Recruitment
Process Outsourcing is here to come.
Recruitment
proves to be a tenacious task when it comes to small and medium sized
businesses. The reason for this, being recruitment requires large scale efforts
in terms of money and man-power. So recruitment is now-a-days outsourced to
organizations which specialize in recruitment processes. These RPO firms serve
to hire the right candidate at the right package.
The RPO
providers ease the work of the HR department of organizations which usually is
involved in taking care of the internal corporate relations. RPOs go through
heaps of resumes, schedule interviews of shortlisted candidates and perform the
joining formalities as well as the induction programs.
The various
opportunities which work well with the RPOs are-
Economies of
Scale
Economies of
Scope
Variable
Cost
As the scale
of recruitment in RPO organizations is markedly larger as compared to the HR
department of small and medium sized businesses, the costs of recruitment in an
RPO is low. The scope of recruitment is also high as compared to the internal
HR department. The fixed costs of recruitment is claimed to have changed to
variable costs due to the quality and volume of recruitment handled by RPOs.
The various
challenges faced by RPOs are communication between the RPO and the sponsoring
organization as well as the communication between the candidate and the RPO is
a major risk undertaken. Going through the expectations of both sides is a
tricky situation. An outside provider may not be able to conform to the
specifications of the HR and the right perspective of hiring the candidate.
Finding the right candidate is a process which acts on mutual trust which can
be easily broken by the RPOs. Some RPOs do cheat on short term gains and so are
more involved in scrupulous means.
So in order
to provide a cost and time effective solution to end-to-end recruitment, we
must give a try to RPO providers.
