April 15, 2009

Why Do I Need an RPO?

I received the following question recently in regards to RPO firms (A.K.A ~ PEO Firms)...

I have a question related to RPO: How recruitment consultants search a candidate? eg. Recruitment Consultancy have to search candidates having skills: C++\Linux with 2+ experience. Now what plan they follow to search candidate from different job portals (like monsters, naukri, timesjob etc.), networking sites (like orkut, linkedin etc.), local database and other resources as its a very time consuming process.

I think this question has a lot of hidden questions as well but I will try to answer your most basic question... Also, for those less than educated about what an RPO is and what they do, let me also provide some basic ackground information...

A Recruitment Process Outsourcing (RPO) firm does pull from the same pool of candidates as sites such as Monster, Careerbuilder, and Hotjobs, for the most part. The difference is that, most RPO firms act as extensions to their clients with a seemless process for recruitment. This means that the recruiters from the RPO firm generally have the client's email address as their own, they use the same systems, they state to prospective candidates that they are from the client's company or are acting as an agent for the client, and they typically follow the same recruitments guidelines as the client.

To the candidate, there is no difference between the RPO firm's recruiter and the client's recruiter, hence the seemlessness of it all. A company would choose to use an RPO firm for ramp up staffing, where their own recruitment team can not handle the level of recruiting necessary, or when a small company does not have the need or resources for full time in-house recruiters...to name a few examples. But to really answer your question, while RPO firms do pull from the same candidate pool, most "good" RPO firms will have an internal database of contacts they have screened and will also engage in passive recruitment and networking (through social media sites like Twitter, LinkedIn, Facebook, etc) to gain additional potential candidates. These passive recruitment tactics are practices that are not done a lot by in-house recruiters in most client companies because the recruiters either do not have the time (due to adminstative tasks or high requisition load), do not have the ability passively recruit, or because the organization has not blazed into the 21st Century and figured out the social network recruiting is the recruitment of, not the future, but now. Since specialized recruiting and client development is the core of the RPO firm, they tend to be experts in passive recruiting and networking.

RPOSource has great resources on their site. It may be worth checking out...
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    Creative Commons LicenseMusings From The Careeranarchist by Rachel Salley, SPHR is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 United States License based on a work at www.careeranarchist.blogspot.com