Myth Busting Recruitment Process Outsourcing (RPO)
We’re all guilty of over-complicating our jobs and hobbies, me included. Take my previous life as a Tennis Coach as an example. When you look at tennis in detail, it’s incredibly complex. But, at the end of the day, it’s all about hitting the ball over the net between the white lines, more times than your opponent. It’s pretty straightforward, really.
It’s the same with Recruitment Process Outsourcing (RPO). It’s been overcomplicated. So when you mention those little three letters (RPO), and lots of people automatically think ‘full, large-scale outsource of our entire permanent recruitment’ and run for the hills.
[bctt tweet=”Recruitment Process Outsourcing is not as complicated as it seems says Oliver Meager” username=”ATCevent”]
The problem is, there are so many myths and misconceptions out there about what an RPO entails. So, naturally, a lot of people are put off from the start. Perhaps it’s partially because there’s not a huge amount of reading material in the public domain about it. There’s some, but not a lot. But, then again, it’s almost impossible to create reading material for a service that’s completely bespoke to every organisation.
Now, don’t get me wrong, RPO can involve large-scale outsourcing. That’s one form of it, but it’s far from the only option. And, as someone working in a front-line sales role, one of the biggest challenges which I regularly face is helping people understand the breadth of services Recruitment Process Outsourcing has to offer.
So, let me start myth busting RPO, and help to make it that bit simpler:
Myth Number 1: RPO is just for huge companies
This article first appeared on ManpowerGroup blog on August 31st, 2016.
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