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RPO, the time is now!

The status of the markets is driving a generally accepted sentiment that recruiting is not necessary. This stems from the belief that more companies are shedding rather than adding jobs. While this is certainly true in some industries, it ignores the fact that other industries such as healthcare and government are hiring aggressively, and many others are beginning to come to life again.

Despite the mass-movement toward corporate cost reduction, it is still necessary to invest in the revenue side of the business. We are seeing many positions still in demand, particularly sales jobs. In fact, employment in most states is above 90% and those positions need to be replenished. But the challenge facing recruiting departments is that cut backs are being performed with a machete rather than a scalpel, at the risk of doing long term damage. We believe that RPO offers a solution to keep that from happening.

So what exactly is RPO?

RPO is an end-to-end process not just the out-tasking of particular activities. Typically, all or a significant portion of an organization's recruiting function - from talent acquisition, to sourcing and screening, to interviewing, and the hire itself is handled by the RPO organization. Unlike traditional contingency recruiting, the RPO provider becomes a more integrated extension of the customer's organization, with very real consequences for failing to deliver hires.

Is RPO right for you?

More companies are seriously considering RPO than ever before. If your organization is among them, you may want to start by determining what kind of savings you can expect.

A common mistake is to review only those costs related specifically to the HR department's budget. There are, in fact, many other costs that should be considered. Expenses may be hidden in cost centers and line items. Reviewing all hiring paths and their costs/quality will enable you to calculate approximately what you stand to save. Costs to take into consideration include:

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