Why would companies want to go to RPO?
Companies want to go with RPO for a couple of different reasons.
Finding the right talent
“When you go to twenty different agencies looking for engineering roles you are not getting the dedication that is required in order to sell those engineers on your organization. They are working on many different companies or they are selling those candidates to the highest bidder if you will”.
So comes a way to use the expertise of a recruiting company, while maintaining their employment brand, the core value propositions (the RPO recruiters get to know very well the company they sell and its culture), so, therefore, they are bringing the right people to the organization.
Scalability
Sarah says that they also see the ability to scale. “For example, many companies are cyclical throughout the year and they have hiring peaks and valleys and so the RPO’s are able to scale with them so they don’t have the headcount internally.”
Price reduction
The pricing model for RPO is different than the pricing model for using headhunter, for example. In headhunting, the value is on the candidate, so every candidate may be 20% upstarting salary per person in a headhunting kind of scenario. “In RPO, we are hiring the best recruiters who work then for an organization, get to know that organization and so the pricing model is based upon the team size that we build for the company, so that brings down the price. But it’s an exclusive relationship.”
Photo credi: geralt / Pixabay.com
