on RPO FAQs.

Recruitment Process Outsourcing (RPO) FAQs

What is RPO?

In simple terms, RPO (Recruitment Process Outsourcing) is where an employer transfers all or part of its recruitment processes to an external service provider.

Is RPO just for big companies?

When RPO first originated it was popular with large organisations and followed a specific structure. This usually consisted of external recruiters working onsite and Being a member of the organisation, rather than the provider. However, since inception RPO has changed and although this traditional method is still used, RPO has now become flexible and scalable making it a viable option for smaller organisations as well as larger high-fliers.

Experiencing a large period of growth? Regardless of your current size, with an RPO solution you have the option to scale up and down in line with your current recruitment needs.

Will an RPO save me money?

RPO has been proven to reduce overall recruitment costs through faster time to hire, increase in the quality of the candidate pool and a decrease in staff turnover. By using an RPO you save money on advertising and job board fees, initial screening stages and administrative support. Not only that, you will gain valuable insights into how your brand is perceived externally, salary benchmarking and how you can streamline processes internally.

Will I have any say in how the RPO is run?

A well thought out RPO solution always starts with forming a partnership between the client and provider. How much of your recruitment is outsourced is completely down to you. You may decide that you want to outsource all recruitment, or just have specific functions (eg. Sales or Tech) outsourced. But outsourcing these responsibilities does not mean you’ll lose control. In fact, you’re more likely to have more control over them as they will be clearly defined at the start, along with agreed metrics, analytics and results.

How will I know if the RPO is going well?

As well as having a dedicated point of contact who can advise on how things are going, RPO providers also track every stage of the process allowing them to collate real time analytics. These detailed insights can quickly give you an overview of how the campaign is going and the ability to make measured decisions if (and when) needs be.

Do I need to sign up for a certain amount of time?

The length of time you have an RPO for is determined by your company needs. It can be a successful long-term solution but alternatively it can work with shorter, one-time recruitment campaigns to ramp up hiring and fill vacancies quickly. An RPO is a highly specialised process which can flex to meet your needs, however long or short they may be.

Find out more about our flexible RPO solution, Talentmode. A new way of thinking about RPO.

7 tips to improve Candidate Experience

Candidate experiences are like my DIY projects at home. Forever a work in progress. So for now, let’s ignore everything you could do, and focus on what you should do. Task number 1: think like a candidate, not like a recruiter.

A change of perspective may be the most important change you’ll ever make. Seeing the world of employment from a graduate or school-leaver perspective. Seeing your opportunities through the eyes of a skilled professional. Seeing what your candidates see and understanding the career decisions they make. Seeing who your real competitors are – and seeing exactly how you look in comparison.

It can raise some interesting questions. At the very least, it can help you see what you should do next to keep one step ahead.

The competition for talent

We talked in a previous post about competitive insight allowing you to understand how you can differentiate your business to the right candidate. By looking at direct competitors and those companies in your target market, you know how your proposition competes.  But you can only do this  by giving an honest evaluation of yourself and your competition.

Aside from what you think you are saying or communicating, have you looked at what is visible from the candidate perspective before they apply for a job with you? What are your chances of them understanding your culture and seeing where they could fit? You may think that you have a better proposition than most in your market, but what if it isn’t clear from your careers site? What if you don’t have a careers site? (Then you at least need some campaign pages or a microsite to facilitate your hires…but that’s a story for another post)

You can’t control what other companies do, but you can get ahead of the game by understanding their brand strengths and weaknesses, along with your own. And by using this to leverage your brand to attract the right people knowledge is power after all.

1. Be the candidate

Take some time to navigate your own careers site. How easy is it to use? Do you use video to engage and tell stories? Is it very text heavy? Do you segment the proposition by role type, location, graduates/EIC? Are your values visible? Are they the same as everyone else in your industry? (I’ve got another one coming on that!

2. Be honest

Give yourself a score out of 10 for all the areas you think are important, do the same for 3 or 4 “competitors” (for talent). Be honest and look at the final scores.  If you are top, that is great! But what if your competition are doing the same, and they are about to launch a shiny new website which will out do yours? What are the areas you could improve on and why wouldn’t you do it anyway? It’s all about getting ahead and staying there.

3. Be real

It isn’t just your careers site that promotes your brand, look at social media, review Glassdoor scores – again, include your competition in your research. What about your recruitment team? Who answers the phone/email/live chat when a candidate wants to find out about you? Do you use agencies? What do they say? Do you respond to every candidate that applies? As a candidate what would be the most upsetting thing to read on a careers site or in an automated application response?

“Due to the volume of applications we receive, we only respond to those who are successful” this is only marginally worse than adding a timeframe – “if you do not hear within 2 weeks then you have not been successful”, don’t even bother adding “we wish you luck in your search”.  Do you? It doesn’t feel like it…maybe it is because you are drowning in unsuitable applications…and you are losing the will to live?

Either way, it gives the impression that you’re not thinking about the candidates who put time and effort into their applications.

4. Be brave

So you’ve reviewed and there are clear areas for improvement.  Of course there are.  Everyone can improve, always. But how much room for improvement do you see? And could this improvement (which will require time and probably investment) reduce time and investment in the future? What if you implemented something which increased views on your website, made applications easier for the candidate, gave people a really good feel for your culture… but reduced applications? That isn’t a bad thing!

What if the reduced applications meant your messaging was working – those who don’t fit, don’t apply. Your recruitment team have less irrelevant applications, less people are “rejected” by you.  When you tell them they are not being taken through to the next stage it’s less time consuming. And if you can’t tell them at least there will be less people feeling frustrated by a lack of response.

In 2014 the Virgin Media Insights team cross-referenced candidates who were unsuccessful with people who left Virgin Media and 7,500 people cancelled their contracts in the month after their application. This translated to £4.4 million in lost revenue…. Just putting that out there…. it’s been out there for a while, since 2014… but some of you haven’t read or digested this statiscit yet…. Or maybe you did, but you weren’t brave enough to do anything about it, or you thought it didn’t apply to you?  You don’t have to be a consumer brand to lose out because of bad candidate experience.

5. Be better

Looking at yourselves with an honest and critical eye, and comparing yourselves to your competition can give you a great business case to fight your cause. This can’t do anything except make you better, and if you can get people to agree with you and act on it, you can improve your quality of hire, time to hire and cost per hire.

Then think again about all those candidates who apply for a job and never hear anything.  Maybe they weren’t quite right, maybe they will be in the future. Maybe their friend or family member would be – but if they don’t have a good experience with you, they won’t recommend you as an employer, they won’t necessarily buy your services or products again, and if you are a charity – how many others may now be getting donations which were once coming your way? All because you didn’t have time to reply to all applications, maybe because you receive too many applications… ah, back here again.

6. Be the candidate again

Go on then… what are you waiting for? If you don’t have time to do this, then find someone to do it for you. Ask a colleague, an intern, a family member? I’m serious, anyone with PowerPoint skills and a set of criteria can “be” the candidate to a certain extent. Or ask me*

*Disclaimer, I won’t do it myself… we have a whole team of people who are dedicated to Employer Brand research.  8 of them, and they are members of the Market Research Society too…. I can have it back with you in 10 days…. I’ll (They’ll) even do it in your own company branded PowerPoint deck if you like… 😊

7. Be the geek

Oh you’re still here… because you want to know more now? You’re a data geek like me?

Here’s one tip you may not know about – just find a company with a job on LinkedIn, click on the job and scroll down to see insights… then compare these insights with your competition (the competition for talent I mean…. Just checking!)


  • Where do your ex staff go to?
  • Where do you make the most hires from?
  • What universities do you/your competition hire from?
  • What trends are there?
  • Are there any companies in your sector that you don’t hire from / who don’t hire from you?
  • I wonder why…. I don’t know, I just wonder…

Beyond the Purple Unicorn

The Purple Unicorn used to be how Talent Acquisition leaders described the unique challenges they faced in finding talent. It’s no longer simply the case that talent is rare. More and more companies know how to find those purple unicorns – and many of them are deploying incredibly sophisticated search, tracking and selection systems to get to them first!

So, if it feels harder to hire good people today, that’s because it is! Organizations globally need to adjust their hiring strategy to sustain their advantage. Many are already doing so. As Talent Acquisition becomes a more complex picture, the most forward-thinking employers are looking beyond traditional talent pools. The Rainbow Unicorn? Trust me, there’s Diversity teams out there already searching hard every day.

Building a proactive talent strategy

The secret is having a realistic understanding around your organization and the positions you need to fill. Competitive insight allows you to understand how you can differentiate your business to the right candidate. By looking at direct competitors and those companies in your zip code, you know how your proposition competes. If you are not paying the best salary, but the culture is amazing, message that first so you can be honest and informed as to what a candidate will gain when they join.

You can’t control the job market, but you can put some effort and resource behind a few key strategies including:

1. Role validation

Whether you have a newly created position or not, the right job title is key. An initial overview of the role, competencies and attributes required helps to determine the right level, the right title and the potential pool in the local market

2. Target the competition

‘Post and pray’ isn’t working anymore. The number of roles is overwhelming.  Candidates can apply with a quick click on their phone, so they don’t read the job description or location carefully. Busy Talent Acquisition teams don’t have the time to sift through the clutter or respond to the best candidates quickly enough.

Sourcing depends on identifying those companies you admire, as well as those you compete with. Once again, it is time well spent. Think beyond your industry, beyond your traditional talent communities, beyond conventional job descriptions and challenge your own idea of what good looks like. If you can avoid limiting yourself, the appeal for top talent to make a move is even greater if a candidate has the chance to transition into another industry and broaden their own knowledge.

3. Tell your story authentically

Developing an EVP (Employer Value Proposition) showcasing what it is really like to work for your company is a key step in finding the right people to join your organization. It also helps the right people who just wouldn’t fit into your company culture to de-select themselves out of the process at an earlier stage.

Understanding ‘What’s In It For Me?’ also means thinking about how best to bring it to life. Words, imagery, video, animation, online presence? These elements work together to elevate the job description to another level. Providing a clear destination to see the message is important and to do that effectively you need a campaign.

4. Campaign Solutions

Once a segmented attraction message has been created, it is important to create a destination where individuals can be directed to – where you can share the compelling reasons as to why individuals should want to work for your company.

Campaigns can be built on job boards, but  programmatic advertising can be more effective. Programmatic offers the opportunity to deliver a deeper story which will result in more brand engagement and appropriate applicants. It will open up opportunities outside of the limited markets accessed through job boards. All channels will work in combination to ensure the audience is reached, captured and engaged, wherever they are, on whatever device they are using.

Regardless of the budget, role or timelines it pays to be prepared and informed.  Whether you insource or outsource, knowing what you need and where you think you can find the right talent is key:

  • Research and review with free tools to understand the competitive landscape.
  • Understanding your reputation in the market and that of your competitors will allow for you to be prepared to connect with passive and active candidates.
  • Sourcing and building talent pipelines saves time and money in the future as your business grows.

You start building relationships before you need them and ultimately position your organization as an employer of choice for the right talent.

The market is competitive and the outlook can be overwhelming, but knowing the attributes of your business and the places to look will help you find the best talent first.

Jody Robie is the Senior Vice President North America for Talent Works International (TWI). Talent Works International is a global talent communications firm that helps organizations around the world build effective and efficient talent strategies through our research, sourcing and creative teams. Please contact jody.robie@talent-works.com  for more information.

Meet the TalentMode team

It’s an exciting time at Talent Works. Our new service TalentMode launched last week and we can’t wait to share it. I sat down with the team working on our RPO to see what makes our offering different and what they enjoy most about their roles.

1. Tell us something about yourself? 

Amanda: Before joining Talent Works, I worked in in-house recruitment for eight years. I worked within financial services, retail and legal industries for names such as Marks & Spencer, The Cooperative Financial Services and Pannone. When I was younger I was a classically trained soprano and wanted to be a paediatrician. My obsessions include books, true crime podcasts and I’m a big foodie!

Andrea: I have been working in the in-house recruitment team for one of our clients for two years, mainly working on high-volume areas for Sales and Customer Service.

Jay: For the past few years I have had a personal goal to visit 30 different countries before I reach 30 and this year I will finally complete this. I am also the office DJ.

Abigail: I love nothing more than catching up on my American TV series or reading a good book, with a strong cup of tea in hand! Last year I also completed Machu Picchu as my final residential for Duke of Edinburgh Gold.

Rebecca: I’ve just returned from spending 16 months travelling the world with my fiancé. We visited the US, Japan, Canada and New Zealand to name a few. It was by far the best thing I’ve ever done!

2. How long have you been working at Talent Works?

Amanda: I’ve been a part of the Talent Works team since August 2015.

Andrea:  Since January 2017.

Rebecca: I’m in my 8th week now!

3. What stands out about Talent Works over other workplaces?

Amanda: I really enjoy the autonomy I have to do what I feel is best for my clients and my team.

Jay:  I was made to feel part of the team and the company before I started which was really nice and made me even more excited to join. I received a lot of messages on LinkedIn from the team welcoming me and I was invited to the Christmas meal before I started.

Hollie: Passion – we have a great group of people at Talent Works, who genuinely love what they do and this shows through in our work. To also have visibility of the Exec Management team, and to know your ideas and opinions are not only listened to, but also executed, is really good.

Rebecca: The creativity and passion amongst the people here. Nobody is just a number and everybody knows every client we are working with. Clients are unique here and every project is different.

4. What’s the most challenging part of your role?

Amanda: Every project has its own unique challenges – the challenge is learning something new and honing your skills to meet that challenge.

Jay: Obtaining feedback on CVs from the Hiring Managers can be quite challenging at times, but it’s all about understanding they have a job to do alongside recruiting, whilst reminding them of the importance of vacancies, working alongside and supporting them throughout the process.

Matus: Keeping the candidates and Hiring Managers satisfied and well-informed throughout the process. Finding the right talent in the right place at the right time.

5. What have you worked on that you’re most proud of?

Amanda: I’m most proud of enabling the team here to develop, whilst providing them with opportunities to challenge themselves – it’s great to see how far the team has come.

Jay: As cheesy as it sounds, I am very proud to be part of TalentMode and the exciting times ahead. There is a clear vision on where we want to go as a business and I am confident in the service we offer.

Matus: The achievement I am most proud of is the way I have streamlined lengthy recruitment processes. Turning them into success stories by saving time, reducing the cost to hire, as well as obtaining positive feedback from candidates and Hiring Managers.

Andrea: Completing the Payroll Year End Campaign – we recruited 70 people over a three-month period to support Sage customers during their busy payroll year-end period.

6. How does TalentMode differ from other RPO solutions?

Amanda: We’re very resilient – we keep pushing on no matter what. I’m very proud of the fact that we refuse to cut corners and we will only recommend candidates/strategies/ideas that we really truly believe in. We’re also a very fun bunch and easy to get along with which I think is key for clients!

Matus: Creativity, promoting the employer brand, our insight and overall effectiveness. Our clients benefit from TalentMode because we look at RPO differently, and provide insight to inform the whole process.

Andrea: The service we provide to clients is bespoke to their needs. The brand insight and market research are things you don’t see from other RPO providers.

7.  It’s 10am on a Monday, what are you doing? 

Amanda: I plan out my week on a Friday afternoon, so whatever’s on the list! I try to work in a very structured way on a Monday, getting key tasks done so I can afford some flexibility during the remainder of the week for those inevitable short notice requests!

Jay: Recruitment is so unpredictable so it is hard to say as one Monday can differ to the other. The one thing I can guarantee is I am most probably on my second cup of black coffee.

Rebecca: Arranging interviews! Which is the best way to spend a morning on an RPO, aside from making offers of course.

Hollie: It’s mid-way through our client service meeting with our CEO – planning the week ahead. I love Mondays – they set you up for the week ahead.

Want to know more about TalentMode? Check it out here.

Myth-busting RPO : The truth behind those Recruitment Process Outsourcing myths


Recruitment Process Outsourcing.

Three words that seem simple enough, and yet are increasingly more difficult to pin down. The problem is, there are so many myths and preconceptions about what RPO entails, and how it
can impact your company. So it’s easy for people to get put off from the offset. With so many misconceptions about RPO out there, we decided to set the record straight and bust a few of those long-standing misconceptions that are holding you back from getting the most out of your recruitment solution:

RPO is just for big companies

Yes, plenty of large organisations have an RPO, but the solution isn’t exclusively just for them. Many small and medium-sized businesses have trouble sourcing quality talent, and if you’re a smaller company undergoing a period of expansion a flexible RPO solution could be the answer. You’ll still receive all the benefits of a large-scale recruitment outsourcing solution with our dedicated sourcing team, but you’ll have the option to scale up and down in line with your recruitment needs.

RPO is a ‘one size fits all’ approach

It’s a common myth that an RPO operates on an all-or-nothing model that’s entirely rigid in its approach. However, RPO doesn’t have to encompass all of your recruitment needs, and is in fact a highly bespoke solution that will cater to the unique needs of your company. Need to scale down for a month or two? No problem. Need to quickly recruit a large number of employees? Your RPO can match this.

Companies lose control of their recruitment with RPO

A well-designed RPO solution starts first and foremost with a partnership between provider and client. You can either outsource all recruitment, or just use them for selected tasks alongside your usual function. But you’ll never lose control over the outsourced tasks. In fact, you’ll actually gain control by defining the processes and expectation from the start with agreed metrics, analytics and results.

RPO is really expensive

Actually, RPO has been proven to decrease overall recruitment costs through faster talent sourcing,time-to-hire and a lower turnover. By working together with a team of RPO experts you’ll gain access and education in finding the right people and get better candidates in return. When you look at it this way, the long-term benefits that the RPO brings to your company will mean you really do get your money’s worth.

RPO involves being tied into complicated, long term contracts

The length of time that your RPO covers depends entirely on what your company needs. RPO can be successful in long-term solutions, but equally it can work with shorter, one-time recruitment to ramp up hiring and fill vacancies quickly. RPO is a highly-specialised process that will flex to meet your needs, however long or short these may be.

Our RPO solution can be viewed here #talentmode.