• 2022-12-09

The Complete Guide to Recruitment Process Outsourcing Services

What are Recruitment Process Outsourcing Services?

The phrase "Recruitment Process Outsourcing" (RPO) refers to a company using a third-party service provider also known as "Recruitment Process Outsourcing Company" to manage its hiring process. Recruitment Process Outsourcing Services are a professional solution that may assist a company revamp its recruitment methods, thereby easing hiring the most suitable and qualified people who will remain with the organisation. It goes beyond filling temporary openings or long-term roles.


What is RPO sourcing?

Outsourcing the Recruitment Process (RPO) to Recruitment Process Outsourcing Company includes the employer giving a third-party service provider the duty of locating potential employees.


What is Recruitment Process Outsourcing and Business Process Outsourcing ?

The outsourcing of a company's Recruitment Process is part of the process of Recruitment Process Outsourcing Services.

The process of Recruitment Process Outsourcing (RPO) is the process of outsourcing a company's Recruitment Process to a third party. Business Process Outsourcing (BPO) is the process of outsourcing a company's business processes to a third party.


What is the difference between Recruitment Process Outsourcing Services and Business Process Outsourcing Services?

Recruitment Process Outsourcing Services Business Process Outsourcing Services
In a Recruiting Process Outsourcing (RPO) model, hiring is handled off-site or on-site by a third-party recruitment agency that functions as an extension of the HR department. It is frequently used to completely replace all internal recruitment in an organisation as well as high-volume recruitment . Contracting with a third-party supplier for non-essential company tasks is known as Business Process Outsourcing (BPO). BPO stands for Business Process Outsourcing, which can be either front office or back office operations.
The goal of Recruitment Process Outsourcing is to improve your organization's overall Recruitment Process rather than only filling openings when demand is high. The entire recruitment process is handled, which considerably cuts down on internal HR time and frees teams to concentrate on other crucial tasks. BPO allows you to relax and concentrate on your primary business operations.
In order to identify the main qualities of the ideal candidate for the position, an RPO provider also spends time getting to know the structure and culture of your company. Three divisions, each dependent on geography, can be made in the BPO sector:
1. Offshore Outsourcing
2. Nearshore Outsourcing
3. Onshore Outsourcing

Recruitment Process Outsourcing Services involve the creation of a new process that is outsourced to a company that specializes in the process. Business Process Outsourcing Services involve the outsourcing of an entire business.


What are the steps in the Recruitment Process Outsourcing?

1). Evaluating the hiring needs

Every employer has a different set of needs. Hardly any needs are standardised. Additionally, the RPO must learn what you particularly anticipate from the expertise, abilities, and experience needed for the job post. Additionally, you can count on them to complete the following tasks expertly:

1.    To gain insight into the business, examine the size of the organisation, the pay structure, the work environment, the growth rate, and the most recent employee evaluations.
2.    Establish the position available and the qualifications of the ideal applicant.
3.    Find the performance gaps in your team and hiring process so that they may be quickly closed.
4.    Tracking and comparing inputs and outputs to identify bottlenecks and, as a result, lighten the load on a particular team.
5.    Control performance analysis to fill up any gaps in the team's abilities, knowledge, and skills.
6.    Stay actively involved to stay aware of who is leaving so you can employ a successor without creating too many delays.


2). Assemble a job description

When the specifications are explicit, it creates a thorough work description (JD). It aids prospective employees in better understanding the demands of the firm. The JDs are typically provided as a checklist or a list of tasks and responsibilities that candidates must compare before applying for. It guarantees that the appropriate candidates submit applications.


All of the following are present in a great job description:

2. Business name and description.
3. Core principles.
4. Department.
5. Responsibilities and duties.
6. Talents and credentials.
7. Location.
8. pay for industry.
9. Demand (specific skills, knowledge, experience & training etc.).
10. Bonus qualities or additional qualities.
11. Compensation, benefits, and perks.
12. A CTA that is friendly.


3). Talent analysis

Finding the best talent and luring it to apply for the required job post is referred to as talent search. Additionally helpful are internal recommendation campaigns, exterior interactions via social media, and employment portals. Through job fairs and newspaper advertisements, it will be simple to meet the enormous talent acquisition requirement.


4. Shortlisting and screening

As soon as applications begin to arrive, the RPOs begin reviewing and shortlisting potential applicants. It is completed in the following four phases:

1.    Applications are evaluated based on minimum qualifying standards.
2.    Sort resumes according to the preferred qualifications, experience, certifications, and skill sets for the position.
3.    Applications that include both the desired credentials and the minimum requirements should be filtered.
4.    Before conducting interviews, eliminate any issues raised in the resumes.


5.) Interviewing

The shortlisted candidates go through a one-on-one phase in which they are either offered interviews or are rejected. The phases of the interview process, including how many rounds should be conducted, are determined by the size of the hiring team and their requirements. The rounds that are most favoured are:

1.    Video interviewing or telephone screening
2.    Testing candidates' productivity using psychometrics
3.    Conducting in-person interviews


6.) Assessing and presenting the role

The conclusion of this process is evaluation. This phase is important since it determines the candidate. Measure the final applicants' eligibility, productivity, and skill slowly. Those who diligently completed the papers won't find this conclusion strange. There will be more acceptance.

In some strange situations, there might be no prospects onboard. At that moment, adhere to these rules:

1.    Search the references.
2.    Make great job offers and include all pertinent information in the offer letter, such as the start date, terms of employment, working hours, and remuneration.
3.    Make all candidates feel welcome by using items that aren't necessary.
4.    Evaluate the hiring procedure


7). Orientation and induction

The final step is when the chosen individuals officially join the company as employees. Pre-employment screening begins when the joining date and time have been communicated. References and background checks are part of it. After that, the company's policies and rules are revealed at the induction. Any questions the candidates have on the business or its policies may be answered.



Employers who outsource their Recruitment Process Outsourcing (RPO) delegate the task of finding prospective employees to a third-party service provider. SPC is a Recruitment Process Outsourcing Company that offers professional Recruitment Process Outsourcing Services, and we specialise in outsourcing the hiring process. We offer a wide range of services, such as hiring, education, and career advancement.

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