Key requirements/must haves for a Recruitment Process Outsourcing(RPO) service providers

Posted by PeopleStrong under Recruitment Process Outsourcing, Thought Leadership

Recruitment Process Outsourcing (RPO) is the new buzzword in the town and every run of the mill recruitment/placement company is trying to project itself as an RPOprovider. The thing that differentiates RPO provider is that an RPO provider assusmes ownership of the design and management of the recruitment process and also responsibility of results. This is not the same with other recruitment providers.

While developing an RPO solution, the service provider has roll up his sleeves and be ready to get his hands dirty and understand what the organization is all about. An RPO provider has to get its arms around everything from Branding, Developing a sourcing strategy to On-boarding and Career Management. The service provider must understand the Client’s Businesses-marketing, branding, process, supply chain, metrics, etc.-to provide a world class solution. This may sometimes even require the service provider to completely re-engineer the candidate selection process.

The ideal ‘RPO’ is the one that gives you:

• Refined standardized processes (organization context and measurable hiring process),
• Contextual training (converting an average recruiter to a strong recruiter),
• Quality control mechanisms (SLA’s with clients and on time, every time),
• Strong TFT – Technology for talent to support clients’ specialized needs and extended value chains. It is well beyond just a process automation.

RPOs that would have the above highlighted awesome foursome would only be able bring along measurable results and bring along the real value add to the recruitment process of an organization.

-Shelly Singh, Co-founder and VP