By: Allanah Paragas
Nowadays, human resource leaders and their teams have become accustomed to wearing multiple hats: managing employee engagement, learning and development, and compensation and benefits, on top of recruitment and hiring. While managing the different facets of human resources is a skill, HR leaders and their teams become challenged when there are fluctuating hiring needs. Either on a short or long time period, managing the recruitment and hiring capacity pose as a difficulty.
During the economic boom and bust of 2000, Recruitment Process Outsourcing, or known as RPO, was born to address the volume hiring needs of both existing and startup companies in a given time period. Now, it is one of the most effective and cost-efficient recruitment solutions in the market that helps organizations better manage their expenses and resources.
Here are a few FAQs about RPO:
What is RPO? How does it work?
According to the Recruitment Process Outsourcing Association (RPOA), RPO is “a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider,” or an RPO partner, from sourcing up to onboarding.
As one of the best providers of RPO in the Philippines, Asia Select acts as an extension of your company’s recruitment team on-site or online. The Asia Select team will provide thorough talent market research for your organization. After a series of calibration to assess your talent business needs, organizational structure, teams, job titles & descriptions, our RPO team will ensure an excellent candidate management experience, will then source the candidates you need up until they have been on-boarded.
How do RPO providers source candidates?
“An RPO provider can provide its own or may assume the company’s staff, technology, methodologies, and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/ retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results,” as said by RPOA.
RPO vendors usually attract and source job candidates by using job boards and by leveraging your employer brand for non-confidential searches. On the other hand, there are some recruitment firms that provide value-added services that will ensure the placement of quality candidates in the organizations.
Being a Philippine recruitment firm for more than two decades, we have proved that relying on our client organization’s employer brand is not sufficient to find quality candidates. A successful RPO project requires skilled talent acquisition experts, up-to-date technological tools, strengthened employer branding, and recruitment marketing strategies, and a strong collaboration between our team and the client’s.
How will RPO affect my team?
You and your team may be wearing different hats nowadays. Aside from recruiting and hiring, you may be managing employee relations, training, payroll, compensation, and benefits all at the same time.
With that said, we will let you focus on what you need for the business by letting us handle your end-to-end recruitment tasks for you. As your Philippine RPO partner, we will be hands-on all throughout the recruitment process. We will ensure quality candidate management, and also provide you a consultative approach in creating a holistic recruitment system for your HR team.
How will it affect the organization?
Your organization will positively benefit from RPO partnerships through the top and quality talents who will join the company, and the cost-effectiveness of the said recruitment solution.
Working with skilled talent RPO consultants will also help your organization by strengthening your brand as an employer and thus attracting more candidates to apply and join your company in the future.
