RPOlosophy

Recruitment Process Outsourcing is like Kevin Bacon: you either love it or hate it.

This week, all our sales people got together to discuss why many companies remain adverse to Recruitment Process Outsourcing and why many other organizations are embracing the concept. It was our consensus that sentiments run very high with few remaining ambivalent on the subject.

On one end of the spectrum, RPO appears to be viewed as threat by staffing and HR departments. They see RPO as part of the slippery slope to a fully outsourced structure and the dismantling of the insourced recruitment team.

On the other side, many talent leaders are favorably open to discussing RPO. They have been assigned the task of finding and delivering a flexible, pay as you go, talent acquisition service model as an essential cost savings goal.

In my opinion, RPO helps both ends of the continuum. In some cases, the RPO organization as a potential competitor is forcing some internal recruitment teams to “step it up” or “step aside”.  On the other side, for those favoring RPO, the immediate relief is providing needed “breathing room” during hard economic and recruiting times.

So whether you are a fan or foe of RPO, we should all acknowledge that the RPO industry has helped numerous companies improve the talent acquisition function.

Photo credit: thekevinbacongame.com

This entry was posted on Monday, June 15th, 2009 at 8:30 am and is filed under RPOlosophy. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.