Tips on how to choose an appropriate RPO partner:

1. Specific or general?

If your recruitment needs are fairly general then you should look at a broad range of agencies. However, if you are in a highly specialized industry or require someone with very specific skills you need a sector specific agency.

2. Check their screening process

You are paying for a service to save you time and money - you do not want to be wading through CVs that are not applicable to the job specification or sitting through interviews with candidates who are clearly not suitable.

Furthermore, does the agency check their candidates’ references? If you are filling a permanent position this is an essential task. If you do not have time to do this, ask specifically for this service when vetting your prospective recruiter.

3. Speak to someone!

The quality of their personnel will reveal a great deal about a recruitment agency. They should be up to speed on employment law that applies to you. They should ask you lots of questions to determine the skills you require.

4. Look at their mission statement

Do they subscribe to rigorous codes of practice and standardization? Look for indicators of a commitment to high performance and ethics. Build a number of key performance indicators into the contracts so the RPO provider has targets and you can track the improvements

5. Do they practice what they preach?

Do they believe in professional qualifications and developing their own staff? Look for recruiters with industry qualifications, qualified consultants will be conversant in the legal, ethical and business issues and trained to select and interview candidates for accurate matching.

6. Long term view

While reducing costs and driving efficiencies is a major reason why companies turn to RPO, it should never be the only consideration. Good corporate recruitment today is about taking a long-term approach and creating an attractive, well-thought-out process for candidates.

“Our mission to provide clients with evolving services that support their organizations in a changing business environment. KTRIAN represents the next generation of recruitment process outsourcing as we believe we can now jointly offer companies a more unique and specialized solution for their global RPO needs.”

Performance Metrics-Key to success for any RPO

Given recent unpredictable economic conditions, more and more companies have turned to recruitment outsourcing as an alternative to the fixed costs of an internal recruiting staff, software, independent contractors and the use of agencies. In the practice of recruitment process outsourcing (RPO) a company will outsource either part or all of their recruitment needs to an outside company who focuses entirely on finding, certifying, and delivering candidates for the hiring company to consider.


With the growth and chatter round the RPO market, providers have been overwhelming the market with information. Many can and will suggest reasons to use their service over their competitors. But at the end of the day, it’s all about performance and reliability.


Any service provider must be held accountable with performance metrics. Recruiting Metrics are an essential component to the success of any RPO program.  Companies that bring these metrics into the equation are able to diagnose small problems before they become larger issues. This also allows for conversations that drive improvements and lead the vendors to the front of the RPO landscape.

What is Recruitment Process Outsourcing (RPO) and why should one go for it??

What is RPO

Outsourcing is the management and/or day-to-day execution of a business function by a third party service provider. Outsourcing can be provided on or off premises, in the same country or in a separate country. Recruitment Process Outsourcing (RPO), then takes outsourcing one more step to a specific department, in this case HR or personnel. RPO, also known as Employment Process Outsourcing is that subset of BPO which is very new, few people have heard of it, and only a handful offers it. In most organizations, the recruitment function is either assigned to various people in HR or is comprised of a dedicated group within HR. It is a critical function, which includes sourcing, assessment, interviewing, and sometimes new-hire administration and orientation. An effective RPO arrangement involves standardized recruiting processes and platforms for workforce planning, applicant tracking, and workflow. By specializing, an RPO firm can invest in the most efficient technology and processes. They also reap significant scale advantages in relationships with vendors in staffing search, online recruiting, recruitment marketing, background check and profiling, to name a few.

Prime Benefits of Recruitment Process Outsourcing

The biggest advantage of opting for Professional RPO is the cost-cutting factor associated with our services. Close on this benefit's heel is the fact that time required to search candidates, co-coordinate interviews and manage job offers can be diverted efficiently towards other aspects governing your business.

Outsourcing your HR needs to recruitment process outsourcing firm offers the following distinct advantages to offshore businesses

Cost

Cost savings - RPO is cost-efficient, saving over 50% when compared with contingency search fees. In addition, RPO vendors are held accountable for filling positions whereas contingency searches are not guaranteed. Cost savings over internal recruiting options can result if it is a situation where the RPO vendor has economies of scale, the right database of candidates and access to more candidates, and the right processes.

Extra resources

Some corporate human resources departments don't have the internal resources to devote to recruiting large numbers of employees at one time. When hiring needs outpace recruiting capacity, RPO can make sense for a company.

Focus

Many companies opt to outsource the recruiting of non-critical staff while continuing to recruit for managerial and higher level staff members. This allows the company's managers and human resources staff to focus their efforts on the company's core business while also ensuring a supply of high-quality staff members for all positions.

Access to industry best practices:

RPO firms are in the business of recruiting. Accordingly, they have certain tools and processes that many companies may not have. Until they engage an RPO firm, many organizations don't realize how high their hiring costs are and don't measure metrics like time-to-fill, cost-per-hire, quality of hire, etc. These metrics tend to get scrutinized closely with RPO firms and are typically part of a contract that you'd sign with an RPO vendor.

Diverse candidates

An ancillary benefit of RPO is that it aids in accomplishing diversity objectives. An RPO vendor can be held accountable for hiring a diverse group of candidates across multiple positions. This accountability may be more difficult for companies to achieve on their own since many companies end their search after meeting the first qualified candidate for a particular job opening.

R & D

RPO continually hunts for new processes and techniques that can add value to your recruitment process. RPO is always on the lookout for the latest developments that can be implemented on your accounts.

RPO offers expert help with securing a rich talent-pool at all levels of the recruitment process. Thus, recruitment process outsourcing is a smart choice for foreign business owners who are looking for sustained business benefits.

Securing the best talent

Organizations need to secure the best people quickly and efficiently to build a competitive advantage. We never settle for second best.

Removing administrative burden

By taking on the operational activities, we allow clients to focus on value-add and strategic activities.

Mitigating operational risk

We help organizations mitigate the risks associated with an inability to scale their business operationally to meet changing market demands, and the risks of non-compliance to legislative and regulatory change.

Source: http://www.ktrian.com/rpo.html