What is Recruitment Process Outsourcing (RPO)?

Recruitment Process Outsourcing (RPO) is when a company transfers all or part of its permanent recruitment to an external provider.

An RPO provider can act as an extension of a company’s HR or Resourcing function, sitting on site with the client providing a holistic hiring solution. An RPO provider can deliver the necessary staff, technology, and methodology needed to fulfil a client’s recruitment requirements. 

Our recruitment outsourcing solutions can be delivered on-site through a team of recruiters that act as an extension of the client’s talent acquisition team, off-site, or through a combination of both, across country-aligned, multi-regional or global remits.

What is the difference between RPO providers vs. traditional staffing agencies?

The scope of traditional recruitment firms will be to source and place the candidate in the required role. Whereas an RPO provider takes ownership of the design and execution of the recruitment process which includes services such as:

Talent Engagement – Specialist Candidate Attraction Strategies – Resource Solutions

What is talent engagement and why is it important?

Talent engagement is the process of attracting the right people to your organisation and getting candidates and employees to fully engage and connect with your company’s values, goals, and principles. Investing in talent engagement activities can improve employee motivation and performance, reduce employee turnover and impact profit levels.

Engaging with talent communities for our clients

Using both established and emerging technologies, we support the effective management of talent communities for our clients. Our account teams ensure our clients’ employer brand messaging, relevant news, and information on live roles are communicated to these talent communities.

Creating sophisticated talent communities provides timely and cost effective recruitment solutions for our clients.

We configure talent communities by business area, skill, current availability, geography or ability to travel. This allows an ‘on demand’ database of high calibre and highly suitable candidates who can be targeted at short notice.

Retaining talent engagement levels

Initial talent engagement is important, but equally important is fostering a workplace culture that engages candidates long after they have become employees, in order to keep attrition levels to a minimum. Engaged employees are happier at work, perform better and can become your best employer brand ambassadors.

We provide training for our clients’ staff who are involved in contingent worker engagement. This training partly focuses on improving confidence and effectiveness, especially of line managers, when they are carrying out candidate interviews and selection, to ensure that the right talent is acquired.

Talent Marketing & Insights at Resource Solutions

Our dedicated Talent Marketing & Insights (TM&I) team acts as an in-house ad agency for our on-site recruiters. They create bespoke attraction strategies and employer messaging, in-line with our clients’ employer value proposition (EVP). By combining proven media channels and innovative technologies, TM&I identifies and engages potential talent. The team also measures the performance of all attraction channels, providing health check reports to facilitate continuous improvement through the collated data.

From first application, to the post probation stage, we manage candidates in a way that ensures they are supported and feel positively about our clients’ overall recruitment experience from start to finish.

Candidate Management in Recruitment I Resource Solutions

Talented candidates who feel that the recruitment process is not supporting them may remove themselves from the process before being placed, or not apply again. Likewise, poor candidate management can have a severe impact on talent management. A placed candidate who has begun their new position after a poor recruitment experience may carry those feelings of negativity throughout their employment. 

Working with some of the world’s most in-demand brands, we understand that top-tier talent receives a near-constant level of recruiter approaches as well as multiple job offers in today’s fast-paced marketplace. 

Keeping candidates informed and acknowledging that the process is important to them is key.

Strategic Sourcing-Attract Top Talent I Resource Solutions

With increasing global digitalisation, it is vital to know just where to look so that you can search for candidates efficiently, optimising time and resources. Our strategic approach to sourcing new talent enables our clients to target the communities they need to reach in order to find the right talent.

Using social tools as a means of sourcing individuals has many distinct benefits. For example, it allows a recruiter to gauge the personality and character of an individual to determine whether they are aligned to an organisation’s culture and values. It can also be a great way of discovering how well-connected an individual is and whether their relationships would prove beneficial.