Craig the Intern Talks About RPO

English: Uncle Sam recruiting poster.

The more I have learned about “the space” that is HR, the more I have come to realize that there is a generous amount of overlap between all of the practices and technologies. Many companies are striving and competing to be the ultimate one-stop shop for HR technology and services.

Recruitment process outsourcing, or RPO, encompasses many functions. Although RPO can be an accessory to a larger enterprise solution, an end-to-end RPO solution is designed to take care of pretty much anything you might need when it comes to recruitment.

This includes recruitment, sourcing, screening, onboarding, administration and job advertising, as well as additional services that vary from company to company.

And they do it fast.

A company like PeopleScout can boast more than 220,000 placements annually.

What does this mean for you?

Depending on the size of your company, an RPO can save you time and money, increase initial retention and fill those empty desks with qualified employees.

Here are some companies to look at, as chosen by the HRO Today Baker’s Dozen:

There are several reasons why using an RPO might be a good idea. Many companies will hire an abundance of employees to work on a contracted project basis. Because this kind of hiring is time-consuming, using an RPO can be a huge timesaver. It also helps if the RPO already has a database of qualified people for various industries, which it should.

I actually know someone who was hired to work for the next year analyzing mortgages. She and probably more than 100 other people were brought in just to work on one project for one year. An RPO was used to recruit and hire people for the project.

As always, let me know what you think. Remember, I’m new to all of this. What did I get right? What did I miss? I want to know what you think.

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