An in-house recruiting team usually handles multiple recruitment processes from inside the company. On the other hand, recruitment process outsourcing (RPO) is an external recruitment solution provider to which a company transfers all or parts of its recruitment functions.
In order to overcome the challenges that the talent market presents, an organization needs to be able to scale up and down quickly and effectively. Current talent shortages affect almost every industry and attracting and engaging qualified candidates is not an easy task.
In addition, more candidates are passive. According to LinkedIn, 70% of the global workforce comprises passive candidates, meaning they are not actively looking for work but would consider a new opportunity if it were presented to them. The same study found that 87% of active and passive candidates are open to new opportunities. This means that organizations need to proactively engage and make sure the company culture is attractive to a wide variety of applicants.
Recruitment process outsourcing partners can help your talent acquisition leaders source those passive candidates for your organization using different channels like job boards, social media, professional networks, career sites, events, and advertising.
Creating an efficient recruitment process poses a challenge to internal recruitment teams, and wasting time and money on candidates that are not a good fit for a role using manual processes is not convenient. Your organization can partner with an RPO provider that has the know-how to take advantage of recruitment technology. Applicant tracking systems (ATS), machine learning, and artificial intelligence (AI) can help create an efficient process to achieve your hiring goals.
We update our blog section weekly, so there is more to come.