beyond cost-savings: the 9 benefits of RPO.

Today’s market is plagued by talent scarcity, making it more difficult to engage with and attract qualified candidates, especially those coveted passive candidates. Global RPO providers typically have extensive databases of candidates, enabling greater accessibility to the in-demand talent a company needs to achieve its objectives.

But it’s not just improved access to more individuals; RPO providers have the sourcing expertise and proven methodologies to ensure quality candidates are matched to their clients’ crucial positions.

Still, getting access to quality talent is only part of the equation; just as important is projecting the company in ways that make the right candidates want to work there. HR leaders might not always have the time and resources to clarify their company’s employee value proposition (EVP), or they may lack the internal expertise to deliver a robust employer brand strategy.

RPO providers can fill this void, researching a company’s brand and competitor positioning, aligning employer brand strategy with company brand and vision, and developing recruitment communications tailored to that messaging.

Complying with existing regulations around the hiring process – and staying up to date with any changes – can be a challenge for any busy organization. At the same time, things like neglecting to train hiring managers on how to conduct an interview properly can have significant repercussions on the business, both financially and in the company’s overall ability to attract talent.

RPO helps in this regard by mitigating many of the risks that can result from non-compliant hiring practices. With an understanding of local and international labor laws, RPO providers are well versed in navigating complex legal requirements and helping employers develop compliance-focused, low-risk hiring strategies.

Centralizing processes through an RPO program can also bring a rigor and  effectiveness around recruiting that might not be achieved through internal resources alone.

As RPO providers work with clients  across the globe, they understand the best practices to drive optimal results,  such as making Six Sigma training a  standard part of the talent acquisition  function, encouraging more diverse hiring and creating a personalized approach to  deliver a more positive candidate  experience.

According to the 2016 SHRM Human Capital Benchmarking Report, the average time to fill for an open position is 42 days. The more positions that remain unfilled, the less equipped a company is to execute on business objectives, respond to shifting market conditions and keep up with or surpass the competition.

RPO providers solve this challenge by working closely with hiring managers to understand specific job requirements, while also implementing service level agreements (SLAs) requiring requisitions be processed within tight time frames.  Combined with rigorous screening and assessment, as well as streamlined offer presentations and onboarding, the result is a quick and efficient hiring process.

One of the most important priorities for talent leaders today is to keep up with talent innovation. Randstad Sourceright’s 2018 Talent Trends Report found that 87% of organizations say talent  innovation has enhanced the attraction, engagement and retention of talent. Yet, limited budget and resources can prevent employers from benefiting from new technological advancements.

RPO providers deliver on this imperative, as they are in tune with the latest technologies to enhance hiring outcomes and continually invest in new solutions and platforms to help their clients find needed talent.

Hiring needs fluctuate throughout the year, and RPO providers are geared to scale their  solution models accordingly.

As a result, arrangements like project RPO or recruiter on demand (ROD)  continue to account for a significant portion of the RPO market, especially for organizations that find it difficult to forecast their needs or those experiencing rapid growth.

Research from Harvard Business Review shows companies that focus on diversity tend to perform better, with 45% reporting market share growth from the previous year and 70% capturing a new market.

Adjusting talent strategy with business growth and demand is crucial to a  successful hiring program, and RPO partners have the sophisticated technology and data science experience to deliver on this need. Through predictive talent analytics, RPO providers can apply historical data to reveal future trends and needs, while also helping businesses understand performance metrics, conduct more effective talent supply and demand modeling, and correlate metrics to business performance outcomes.

As a result, an RPO can transform talent data into business intelligence, ensuring  employers will fill positions with right-fit  candidates and helping inform business  decisions – such as where to open new  operations – that depend on availability of resources.