Benefit of RPO: Improved Candidate Engagement

Benefit of RPO: Candidate Engagement

Recruitment Process Outsourcing (RPO) is a strategy to reduce costs and increase efficiency in the hiring process. Outsourcing your recruitment process can have a profound impact on candidate engagement and ways to attract top candidates. However, one of the key benefits of RPO is improved candidate engagement throughout the recruitment process. 

Candidate engagement is all about garnering trusting relationships with potential candidates to keep them interested in the job and the organisation. This is particularly important in the current job market, where candidates can be more selective in their job search.

The connection between RPO and candidate engagement lies in the fact that RPO providers are primarily responsible for managing the recruitment process and acting as the face of the organisation during the recruitment process. 

In this blog, we will provide the importance and benefits of RPO in alleviating candidate engagement. This involves creating a positive candidate experience, communicating regularly and effectively with candidates, and providing candidates with a clear understanding of the job and the organisation.

RPO Market: Insights

A report by the Association of Professional Staffing Companies (APSCo) found that RPO is one of the fastest-growing segments of the UK staffing industry.

The global recruitment process outsourcing market is expected to reach USD 20.8 billion by 2027.

The rising demand for streamlined recruitment processes and new hiring methodologies have augmented the growth prospects of the Recruitment Process Outsourcing (RPO) market. The emergence of the digital recruitment strategy is expected to provide a new horizon to hiring processes by creating outstanding requirements, improved career site interference, and an efficient user interface.

Why Use RPO?

The recruitment process outsourcing (RPO) industry is growing exponentially in recent years post-pandemic, with many staffing agencies hiring offshore recruiters to strengthen their team. 

Why are so many companies looking offshore? 

For several reasons, benefits of RPO includes allowing agencies to free up key resources to focus on strategic tasks, such as developing business or growing client base.

Cost Savings – While cost savings are no longer the primary focus of RPO, it is still an important benefit. By outsourcing recruitment, companies can reduce their hiring costs, such as advertising, screening, and interviewing candidates.

Time Savings – RPO providers are experts in recruitment, meaning they can fill vacancies more quickly and efficiently than in-house teams. This allows companies to focus on other business priorities, while the RPO provider handles recruitment.

Flexibility – As mentioned above, RPO providers offer flexibility, allowing companies to quickly scale up or down as business needs change.

Access to Talent – RPO providers have access to a wider talent pool, meaning they can find the best candidates for a given role. This is especially important in today’s global economy, where companies need to compete for talent on a global scale.

How RPO can Alleviate Candidate Experience 

Here is how RPO solutions can optimise the candidate experience :

Speed and Agility: RPO providers can significantly reduce the time to hire a candidate by streamlining the recruitment process. This can improve the candidate experience by reducing of time associated with hiring decisions. 

During sudden increase in demand or rapid growth, RPO services and solutions gives agencies the much-needed flexibility and nimbleness to meet high volume hiring. With standard recruitment practices, RPO create a consistent candidate experience.

Personalisation: The key to success in the recruitment lifecycle is personalisation.

With a deep understanding of the candidate experience, bespoke RPO solutions can play a critical role in providing personalised and engaging experiences to candidates, ensuring that they feel valued in the hiring process. This can encompass several factors such as 

  1. Regular communication throughout the process
  2. Periodic updates on the status of their application
  3. Feedback to unsuccessful candidates. 

An improved candidate experience can increase the likelihood of candidates accepting job offers and promoting the employer brand to their network.

Improved Employer Branding: RPO providers can help organisations build a strong employer brand that resonates with candidates across all channels. There are several ways given below:

  1. Creating compelling and consistent employer value propositions, 
  2. Crafting clear and concise job descriptions, 
  3. Executing targeted recruitment marketing campaigns

By showcasing the organisation’s values, culture, and benefits, RPO providers can attract and engage candidates who align with the organisation’s vision & culture. This can result in building a high quality candidate pool, with more candidates passionate about the organisation’s mission and values.

Eliminating the Impact of Bad Candidate Experience

A bad or negative candidate experience can dramatically impact how many people apply for your job and directly affect the next step in your hiring process. It’s about more than just starting on a good note. Rather it is about maintaining that initial goodwill as you go through the recruitment process. With recruitment process outsourcing (RPO), your staffing partner will ensure every candidate has an excellent experience from beginning to end. 

How to Choose an RPO Provider That Meets Your Needs

Finding a Recruitment Process Outsourcing (RPO) provider that meets your needs can be a  daunting task. With so many RPO providers, it can be hard to know who will best meet your business goals. There are several factors to consider when selecting an RPO provider, including pricing, availability, service level agreements, and more. 

To get started, you should first assess what you’re looking for in an RPO provider by asking yourself: 

  1. Do I need assistance with sourcing or recruitment only? 
  2. Do I need help with all aspects of talent acquisition? 
  3. Will this be a short-term engagement, or
  4. Is my organisation seeking strategic collaboration for the long term?

The answers to these questions can help you decide what type of organisation would work best for your business.

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