In 2023 too, ‘growth’ is the magic word for small and mid-sized companies. And with it comes rising demand for good people, particularly in IT, digital marketing and commercial roles. The number of open vacancies has been climbing for a long time. Finding good people remains difficult, and it is certainly not getting any easier.
Sourcing, process management, stakeholder management, social media and negotiation skills are no longer all a recruiter has to master. These days employer branding, labour market communication, recruitment marketing, onboarding and the ‘candidate experience’ come with the job as well. The question is whether you can, and should, expect all of that from one person. How do you reach top candidates without building an expensive recruitment operation?
The answer to that is Recruitment Process Outsourcing (RPO). RPO means outsourcing the hiring process, to a recruitment agency for example. The advantage of RPO is that the risk is shared and that it brings scalability, transparency and results. Efficient as well as effective.
RPO is more than outsourcing the search for candidates. With RPO the company is put on the map through employer branding. Vacancies go out not only on various job boards but on social media too. And the recruiters’ own networks are used to find the best candidate.
RPO will be used more and more, especially by smaller companies. Not only on a project basis, but above all as a strategic, scalable and lasting instrument. That way they can meet their need for good people without taking on extra risk, and keep their focus on the core business.
