Recruitment Process Outsourcing

Everest Group defines RPO as transfer of ownership of all or part of recruitment processes or activities on an on-going basis rather than “out-tasking” arrangements (typically handled by recruitment agencies, staffing companies, or executive search firms) that are managed on a project-by-project basis.

This distinction is much more blurred when looking at the local level, with plenty of recruitment agencies looking to add RPO type service alongside their more traditional offerings.

So what should you be looking for if you want to “transfer of ownership of all or part of recruitment processes on an on-going basis” to an external provider?

With the help of Everest research, and PPS’ own experience, we propose the following list:

1) Market segments – make sure that the providers that you consider are specialists in your area. RPO is about the process, but it’s mostly about the recruitment, and so doesn’t differ from other services in requiring a knowledge of the market and the candidate.

2) Account Management – make sure that your account manager knows as much or more about recruitment than you do! And that they quickly come to understand exactly what sort of talent your organisation needs. Expect to be challenged in what you are doing – this is what you are paying for.

3) Technology – this needs to fit your process, rather than the other way around. Applicant tracking and talent pool management systems have come a long way recently, but configuration to your requirements is likely to be more relevant than some of the fancy functionality available.

4) Management Information – this should demonstrate how you are recruiting better talent more efficiently than before, and over the length of your contract. Hiring Managers will need to be persuaded by any change, and direct evidence that the RPO is helping them deliver is essential.

5) Resourcefulness – Twitter, Pinterest, Situational Judgement Tests, video assessment – all aspects of sourcing and screening talent that have emerged over the last few years. What will be next? Are you going to hear about it from your RPO once it is relevant to your business? You should!

6) Your brand – An applicant sourced and screened by PPS for one of our RPO clients recently fed back to us that though they were disappointed to not have been selected for the role, they were so impressed with the company, that they had gone out and bought one of their products. Make sure you select an RPO that guarantees to uphold your brand 100%.

So what do you think? Disagree with any of these? Think that another aspect of RPO provision should have made the top 6? We would love to discuss it with you.

Written by Will Shepherd – Managing Director of PPS Works Ltd

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According to a report from the CIPD (Chartered Institute of Personnel and Development), young people are using more and more “text-speak” in applications and have unrealistic expectations of the job market.

They also claimed that young people have a lack of understanding of basic common sense when it comes to interviews. That means turning up in inappropriate gear, turning up late, or not even turning up at all!

Full story: Daily Mail

Have you ever had a candidate who has not taken the application process seriously?

Let us know your thoughts!

Written by Hannah Adkins, Marketing Executive at PPS.

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Written and edited by Hannah Adkins, Marketing Executive at PPS Works.

Starring Loretta Snape, Account Co-ordinator at PPS Works.

And personally, I do not believe that technology is a bad thing. I even found out how to properly spell ‘onomatopoeia’ from auto-correct the other day. A device that allows me to interact with fellow humans and simultaneously help my spelling surely can’t be a bad thing, right?

But the important thing is that technology is subordinate to real human interaction, and that’s the clincher.

Technology at PPS is imperative to the work that we do. Our tailor-made MORS system allows both us and our clients to have full control over the recruitment process and deliver a fair and consistent process for all candidates. However, the most important part of our work doesn’t come from intricate coding. It comes from communication. Real, human communication and a supportive recruitment process that means that we get feedback like this from candidates:

“I’ve never come across a company so committed to getting the right staff that they walk you through every step of the recruitment process. Keep up the good work.”

“Every time I contacted the recruitment team, I felt welcomed and never felt an inconvenience – they were extremely helpful and friendly.”

How do you use technology in the recruitment process?

Written by Hannah Adkins, Marketing Executive at PPS Works

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