TalentZone Consulting is a Recruitment Process Outsourcing (RPO) company who leverage data driven insights, best-in-class technology and approach to find, engage and deliver talent to help organizations accelerate business performance. We optimize your resources with our flexible recruitment support for short-term, seasonal or niche/specialty hiring needs. TalentZone re-build candidate pipelines with high-quality talent in a rapid, cost-efficient way with a guaranteed project fulfilment. We collect market information of prospective candidates within defined target organizations, further broken down into segmented groups or teams including organograms. TalentZone Consulting help organizations to funnel streamline the hiring process right from attracting the right candidates for the job to converting them into your employees.


What is Recruitment Process Outsourcing (RPO)?

Recruitment Process Outsourcing (RPO) involves an employer or recruitment agency turning the responsibility of finding their potential job candidates over to a third-party service provider. An outgrowth of Business Process Outsourcing (BPO), the Recruitment Process Outsourcing method is designed to bring qualified candidates to a potential employer with minimal involvement from their internal Talent Acquisition staff. An employer looking to fill open positions could sign a contract with a recruitment process outsourcing firm, giving it responsibility to find, screen and assess suitable candidates.

Recruitment Process Outsourcing is often a popular choice for employers needing talent acquisition in specialized or technical areas. In a tight labor market where it can be difficult to attract potential new employees, RPO can bring different perspectives, skills and attention to the problem, while, at the same time, freeing their staff to focus on internal tasks.

How does RPO work?

RPO services typically start with a Recruitment Process Outsourcing agreement, which outlines the scope of the project, timing, cost and more. Often, the Talent Acquisition staff and the RPO service provider meet to create or discuss job descriptions. Then, the RPO team spreads the word about the job opening using its own recruiting methodologies and technology or the client's techniques and systems. Social Media Recruiting is a large part of RPO.

Benefits of RPO

Organizations that outsource recruitment to reduce cost, save time, improve compliance and get better access to more qualified candidates. In a tight labor market or with specialized fields, RPO in recruitment can help an employer stand out.

RPO can also provide companies with people analytics on hiring practices. Another benefit of RPO is the way it supports globalization: As organizations expand into other countries, it's important to standardize sourcing, hiring and onboarding processes. Replacing multiple recruitment outposts with a centralized RPO provider can help companies achieve this aim.

As resumes arrive, the RPO service provider assesses the candidates and may circle back with the employer if there are disconnects that might mean the job description needs to be tweaked. The RPO team will gather and screen applicants and may shepherd likely candidates through pre-employment assessments if required. In a streamlined and successful RPO process, the employer will merely need to interview a small number of highly vetted candidates and make a choice.

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