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Acara’s RPO relaunch is a strategic evolution allowing for more agile, responsive recruitment support, leveraging the organization’s deep-rooted expertise in talent acquisition. With over 60 years of experience in the recruitment and staffing industry, Acara Solutions provides tailored workforce solutions that meet the unique needs of each client. Acara’s RPO allows businesses to outsource as many recruitment functions as they need, ensuring a customizable approach that scales with their operations.  

“Our industry experts accelerate results by working closely with our clients to develop recruitment strategies that align with their specific goals,” said Jim Nichiporuk, President of Acara Solutions. “Whether companies need a little extra help or prefer to fully outsource their recruitment tasks, our RPO services are designed to be as agile as they need to be.” 

Key elements of Acara’s RPO services include: 

• Tailored Solutions: Clients select the recruitment functions they wish to control, allowing them to retain or offload processes in line with their internal goals and strategies. 
• Dedicated Partnership: Acara’s experienced teams operate as extensions of client organizations, ensuring seamless integration and sustainable, impactful results. 
• Proven Expertise: With a longstanding history of connecting businesses with high-quality candidates, Acara has successfully filled thousands of positions for hundreds of clients across the nation, demonstrating our extensive reach and proven track record in talent acquisition. 

The benefits of Acara’s RPO services include: 

• Reduced time-to-hire and recruitment costs 
• Improved quality of hires through expert screening and vetting 
• Enhanced employer brand and candidate experience 
• Access to a wider talent pool through an extensive network 
• Valuable insights and analytics to optimize hiring strategies 

Acara Solutions is dedicated to helping businesses build the workforce of the future. The integration of its flexible RPO services directly under the Acara brand represents a strategic enhancement in providing comprehensive support for organizations looking to optimize their recruitment processes. 

Learn more about RPO on our blog.

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Contract Recruiter: The Solo Specialist 

A contract recruiter is an individual professional who can quickly integrate into your team, bringing specialized expertise and flexibility to your hiring process. These professionals are typically hired on a short-term basis to address specific recruitment needs or projects. They offer a blend of focused attention and adaptability that can be particularly valuable for companies facing temporary spikes in hiring or seeking to fill niche positions. 

When to Consider a Contract Recruiter 

Contract recruiters are ideal when: 

• You need to fill a small number of positions 
• You have a clear understanding of your hiring needs 
• You want to manage the resource and control the recruitment process 
• You’re facing a temporary increase in hiring demands 
• You need specialized expertise for hard-to-fill roles 

Advantages of Contract Recruiters 

• Flexibility: Contract recruiters allow for easy initiation or termination of services based on demand. 
• Specialized Skills: They often bring industry-specific knowledge or functional expertise. 
• Cost-Effective for Short-Term Needs: You only pay for the duration of the contract, avoiding long-term commitments. 
• Quick Integration: Contract recruiters can immediately start working on your hiring needs with minimal onboarding. 
• Fresh Perspective: They can bring unique skills and viewpoints to your recruitment process. 

Limitations of Contract Recruiters 

However, there are some limitations to consider: 

• Process to hire, onboard, manage, track ROI, and terminate contractor 
• When the contract recruiter finishes, the organizational knowledge developed walks out the door 
• Limited scalability for high-volume hiring 
• May lack extensive candidate databases compared to larger recruitment firms 
• Potential for turnover if they receive more lucrative or full-time employment offers 
• Less integration with company culture compared to in-house recruiters 

Best Practices for Working with Contract Recruiters 

To maximize the benefits of working with contract recruiters: 

• Clear Communication: Ensure they understand your company culture and hiring expectations. 
• Define Scope: Set clear objectives and timelines for their contract period. 
• Provide Resources: Give them access to necessary sourcing tools and information to perform effectively. 
• Regular Check-ins: Maintain open lines of communication to address any challenges promptly. 
• Evaluate Performance: Use quantitative metrics to assess their effectiveness. 

By leveraging the expertise of contract recruiters strategically, companies can address immediate hiring needs efficiently while maintaining flexibility in their recruitment approach. However, for larger-scale or ongoing recruitment needs, organizations might consider alternatives like Recruitment Process Outsourcing (RPO) for a more comprehensive solution. 

RPO: The Comprehensive Solution 

Recruitment Process Outsourcing (RPO) has emerged as a powerful strategy for enhancing talent acquisition efforts across organizations of all sizes. Instead of replacing internal teams, RPO serves as a collaborative and comprehensive solution that amplifies the capabilities of existing Talent Acquisition (TA) departments. 

The Impact of RPO on Business Performance 

Recent data highlights the significant benefits of RPO adoption: 

• 67 percent of companies using RPO experienced revenue growth, compared to only 33 percent of non-RPO users. 
• The global RPO market is projected to reach $33.6 billion by 2030, growing at a CAGR of 17.5 percent from 2023 to 2030. 

Key Advantages Reported by Talent Leaders 

RPO providers deliver several critical improvements to the recruitment process: 

1. Accelerated Hiring: 60 percent of organizations reported faster hiring processes. 
2. Consistent Hiring Practices: 45 percent noted more uniform recruitment approaches. 
3. Cost Efficiency: 35 percent experienced reduced hiring expenses. 
4. Enhanced Talent Quality: 32 percent saw an improvement in the caliber of new hires. 

SME Adoption of RPO Services 

Small and medium-sized enterprises are increasingly turning to RPO solutions: 

• The SME segment is expected to grow at a CAGR of 17.1 percent in the coming years. 
• This trend is driven by the need for cost-effective and scalable recruitment models that can adapt to fluctuating hiring demands. 

Immediate Benefits of RPO Partnership 

When partnering with a trusted RPO provider, organizations can expect: 

1. Streamlined Recruitment Processes: RPO partners manage the entire recruitment lifecycle, improving efficiency and consistency.  
2. Access to Advanced Technology: Leverage cutting-edge recruitment tools without significant upfront investments. 
3. Scalability: Easily adjust recruitment efforts based on business needs and market conditions. 
4. Compliance and Risk Management: Ensure adherence to evolving regulations and best practices in hiring. 
5. Data-Driven Insights: Benefit from advanced analytics to inform and improve recruitment strategies. 

By integrating RPO services, companies can optimize their recruitment efforts, collaborate more effectively, and significantly enhance their ability to attract and retain top talent in an increasingly competitive market. 

Related Blog: RPO – Recruitment Process Outsourcing or Optimization? 

Making the Right Choice 

Consider these factors when deciding: 

1. Timing: Need talent fast? RPO companies offer quicker results for multiple positions. 
2. Scale: One role or many? Contract recruiters work well for targeted hiring, while RPO excels in a high volume of positions. 
3. Resources: RPOs come with established databases and processes, ideal if you’re starting from scratch. 
4. Flexibility: RPOs can scale up or down based on your needs, offering more adaptability. 

The Acara Solutions Advantage 

At Acara Solutions, we understand that every business has unique recruitment needs. Whether you’re looking for a skilled contract recruiter or a comprehensive RPO solution, we’re here to help. Our expertise allows us to tailor our services to your specific requirements, ensuring you find the right talent at the right time. 

Remember, the key to successful recruitment is choosing a strategy that aligns with your business goals and growth trajectory. Whether it’s a contract recruiter or RPO solution, the right choice will depend on your specific situation and long-term objectives. 

The post Scaling Your Recruitment: Contract Recruiter vs. RPO appeared first on Acara Solutions.

The Growing Need for Flexibility in Hiring 

Jason Krumwiede opened the discussion by highlighting current market trends, particularly the economic uncertainties impacting hiring in 2024. With election cycles and fluctuating interest rates, many industries are experiencing stagnant or reduced hiring volumes. Krumwiede pointed out that as we move into 2025, companies will likely see a resurgence in demand, making project-based RPO a strategic asset. This approach enables organizations to ramp up or scale down their recruiting efforts in response to immediate needs, without the long-term commitment of a traditional RPO. 

The Power of Hyper-Communication 

Brian Scanlon stressed the importance of hyper-communication between hiring managers, stakeholders, and RPO partners. “Engagement and responsiveness are crucial,” he explained. Without open and frequent communication, trust can erode, leading to inefficiencies. Scanlon emphasized that building trust early on is critical, as miscommunications that surface months into a project can lead to setbacks and jeopardize results. 

Maintaining transparency and ensuring alignment on expectations helps both the client and the RPO provider navigate potential challenges, allowing them to course-correct before issues escalate. 

Project-Based RPO as a Strategic Tool 

As businesses prepare for a potential spike in hiring demand, project-based RPO offers a unique advantage. It allows organizations to target specific hiring projects—whether seasonal hiring, rapid growth periods, or short-term workforce needs—while staying agile and cost-effective. By leveraging the expertise of an RPO provider, businesses can focus on strategic growth without the overhead of maintaining an in-house recruitment team for long-term projects. 

Krumwiede also touched on how the current workforce is evolving. Many professionals have expressed uncertainty in the job market but are looking for a sign of positivity to re-enter it. As confidence grows, project-based RPO will be an effective way for businesses to seize new opportunities and bring in talent when they need it most. 

Looking Ahead: A Dynamic Approach to Talent Acquisition 

The conversation concluded with a reflection on the future of RPO. Both Scanlon and Krumwiede anticipate a shift in how companies approach talent acquisition in the coming years. With economic uncertainty and evolving workforce needs, the ability to scale recruitment efforts quickly will be vital. 

Project-based RPO provides businesses the flexibility to adapt and thrive in unpredictable markets. By aligning with an experienced RPO provider, companies can take advantage of tailored, scalable solutions that respond to immediate needs, ensuring they stay competitive. 

You can watch the webinar on broadleafresults.com, or learn more about Acara’s RPO solutions here.

Wondering if RPO is the right solution for your organization? Take our quick RPO assessment, or connect with Brian Scanlon and Jason Krumwiede on LinkedIn to explore how project-based RPO could be the key to unlocking your company’s recruitment potential in the near future.  

The post Unlocking the Potential of Project-Based RPO: Flexible, Scalable Hiring Strategies appeared first on Acara Solutions.

1. Addressing the Talent Shortage

Challenge: The aerospace industry requires highly specialized skills, including engineering, avionics, and advanced manufacturing. However, there is a significant shortage of qualified candidates in these fields. 

Solution: RPO providers have extensive networks and databases of skilled professionals. They use advanced sourcing techniques and global talent pools to identify and attract top talent. By leveraging these resources, aerospace companies can fill critical positions more efficiently and effectively. 

2. Reducing Time-to-Hire

Challenge: The aerospace sector often experiences lengthy hiring processes due to the complexity of the roles and the rigorous vetting required for candidates. 

Solution: RPO providers streamline the recruitment process through standardized workflows and the use of advanced recruitment technologies. This includes automated screening, applicant tracking systems (ATS), and data analytics to identify the best candidates quickly. As a result, the time-to-hire is significantly reduced, allowing companies to fill vacancies faster and maintain productivity. 

3. Ensuring Compliance and Security

Challenge: Aerospace companies must comply with strict industry regulations and security standards, including ITAR (International Traffic in Arms Regulations) and other export control laws. Non-compliance can lead to severe penalties and jeopardize company operations. 

Solution: RPO providers are well-versed in the compliance requirements specific to the aerospace industry. They ensure that all recruitment processes and candidate selections adhere to these regulations. This includes conducting thorough background checks, verifying credentials, and ensuring that candidates meet all necessary security clearances. By doing so, RPO providers mitigate the risk of non-compliance and safeguard company operations. 

4. Enhancing Employer Branding

Challenge: The aerospace industry is highly competitive, not only in terms of market share but also in attracting top talent. Companies need a strong employer brand to stand out. 

Solution: RPO providers assist in enhancing employer branding by developing and executing strategic employer branding initiatives. This includes crafting compelling job descriptions, leveraging social media platforms, and creating a positive candidate experience throughout the recruitment process. A strong employer brand attracts top talent and fosters a sense of pride and loyalty among existing employees. 

5. Scalability and Flexibility

Challenge: Aerospace projects often have fluctuating demands for talent, requiring companies to scale their workforce up or down quickly. 

Solution: RPO offers the flexibility to scale recruitment efforts based on project needs. Whether it’s ramping up for a new project or scaling down after completion, RPO providers can adjust their recruitment strategies accordingly. This flexibility ensures that aerospace companies can meet their staffing needs without the burden of maintaining a large, permanent recruitment team. 

6. Cost Efficiency

Challenge: Recruitment is a significant investment, and inefficient processes can lead to increased costs. 

Solution: RPO providers offer cost-efficient recruitment solutions by optimizing every stage of the hiring process. They reduce overhead costs associated with in-house recruitment teams, minimize the time-to-hire, and improve the quality of hires, ultimately leading to long-term cost savings. Additionally, RPO providers often work on a performance-based model, aligning their success with the company’s recruitment goals. 

Conclusion 

The aerospace industry’s recruitment challenges require innovative and strategic solutions. Recruitment Process Outsourcing (RPO) provides a comprehensive approach to addressing these challenges, offering access to specialized talent, reducing time-to-hire, ensuring compliance, enhancing employer branding, and providing scalability and cost efficiency. By partnering with an RPO provider, aerospace companies can overcome their recruitment hurdles and focus on their core mission: advancing aerospace technology and maintaining global connectivity and security. 

As your dedicated recruitment partners, Acara will work with your team to deploy custom RPO solutions. Unlike other recruitment companies, Acara’s RPO keeps you in control. Outsource as many recruitment functions as you see fit with solutions that are built to scale. Learn more here.  

The post How Recruitment Process Outsourcing (RPO) Can Solve Top Talent Challenges in the Aerospace Industry appeared first on Acara Solutions.

By working with a proven RPO provider to deploy a custom-fit recruitment program, your business can benefit from a flexible solution designed to fill your open positions quickly and capitalize on the 49 percent of workers who are currently looking for a new job or plan to start their job search by the end of 2024​​. Here are the most compelling reasons why retailers and other companies with seasonal hiring demands should leverage RPO to handle their recruiting needs and keep their businesses running smoothly.

Greater flexibility and scalability

Every business’s recruiting needs differ, so RPO programs are not designed to be one-size-fits-all. Whether your organization wants to hand over some—or all—of its hiring responsibilities to a third-party provider, this recruiting service enables companies to retain as much control over their talent acquisition process as they’d like. In seasonal retail businesses, it’s important to find a recruiting solution that can be scaled up or pared down at a moment’s notice, which makes RPO services so useful. Reap the benefits of this flexible solution to increase the size of your workforce before the start of the holiday season.

Creating a valued partnership

Upon aligning with the right fit RPO partner, a discussion should take place between both parties to strategize on your recruiting approach. What types of candidates are you searching for? What kinds of skill sets do these candidates need to do the job—and do it well? How will these resources help bring value to your business? By holding these conversations at the onset of the recruitment process, your RPO provider will help enhance your employer brand by implementing optimal strategies to attract talent. This valuable partnership will serve your organization well during the RPO program and beyond.

Lending support to internal TA teams

28 percent of retail workers are displeased by the length of time of the hiring process, up from 23 percent in 2023. If your talent acquisition (TA) resources have been reduced or you are struggling to keep pace with a high number of open requisitions, it’s time to call upon RPO recruiters for help. Your RPO team can gain access to a customized email address, allowing them to become an extension of your in-house team and a spokesperson for your company’s brand. This ensures candidates are consistently experiencing the strengths of your organization’s brand. RPO offers a proven way to lend support to your internal recruiters.

Increased candidate quality

By leveraging support from an RPO partner, your organization will benefit from greater candidate quality. Why? RPO programs use advanced sourcing and recruiting platforms to connect with a broader candidate pool. With help from RPO recruiters, your company can uncover even the hardest-to-find candidates that will help address your most pressing talent needs. Plus, with a suite of behavioral tests or skill-based assessments at their disposal, your RPO provider can examine candidates’ skills and abilities to determine their aptitude for the job.

Outsource specific roles

Does your organization need help hiring hundreds of retail associates? What about recruiting dozens of skilled e-commerce experts? Experienced web developers? Supply chain specialists? RPO providers can do it all. Before beginning a large-scale project, RPO recruiters take the time to get to know the role for which they’ll be recruiting and the local markets. They’ll learn industry-specific terms and lingo so they can “talk the talk” with prospective candidates. If your company wants to outsource one specific position, deploying a project-based RPO solution can effectively scale your workforce within an expedited recruiting timeline to meet your retail needs.

Summary

As the need for seasonal workers ramps up in the weeks ahead, don’t let your internal TA teams get overrun by these hiring demands. With the current economic uncertainty, it’s advantageous to have a recruiting partner that can provide the results you want, when you want. Engaging with a proven RPO provider presents a practical solution to quell your talent woes. Regardless of your need to hire frontline retail workers or bring on back-end e-commerce specialists, the right recruitment process outsourcing program can help you get the job done.

• Related: 10 Facts About Recruitment Process Outsourcing

Contact us to learn more!

The post Preparing for Surges in Retail Hiring with RPO appeared first on Acara Solutions.

RPO hiring often carries the misconception that it means relinquishing control of your hiring process to an external entity. However, this couldn’t be further from the truth.

In reality, RPO is about optimization, collaboration, and enhancement of your existing recruitment efforts. It’s an integrated solution designed to support and amplify your Talent Acquisition (TA) team’s capabilities, not replace them.

In fact, 67 percent of companies utilizing recruitment process outsourcing saw revenue increases last year, compared to 33 percent of companies that did not utilize RPO, according to information collected by RPOA.

Talent leaders also cited the top benefits of working with an RPO provider:

• Faster hiring (60 percent)
• More consistent hiring (45 percent)
• Less expensive hiring (35 percent)
• Higher quality hires (32 percent)

Small and medium-sized enterprises (SMEs) are increasingly adopting RPO services, with an estimated growth rate of 17.1 percent, as they seek cost-effective and flexible recruitment models.

We’ll go through some of the most frequently asked questions about RPO, as well as the immediate benefits you can expect when you outsource your recruiting to a trusted partner.

Is It Really Outsourced?

One of the biggest myths surrounding RPO is that it involves handing over your entire recruitment process to a third party. In actuality, RPO companies act as an extension of your team. They work within your existing systems and frameworks, ensuring that you maintain complete ownership of candidate information and decision-making processes. The RPO provider is embedded into your organization, aligning with your goals and culture to deliver tailored recruitment solutions.

Do I Lose Control of My Hiring? 

When you partner with an RPO provider, you don’t lose control. Instead, you gain a strategic ally that helps you streamline and optimize your recruitment process. All contact information for candidates remains with you, and the RPO recruitment team integrates seamlessly into your systems. This approach ensures continuity and transparency, giving you the confidence that your recruitment process is being handled with the same care and precision as if it were done in-house.

Will RPO Replace My Talent Acquisition Team?

RPO is not about replacing your TA team but about providing them with the additional resources and expertise they need to succeed. Whether you’re facing a surge in hiring demands or struggling with hard-to-fill positions, an RPO provider can step in to offer specialized support. This allows your TA team to focus on strategic initiatives and core business activities, knowing that the recruitment process is in capable hands.

The Benefits of RPO

1. Scalability

One of the most significant advantages of RPO is its flexibility. Whether you need short-term support to handle a spike in hiring or long-term assistance to improve overall recruitment efficiency, RPO can scale to meet your needs.

2. Access to Expertise

RPO providers bring a wealth of recruitment knowledge and industry expertise. They stay up-to-date with the latest trends, technologies, and best practices, ensuring that your recruitment process is optimized for success.

3. Cost Efficiency

By streamlining your recruitment process and reducing time-to-fill, RPO can lead to significant cost savings. You’ll also benefit from the reduced overhead associated with maintaining a large in-house recruitment team.

In fact, RPO programs can reduce cost-per-hire by more than 20% while cutting time-to-hire by up to 55%.

4. Enhanced Candidate Experience

RPO providers focus on creating a positive candidate experience, from initial contact through to onboarding. This ensures that candidates have a favorable impression of your organization, increasing the likelihood of attracting top talent.

5. Data-Driven Decisions

With RPO, you gain access to advanced analytics and reporting tools that provide insights into your recruitment process. This data-driven approach allows you to make informed decisions and continually improve your hiring strategies.

Helping Your TA Team Succeed

If your TA team is struggling to keep up with job orders or facing challenges in attracting the right talent, RPO can provide the support you need. By partnering with an RPO provider, you can ensure that your recruitment process is efficient, effective, and aligned with your business objectives.

In conclusion, RPO is not just about outsourcing; it’s about optimizing your recruitment process. It’s about having a dedicated partner who understands your needs and works collaboratively with your team to achieve your hiring goals. Embrace the benefits of RPO and see how it can transform your talent acquisition strategy, allowing your team to focus on what they do best—driving your business forward.

As your dedicated recruitment partners, Acara will work with your team to deploy custom RPO solutions. Unlike other recruitment companies, Acara’s RPO keeps you in control. Outsource as many recruitment functions as you see fit with solutions that are built to scale. Learn more here. 

The post RPO – Recruitment Process Outsourcing or Optimization? appeared first on Acara Solutions.

What is RPO? 

“RPO” stands for recruitment process outsourcing—a talent acquisition solution that allows employers to transfer recruitment responsibilities to an external service provider. 

In many organizations, HR leaders don’t have the time, resources, or budget to effectively source, assess, hire, and onboard the volume of workers the company needs. HR leaders are feeling the squeeze, with 81 percent admitting to being burnt out and 95 percent saying that working in HR is simply too much work and stress. 

To free up internal resources, companies are calling on RPO providers that can take on the recruitment process for them and help them meet their hiring demands. 

Who uses RPO? 

Businesses of all types and sizes can leverage RPO—but the RPO model that’s right for each organization will depend on factors like hiring volume, timeline, budget, and job types. At Acara, we offer three different program models (on-demand, project-based, and enterprise) to provide your organization with a customized solution tailored to your needs. 

One of the greatest advantages of RPO is its scalability and flexibility, allowing companies to outsource some or all of their recruiting tasks. Unlike traditional recruiting models, RPO providers truly operate as an extension of the employer’s brand. 

Do you have an example of a successfully implemented RPO? 

One of the fastest growing hospitality companies in the United States engaged Acara to fill a variety of corporate, management, and hotel roles. Since the start of the pandemic, Acara’s large-scale enterprise RPO program has helped the organization almost double the size of its workforce. 

Given the client’s acquisitions and continued growth, Acara had to keep pace with an exceptionally high volume of requisitions. The organization’s existing hiring processes presented challenges when trying to source, interview, and onboard candidates within tight hiring windows, so our team worked to streamline. Acara’s recruiters also utilized creative strategies like video job descriptions and texting campaigns to connect with relevant job seekers. 

To date, Acara has filled over 600 positions to support the organization’s corporate and hotel operations. We’ve generated nearly 31,000 prospects, phone screened more than 7,400 candidates, and improved our client’s interview-to-offer ratio from 8:1 to 4:1. Ultimately, the RPO has enabled the client to maintain business continuity while integrating and hiring for a high number of acquisition properties. 

How can RPO providers connect my organization with more candidates? 

Talent acquisition professionals today have access to applicant tracking systems (ATS) and candidate relationship management (CRM) software that allow them to discover candidates faster than ever before. To maximize recruitment productivity, organizations should partner up with an expert RPO provider that know how to leverage these technology-driven platforms. 

Acara’s applicant tracking system has access to a candidate pool of over 5 million job seekers. Recruiters can use the ATS to expedite the recruiting process by aligning qualified candidates with open position requirements. In addition, Acara’s offshore sourcing team can easily parse through potential applicants to find the best matches for your company. 

Acara’s teams have also found success in leveraging direct sourcing tools within our RPO programs that utilize artificial technology (AI). With direct sourcing, employers can take a more proactive approach to recruiting that builds specialized, employer-branded talent communities and keeps your company top of mind with job seekers. 

Why is RPO right for my company? 

There are several reasons why RPO might be a smart move for your company: 

• The recruiting process is complex and has become a compliance and administrative burden for your organization. 
• Relying on an internal recruitment team to support major fluctuations in hiring needs is weighing down your company’s budget and resources. 
• Sourcing platforms and recruiting tools requiring annual licenses are too costly to bring in-house. 
• Understanding market trends, forecasting future needs, and elevating your employment brand are not within your business’ wheelhouse. 

Here’s where RPO providers enter the picture. With a team of specialized, tech-savvy recruiters, cost-effective pricing models, and access to market trends and analytics, an RPO can increase your company’s reach and appeal among job seekers, helping you find you the right talent at the right time. 

At Acara, we know there’s no one-size-fits-all solution to workforce challenges—and we’ll work hand-in-hand with your HR team to develop and implement a program that delivers exceptional results and meets your talent acquisition goals. We’re well-equipped to tackle your immediate hiring needs while keeping an eye on your longer-term recruitment goals. 

Interested in learning more about Acara’s RPO services? Contact us today.

The post What is RPO? Recruitment Process Outsourcing: Explained appeared first on Acara Solutions.

The RPO model that’s right for your business depends on your hiring needs and preferences.

What are the different types of RPO? 

Recruitment process outsourcing isn’t one-size-fits-all. There are three different types of RPO: 

1. On-demand: Sometimes referred to as “FlexRPO,” on-demand RPO provides dedicated recruiting resources when your team needs extra support. This is a great option for businesses that experience seasonal hiring spikes. In this model, the RPO partner typically handles specific components of the hiring process, such as sourcing, screening, phone interviews, and/or offer management.
2.  Project-based: Project-based RPO can be deployed during times of transformation and growth, including strategic changes and new product launches. Similar to an on-demand model, you’ll gain access to a team of recruiters that can deliver you more staff when you need them most. 
3. Enterprise: Lastly, if you’re looking to outsource all aspects of your recruitment process—from sourcing and screening to conducting interviews and negotiating offers—enterprise RPO might be the best option for you. Also known as full talent lifecycle RPO, an enterprise model has a consistent focus on enhancing operational efficiencies, generating cost savings, improving compliance, and increasing candidate quality. 

How should businesses choose the best RPO for them? 

Choosing the right RPO is an important decision that will impact your talent acquisition efforts and ultimately your bottom line. Here are some questions to consider as you determine which RPO model is best for your business: 

• What are the biggest talent acquisition challenges you’re facing today? What challenges do you expect in the future? 
• Do you experience seasonal spikes in hiring during certain times of the year? How long do these spikes last, and are they predictable? 
• Are you hiring at multiple locations? 
• What types of jobs are you hiring for? Is it a high volume of one position, or are the opportunities more spread out? 
• How is your organization currently handling recruiting and hiring? If these responsibilities fall to internal resources, how much bandwidth do they have for other tasks? 
• What metrics do you currently have for your talent acquisition efforts? 
• If you move forward with RPO, how will you measure success? 

The answers to these questions will also help guide discussions with potential RPO partners. This is information they’ll want to know to uncover your existing pain points and find a path forward that meets your needs. 

Acara has experience delivering all three types of RPO and can work with you to determine which model is best for your business. Contact our team of RPO experts today to get the conversation going. 

The post 3 Types of Recruitment Process Outsourcing: Choosing the RPO That’s Best for You appeared first on Acara Solutions.

These factors, among others, have led to new dynamics in the workforce management industry. Given these constraints, employers are under even more pressure to develop innovative, cost-effective hiring practices that provide them with the workers they need to carry out their organizational business strategies and meet their goals. As a result, many HR leaders are seeking out external recruitment process outsourcing (RPO) partners to manage all or portions of their internal direct hiring.

Related: What is RPO? Recruitment Process Outsourcing: Explained

A new report from the Recruitment Process Outsourcing Association (RPOA) sheds light on some of the key considerations that employers should be aware of when selecting an RPO partner, as well as valuable insights for businesses that are already utilizing an RPO solution.

1. An RPO partner can help you determine the type of program that’s right for your company.

Recruitment process outsourcing is not a one-size-fits-all solution. There are multiple models, each designed to meet different client needs. In the report, RPOA outlines three options:

• Enterprise/Full Talent Lifecycle: Encapsulates all recruitment activities across an organization—all skillsets, all business units, and all locations. This is the most common RPO model in place today.
• Hybrid: Allows the RPO partner to provide certain pieces of a company’s overall talent acquisition process, such as sourcing or screening for specific jobs, business units, or locations.
• Project/On Demand: Gives employers the ability to define a narrower scope for the RPO provider. For example, companies often use this model when ramping up to staff a new line of business.

Related: 3 Types of Recruitment Process Outsourcing: Choosing the RPO That’s Best for You

2. An effective RPO program can help an employer stand out from the crowd in an uncertain market.

Many companies have had to reduce their internal HR and talent acquisition resources and are looking to their RPO partners to keep their hiring efforts on track. But a growing number of businesses are also seeking out more strategic and innovative support from their providers.

As outlined in the RPOA report, RPO can help employers to stand out from the crowd, deliver a better candidate experience, and demonstrate higher value to the business through effective talent acquisition practices.

Related: A Common Sense Guide to RPO for Consulting & Professional Service Firms

3. Organizations with an RPO partner were twice as likely to increase revenue than those without an RPO partner.

67 percent of companies utilizing recruitment process outsourcing saw revenue increases last year, compared to 33 percent of companies that did not utilize RPO, according to information collected by RPOA.

Talent leaders also shared the top benefits of working with an RPO provider, including faster hiring (60 percent), more consistent hiring (45 percent), less expensive hiring (35 percent), and higher quality hires (32 percent).

97 percent of employers reported that having a trusted RPO partner allows them to focus on other business-critical priorities, and nine out of 10 companies said RPO creates clearer communication and insights into how hiring impacts key business metrics.

These are just a few of the top insights from RPOA’s recently released RPO Trends report. You can access the full report here and view RPOA’s 60-minute webinar recapping the report. And if you’re ready to learn more about how recruitment process outsourcing can enhance your existing talent acquisition efforts, contact Acara Solutions today.

This blog was authored by Jason Krumwiede.

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