RPOs are getting more and more popular.
The recruiting landscape has radically changed in the last two years.
Hiring freezes in early 2020 meant widespread layoffs.
But as soon as Q3 of 2020, hiring was back in full swing – and now it’s crazier than ever.
As a result, it’s easy to see the appeal of recruitment process outsourcing (RPO) companies.
Unfortunately, not all RPOs are created equal. If you’re in the market, here are three keys to picking the right RPO.
Consider the Pricing Model of Your Recruitment Process Outsourcing Company
What does the recruitment process outsourcing company charge for?
Is it a flat fee? Do they charge a commission for every hire like traditional RPOs?
If you’re paying a commission for every hire, that means you’ll be paying a fee for internal promotions and referrals…even though they had nothing to do with those hires.
Watch out for these types of fees as well as upfront costs any other hidden expenses. You shouldn’t have to pay any more than necessary for great hires!
Pick a Recruitment Process Outsourcing Company Focused on Real Value
It’s important to make sure that your organization and your RPO company are in agreement about what success looks like.
To many RPOs, success means quantity of hires, the number of candidates presented in a given time frame, or even time to hire.
But none of these metrics relate to REAL recruiting value.
Real recruiting value comes from making quality hires that thrive at your organization. It comes from making hires that stick around long-term.
You get what you measure. Retention rate and submittal-to-interview rates are much better. These metrics incentivize recruiters to submit only high-quality candidates. They also incentivize making hires that last.
Keep Contract Flexibility in Mind
In today’s hectic recruiting landscape, agility is everything. Traditional RPO companies often require a 1 to 2 year contract.
In today’s fast-paced, competitive marketplace, such contracts can easily become a burden. On the contrary, many companies such as ourselves now offer 30 day project outsourcing engagements.
As a result, companies are able to efficiently scale up and down as hiring needs require without rigid contracts or letting go of any recruiters.
Your RPO Company Should Be a Competitive Advantage, Not a Liability
Picking a recruitment process outsourcing company is about more than filling seats or recruiting metrics.
It’s about picking an organization that will help you build the right teams. It’s finding a partner that will help you hire people that will power your growth.
If you’re thinking about going with an RPO, think long and hard about what you really want to get out of recruiting. Then pick an RPO company that shares those goals and a dedication to those results.
It’s not always easy, but as a wise man once said, everything worthwhile in life is uphill!