There’s a hiring boom coming, and recruiters now have to do something to stand out among candidates. And Recruitment Process Outsourcing (RPO) can be the source of your success as a recruiter to avoid some possible wild swings in tech recruitment teams.
Stay with me.
The job market is extremely competitive, as well as challenging and demanding, and this leads to several additional needs both from the candidates and the recruiters’ perspectives.
The fact is that with all the economic challenges and the higher and increasing demand for tech professionals – which, at the same time, is also dealing with a tech talent shortage – recruitment is getting tougher and tougher every day.
So, something must be done. In order to effectively recruit top tech talent and to successfully manage all the specifics involved in international hiring and an in-house tech recruitment team in a fluctuating market, companies and recruiters must consider additional tools that are helpful to navigate this tight global job market where cultural awareness and flexibility are must-haves.
To deal with this demanding and rather complex recruitment reality, an RPO can play a key role. Here’s how!
RPO: the context
First things first. Some of you might not be quite familiar with the concept of Recruitment Process Outsourcing (RPO), so basically, this is an outsourcing service for the company’s talent acquisition functions to an external service provider.
An RPO provider oversees all the recruitment aspects for the company it is working for. And this means everything—browsing candidates to interviewing and recruiting them, then onboarding these new hires. We can go even further to say that an RPO model works as an extension of the company’s internal recruitment team, providing additional resources and expertise to get the best for the company.
From the RPO standpoint, the goal is to ultimately improve the recruitment process (as a whole) while reducing costs and allowing your company to get the best out of this ever-changing and complex job market.
A hiring boom is coming: how to avoid wild swings in tech recruitment teams using RPOs
Recently, Landing.Jobs promoted a webinar focused on the RPO’s recruiting process and benefits. Under the subject “how to avoid wild swings in tech recruitment teams using RPOs”, the webinar discussed the RPO’s procedures and benefits.
If we had to highlight some of the main benefits of using an RPO provider, we would go straight for the following:
- An expanded talent pool;
- A flexible and scalable recruitment service, with temporary tech recruiters fully integrated into the company’s team;
- Stay up to date with the latest recruiting technologies and predict future trends, thus bringing that knowledge to the company’s internal recruitment team;
- Advanced resources and scalability;
- Reducing the cost of recruiting;
- Deep knowledge of the local talent specificities (namely: salaries and perks, cultural and work features, how and where to look for candidates, and so on…);
- Ability to manage and handle peak time without increasing the company’s recruiting team (thus reducing costs).
As Inês Miranda, Head of Recruitment at Landing.Jobs, put it during the webinar, to deal with the recruiting peaks and hardships, “the best solution for this problem is obviously the recruitment process outsourcing, the RPO. This solution will provide additional support to the team and is more cost-effective and easy to manage. (…) this will be the best option when we don’t have enough recruitment needs or when we don’t need the team to be focused on recruitment”.
“And this will be really helpful for our companies too. We should encourage training or professional development. And this will help us when we have another peak. So, we’ll have people more prepared for that. (…) this will probably improve the quality of our hires, and we’ll also reduce the turnover, which is really important.” — Inês Miranda, Head of Recruitment at Landing.Jobs
For Inês, “the RPO services can offer many benefits to organizations that are looking to improve the recruitment processes or to answer to specific things of work”, such as mentioned before, to “reduce the recruitment costs by providing access to economies of scale technology specialized recruiters in the tech market”.
“By outsourcing some of some parts of the recruitment processes companies can save money on recruitment advertising, on candidate sourcing, and even on technology. This will also help to save time and can help streamline the recruitment processes, reducing the time it takes to fill the positions.” — Inês Miranda, Head of Recruitment at Landing.Jobs
From her experience, these can help “to attract and hire top talent more quickly, reducing the time to hire, which is really important right now”. Plus, it can also impact the quality of the hiring process, not only concerning the quality of the candidates but also the improvement of the recruiting administrative processes. Overall, she considers that “the RPO services can offer many benefits to organizations looking to improve the recruitment process”. “In this specific moment, this can be especially helpful if we want to reduce the internal costs of the team (…) or even respond to a hiring boom like we are predicting that could happen in 2023”, she says.
Seems interesting right?
Miguel Teixeira, Lead Tech Recruiter DevExperts who has previously worked as an RPO, says this “can help companies to have more people to contact candidates and to be able to handle the recruitment process”. For him working with an RPO “can make things easier for the company”.
For him, for this to succeed, companies must make the RPO recruiters “feel that they belong to the company, to make them feel that they are representing them and they are being the face of the company, because in the end, if candidates have some questions, and after the recruitment process”, candidates will consider you part of the team, which ultimately is crucial.
Inês adds that,if first, an RPO provider was just doing “tax life sourcing or CV screening”, now it’s so much more—it’s doing the “recruitment process from A to Z (…) probably faster than the internal team of the client would be able to”.
“What is important for us is that the company understands that we are there to help them accomplish their goals”, she says.
RPO is here to stay… keep an eye on it!
There’s no denying that companies are now facing an incredibly complex and competitive market, and recruiting top talent is getting harder every day. Especially now that tech companies are facing enormous challenges when it comes to winning top talent.
Those who can get ahead faster and efficiently and secure the best professionals are, of course, gaining a competitive edge in the marketplace. Some of them are partnering with an RPO provider, helping them achieve this advantage by improving their talent acquisition abilities.
These are some of the main conclusions you might get from our webinar. To get every single detail, watch the recording of the event here.
Since we don’t want to leave missing out, here’s a reminder that at Landing.Jobs we’re also RPO providers, helping companies handle their hiring needs by temporarily onboarding our tech recruitment experts. If you want to get started with RPO, get in touch.