Choosing Recruitment Process Outsourcing (RPO) or in-house recruitment often hinges on one key question: What does your company need?

For many, the answer is more qualified candidates, more quickly.

A recent Forbes article said US employers are facing a structural labour shortage, which translates to 11 million job postings and 0.6 available candidates per job.

Many candidates don’t have the skills to match the open roles. Tack on inflation and economic uncertainly, and it’s clear that companies need to be extra strategic in their recruitment efforts to ensure the utmost efficiency.

Are you being strategic?

We’re here to help you answer that question and decide whether RPO or in-house recruitment is best for your company.

1. Can you let go of in-house recruitment?

There may be valid reasons for a company to maintain close control and oversight of the recruitment process.  Sometimes, however, the inability to let go and outsource recruitment is less about a genuine need for in-house oversight, and more about:

  • An outdated or rigid approach problem-solving: ‘We’ve always done it this way.’
  • A lack of understanding around RPO and what it can offer your company.
  • The idea that outsourced recruitment is impersonal. (See the previous point).

2…should you let go of in-house?

Be honest: If any of the aforementioned situations are driving your need for control, or have kept your company from exploring the benefits of RPO, it’s probably time to let go. After all, if your competitors have already embraced RPO, you can bet they’re saving money, and have the ability to scoop up candidates more quickly.

3. Is in-house serving you?

It may be that your in-house team is finding plenty of suitable candidates using traditional means: posts on employment sites,  job fairs, and good old-fashioned signage. There is nothing wrong with any or all of these methods..if they’re working for you. Only you know for sure. But understand that RPO offers access to a larger pool of candidates, and the ability to pull in more resources, expertise, and the precision of AI sourcing to deliver both quality and quantity.

4. Is in-house sustainable?

An in-house recruitment team is generally made up of permanent staff. This can present a heavy financial burden, whereas an RPO partner can add or reduce recruitment support as needed. Experience a sudden need for staff? Consultants can be added. Business slowing down? RPO can scale back recruitment efforts immediately, along with the number of consultants assigned to your company.

What does your company need? Are you being strategic?

If you’re not sure, we’ll help you answer that question. Even if it turns out that RPO isn’t right for your company, our team of recruitment experts can recommend the best sourcing tools and streamlined processes designed to make in-house recruitment as efficient as possible. Let’s explore!