Is RPO for You?
Here are a few things to consider when evaluating an RPO solution for your company:
Typically companies outsource their recruitment processes if their current infrastructure and people cannot adequately support the recruitment function.
If you’re frustrated with the quality of candidates you’re attracting, the time it’s taking to hire high caliber candidates and/or the cost associated with recruiting and retaining employees, you should consider Integrity HR’s Recruitment Process Outsourcing Services.
Here are some more specific reasons that companies choose our Recruitment Process Outsourcing (RPO) Services:
- Internal resources are minimal or non-existent.
- There is an anticipated increase in hiring activity.
- The use of a staffing agency is excessive.
- The cost for infrastructure upgrades is significant.
- Hiring Manager dissatisfaction is reaching the executive ranks and a meaningful change is needed to address this issue.
- Executives want a more accountable and/or consistent option than the traditional internal recruiters, contract recruiters and agencies.
- Executives recognize that hiring the right people is essential to the company’s success, but the process of recruiting these top performers is non-existent.
- Metrics related to recruiting quality, speed and cost are unknown.
- There is no single point of accountability and management for the recruiting function.
- Increased pressure to reduce recruitment expenses, even if the actual expenses may not be known.
Do any of these scenarios sound familiar? If so, you should contact us. But first, let’s talk return of investment.
RPO With Serious ROI
Seriously, another acronym?
When you outsource your recruitment processes to Integrity HR, you will see a significant return on investment.
Integrity HR’s team of certified consultants will customize your recruiting policies and procedures for your organization that will save you time and money, and comply with federal and state legal guidelines.
Other key areas of improvement include:
- Better and more cost-effective processes
- Reductions in time to hire
- A wider and more engaged network of potential candidates
- Enhanced employer brand and corporate reputation
- More responsive workforce planning
- Closer alignment of talent strategy with business strategy