Is RPO, right for your organisation?

Historically, RPO services are associated with high-volume hiring projects and large organisations. Talent Acquisition for large organisations can become too complex and expensive to continue to manage in-house. Driving factors for large organisation RPO include staff turnover at high numbers, relentless demand (hourly jobs or call centres are a good example), growing skills gaps and talent being increasingly hard to find can.

However, RPO / TaaS has evolved to become a flexible strategic talent acquisition solution, attractive for small enterprises (10 to 49 employees) and medium-sized enterprises (50 to 249 employees). SMEs often have unpredictable hiring patterns and volumes throughout the year. These fluctuations can be too time-consuming and a burden for those responsible hiring managers; often in-demand business leaders, or generalist HR /Office Managers who wear multiple hats managing employee relations, training, payroll, compensation, and benefits, in addition to recruitment. 

RPO engagements can be structured and priced based on hiring needs, providing a flexible recruiting solution for little and large organisations bringing scalability to the process and variability to the cost. Making RPO an ideal option when faced with challenging recruiting projects and during periods of change.

Why us?

Clients come to us for dedicated, know-how as subject-matter experts. Talent acquisition is our core competency. As your RPO provider, we bring people, technology, processes, and metrics into a talent acquisition function. We help navigate the recruiting environment and are in touch with the latest recruiting technology, with resources and experience to scale recruiting capacity to meet hiring demands.

RPO is not a one-size-fits. Request a consultation below to explore your needs.