Few Things A Business Should Consider Before Going For Recruitment Process Outsourcing

Recruitment process outsourcing has established its presence in most large and small businesses today

. A recent survey has revealed that almost 50 percent businesses in Europe depend upon outsourcing for recruiting new employees. The surge in this trend can be attributed to the fact that the recruitment process outsourcing achieves better results than depending on internal sources. However, there are a few things that firms should keep in mind before opting for recruitment process outsourcing.

When a firm opts for RPO, it outsources its hiring process to a third party. Recruitment process outsourcing is seen as a concise, cost effective and an assigned solution to an ongoing need, which is recruitment as a business may have vacant positions several times over long periods. Firms specializing in recruitment services help businesses find the suitable candidates much more efficiently than their HR departments. These firms have expertise and tested techniques; they use better technology to maintain their database of potential candidates. They conduct surveys, and scrutinize the professional resumes much more thoroughly than a firm might be able to do so.

Recruitment process outsourcing has worked wonders for some firms. It enables businesses to hire staff from various locations to fit the requirements. A good RPO firm works with the information that their clients have given them and hunts down the best candidates. The right employee is an incomparable asset and helps a company in the long term. Outsourcing your recruitment needs or brining in fresh talent can make the entire process smooth and much more effective.

The commercial relationship, which businesses and an RPO firms share, is dependent on predefined targets. This makes recruitment process outsourcing efficient. Hiring of employees, renewal of contracts and remunerations are dependent upon targets; therefore, an RPO firm tries hard and utilizes its best resources on achieving those targets. This might not be the case with a firms internal recruitment staffs, who have a fixed salary and hence not too much incentive to stretch the extra mile.

Whether a business is small or large, it should keep in mind that there can be certain disadvantages of hiring an external recruitment firm as well. To begin with some HR managers still see recruitment firms as a threat rather than an external asset or help. When dealing with RPO firms, they need to be as precise as possible about the companys requirements and working strategies. A recruitment firm represents the company in front of potential employees. If a firm is not careful about selecting the external recruitment firm, it could have an undesired effect.

In such a case, where all the recruitment needs are placed with one firm, the RPO firm may fail to deliver both the volume and quality. Similarly, if there are any pre-existing issues in a firm, recruitment process outsourcing might not be as successful.

A predefined strategy for recruiting will make Recruitment Process Outsourcing efficient. Managers should not only give initial directions to the recruiting firm but also continue to keep a close vigilance to ensure the desired results.

by: Ruby Sahiwal

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