Why RPO isn’t size-ist

Continuing on with the theme from my last blog, which aimed to dispel some of the common myths surrounding the use of Recruitment Process Outsourcing (RPO), one barrier that I have come across from clients is the idea that RPO is only a viable option for large-scale corporates.

So I am here to say no…again! While it may have been true that the initial buyers of RPO were ‘big businesses’ , the industry and various models have moved on to such an extent that I would argue RPO is just as successful for small and medium-sized companies as it is for large-scale corporations – if maybe in slightly different ways.

The ‘bread-and-butter’ of RPO used to be large high volume, high turnover projects where driving down costs was the main priority. However the market is now demanding more flexibility, agility and integrated use of technology from their RPO providers, which is creating solutions that are just as relevant for smaller businesses, particularly those undergoing rapid growth or lacking an employer brand.

So why should smaller companies give RPO a chance? Here are 3 reasons why:

1.  Resource

In smaller organisations where people are used to multi-tasking and taking on duties outside of their job role, recruitment can cause a massive impact to the business. Recruitment is a skill, which requires dedicated time and experienced people. RPO allows these organisations to bring in the capacity and expertise that may not currently sit within the business to support with identifying talented individuals, screening CVs, interviewing and on-boarding, and most importantly taking this additional workload away from hiring managers. You are literally buying the ‘space’ that you need to focus on more pressing business priorities.

2.  Employer Branding

With smaller companies, which may not have a strong employer brand in place, it can be hard to secure the top candidates compared to large brands which can attract people using their name alone. However RPO teams are made up of experienced people who are skilled in using the most innovative sourcing channels, so they can widen your reach when sourcing talented individuals while at the same time promoting your organisation’s vision and values to prospective employees through their knowledge of working onsite with you.

The consultative aspect of RPO also means that your provider can work with you to develop your employer brand, helping to promote your organisation as an ‘employer of choice.’

3.  Flexibility and cost

For smaller companies which cannot justify the cost of an in-house recruitment team, RPO can provide a flexible and reasonably-priced alternative. Gone are the days of a static ‘one-size-fits-all’ approach. Now solutions are tailored to a company’s specific business objectives and costs are dependent on the model built.

In a time where people are increasingly demanding more customised working patterns, RPO allows small and medium-sized businesses the freedom to scale and adapt their recruitment solutions in line with business needs and peaks in recruitment activity.

So I suppose (in the context of its benefits to smaller companies) you could compare RPO to the loaves of bread that combine all the taste of white bread with the goodness of multi-grain? OK maybe not. But I do believe that RPO offers the ‘best of the both’ – the wide reach of an agency combined with the holistic approach of an in-house team. And often the limited politics and agreement by committee in smaller companies means RPO solutions can be established and embedded quickly to great effect.

While it is widely known that RPO works very successfully in large-scale corporations, the benefits to smaller organisations – bringing in external capacity and expertise, the agility and flexibility of tailored solutions and support with employer branding – should definitely not be overlooked.

If you would like to discuss in more detail, drop me a message and connect or find out more on the Capita Resourcing website.