RPO, recruitment process outsourcing, has been growing by leaps and bounds over the past two years.  Large and small RPO firms are enjoying a boom as more and more firms turn toward outsourcing much, if not all, of their recruitment.

 RPO is the process of fulfilling all or a segment of a client’s recruitment needs using outside, non-employee recruitment professionals. Some RPOs completely replace the corporate recruitment function and others just recruit for a specific function, thus reducing the need for the organization to hire specialized recruiters.

 Many firms have chosen a RPO partner  (or sometimes several partners) who fulfill a segment of their recruitment needs.  The best RPOs are able to integrate the clients employment brand, culture, and knowledge in such a way that candidates are not even aware they are dealing with a third party. Often RPO staff are embedded directly in the clients facility and act almost as if they were employees.

 RPO got a bad reputation in its early days.  Too many organizations looked at RPO as a way to save money and too many RPOs took on assignments where they lacked capability and experience.  The results were predictably poor. But we have all learned a great deal since then.

 Today organizations are seeking out RPOs that offer quality and speed.  They are not as concerned about costs, although that is always a consideration.  Rather they are now looking for strategic partners who are able to offer then the services of skilled recruitment professionals and save them the time and expenses of recruiting their own team.

 Many RPOs have begun to specialize in verticals such as engineering, or health care or energy.  Some are even more focused and offer services in a narrower range such as petroleum engineers or radiologists.  By focusing on a specific range of talent, the RPO staff can get to know most of the key people with those skills and develop relationships with them that help to assess both interest and skill.

 We have clearly learned that developing relationships and building trust between candidates, the RPO profession, and the organization is the best way to ensure that there is a strong and enduring bon 

 The Benefits of RPO

 There are numerlous benefits of  choosing an RPO.  Here are a few.


  1. Eliminate the need to hire recruiters and maintain a recruitment function
  2. Provide a more comprehensive sourcing and assessment process
  3. Develop and maintain a social networking experience
  4. Reduce the time to fill key positions.
  5. Reduce costs, eventually.

Things to watch out or:

If you are thinking about going with an RPO here a few things to consider:

  1. Are they really capable in your specialty?
  2. Are they focused on quality, not just on cost?
  3. What technology do they use and its it compatible with your internal systems?
  4. Are they leading edge