Recruitment Process Outsourcing (RPO) explained

RPO is a form of business process outsourcing generally provided by specialist Recruitment Agencies. When an organisation with hiring needs engages with an RPO provider, the employer outsources or transfers either part or all of it’s recruitment activities to an external service provider.

More and more companies just like yours are starting to recognise and realise the benefits of engaging in an outsourced recruitment solution. Through the model of efficiencies in decreasing cost per hire and increasing quality per hire.

When to engage with an RPO provider

An RPO partnership agreement typically exists with larger organisations, and, as a general rule, these organisations will recruit a significant number of roles on an annualised basis. Again typically, but not limited to, this will perhaps be more common within companies exceeding 50+ hires per year.

RPO with impact

When organizations outsource their recruitment processes to us, our impact can be felt far beyond the recruitment process itself. That’s because our ethos is all about giving our clients resourcing and talent management solutions that deliver the greatest business benefit.

If your company is considering outsourcing part or all of your recruitment, the drivers are normally considered around the areas of cost, quality and speed of delivery. If you have a significant recruitment requirement on an ongoing basis, the benefits of engaging with an Recruitment Agency RPO provider can far outweigh any existing contingency or retained agreements.

Why Petroleum People?

Petroleum People can offer a free review with detailed cost analysis and insight into your current recruitment scenario and future recruitment needs based on previous trends.

Our fully integrated RPO solution ensures the following:

Access to the most exceptional talent for your business, in a highly cost effective manner, within highly improved timescales.

  • Reductions in cost and time to hire and more control over both
  • A wider network of potential candidate
  • Closer alignment of talent strategy with business strategy
  • A wider network of potential candidates
  • A single point of contact channelling all communication
  • Tap into never before seen talent pools and hard to reach candidates
  • Reduced internal administration
  • Reduced cost per hire
  • Remove the need to manage multiple agency relationships