Job vacancies have reached and are now exceeding pre-pandemic levels, giving businesses a lot of work and competition when it comes to building their teams. With hiring gaining momentum, the RPOA invited two leaders from Advanced RPO to explain the options organizations have for rebuilding and/or expanding their recruiting capabilities and to share how RPO is decidedly different from traditional approaches.
Tim Oyer, Advanced RPO’s VP of Sales, and John Hess, Advanced RPO’s EVP of Operations, led an insightful RPO Leadership Forum webinar hosted by the RPOA. The following is a summary of how RPO stands apart from traditional contract recruiting and staffing agencies in the race to build a better workforce.
Watch webinar: Making the Case for Recruitment Process Outsourcing
If HR and TA leaders need to outsource part of their recruiting strategy they often look to contract recruiters or a staffing agency. These options can help a company hit their hiring goals, manage one-off and small-scale searches, and boost recruitment resources for the short-term needs. As recruitment needs grow in scale, sophistication, and ambition a holistic and strategic approach is required and this is where RPO shines
While RPO is also anchored in the work of recruiting and workforce building, there are several ways it is a decidedly different approach to staffing and contract recruiting. Here are the core five ways RPO diverges from traditional recruiting support:
Despite the expansive potential resources and processes of RPO, it’s nevertheless a nimble solution that can grow and adapt as needed. A 500-personal hiring push one quarter might fall to just a handful later in the year. RPO, agile in function and form, can quickly align with current demand to reduce costs and make the best use of resources.
To learn more about the essentials of any recruitment program, RPO or not, we encourage you to watch the webinar. You can also learn about RPO by accessing the many free RPO resources offered by the RPOA through our blogs and RPO Academy.