Recruitment process outsourcing (RPO) is a business arrangement in which our client transfers all or part of its permanent recruitment to SRG. 

SRG, as the RPO provider, acts as an extension of a company’s HR or people function and assumes responsibility for managing permanent talent acquisition within a business. Typically, a team of outsourced recruiters from SRG will be placed onsite at the customer’s business to install the latest recruitment technology and flexible hiring processes across the business. 

 

 What is the difference between RPO and traditional recruitment agencies? 

While traditional recruiters source and place candidates in specific roles, an RPO service provider controls the entire recruitment process—from talent management and candidate engagement to employer branding and supply chain management. In other words, RPO is inherently strategic. 

Rather than focusing on ad hoc or short-term goals (as is often the case within traditional recruitment), an SRG RPO strives to develop and deliver a long-term talent pipeline for a business. 

 

What is the difference between RPO and BPO? 

Owing to similarities in their respective names and methods, recruitment process outsourcing (RPO) and business process outsourcing (BPO) can often be the source of confusion. 

RPO — when an employer transfers recruitment processes to a recruitment agency—is a type of BPO. A BPO solution is when a company outsources non-essential tasks to a third-party vendor. 

 

What are the most common RPO services? 

  • End-to-end RPO - This is an ongoing solution that encompasses all permanent hiring services. Though it is the most complex model to implement, end-to-end RPO typically offers the biggest cost savings and efficiencies for businesses — resulting in greater compliance and client satisfaction. As this model evolves, value-added services such as advanced workforce analytics and employer branding increase the quality of permanent hires. 

  • Project RPO - This is when end-to-end RPO is applied to a specific project. Typically deployed quickly to fulfill an immediate, short-term demand for talent, project RPO is a flexible option that enables businesses to extend their in-house talent acquisition teams. 

  • On-demand RPO - This model is similar to project RPO and involves outsourced recruiters joining an internal recruiting team to help them accelerate hiring and meet business demand at speed. While on-demand RPO is an effective reactive approach, the lack of long-term strategic planning means the benefits aren’t as far-reaching as end-to-end RPO. 

  • Selective RPO - Also known as point-of-service RPO, limited RPO, or recruitment process augmentation (RPA), this model sees an RPO provider isolate, address, and strengthen specific elements of a client’s internal recruitment process, providing targeted resources to business units with specific talent needs. 

  

What are the benefits of RPO? 

With the Life Sciences talent market more competitive than ever, a business can benefit from SRG’s RPO expertise. 

  • Better quality talent - SRG invests time, energy, and resources in finding our clients the best candidates on the market.  The RPO solution’s main purpose is to supply clients with higher-quality hires. 

  • Cost-efficiency - SRG's strategic and goal-orientated approach reduces critical hiring metrics such as time-to-hire and cost-per-hire. By focusing on these aspects, our RPO program frees up HR and talent acquisition teams to focus on strategic goals, saving businesses money in the long run and proving far more cost-effective than traditional recruitment models. 

  • Global compliance  - SRG employs labor legislation experts to implement compliant processes and methods. With employment laws changing constantly, having this expertise on hand is vital for businesses that operate in several locations. 

  • Enhanced employer branding - Our RPO solution ensures high-touch, consistent messaging to candidates through excellent management of all stages of a company’s recruitment process. This, in turn, boosts candidate engagement and drives high levels of candidate satisfaction, reinforcing the perception that your company is a great place to work. 

  • Innovation - To ensure SRG equips our clients with the best possible candidates, we routinely invest in state-of-the-art technologies such as people analytics tools and high-tech VMS platforms. Deploying these technologies provides our customers with real-time reporting and detailed insights,  helping to prompt better decision-making. 

  • Agility - SRG’s experience enables you to effectively respond to external market changes and anticipate and prepare for future changes. 

  • Scalability  - By adopting an agile approach to recruitment, SRG’s RPO model is calibrated to accommodate any possible scenario. As such, the program can be scaled up or down according to your immediate or long-term business needs. 

  

Is an RPO solution right for my business? 

An RPO solution makes sense for any business that hires permanent talent on a regular basis. Aside from reaping the benefits of handing the recruitment management over to an expert partner, you’ll also have the final say on all hiring decisions. 

In the past, only large companies used an RPO model. However, with the rise of technology changing the face of modern work, small and medium-sized enterprises (SMEs) are also starting to see the benefits of partnering with SRG as their RPO service provider. 

To learn more about how SRG can help you with your RPO solution, Contact us today.