Recruitment Process Outsourcing: The next big thing

2015 will see a spurt in hiring in the range of 15-20 percent owing to rapid business growth in India, according to a number of media reports. Meeting the hiring demands of quickly scaling firms isn’t a simple effort. Therefore, firms are turning towards specialized partners to support them in hiring the correct talent.

Outsourcing has been a part of the workspace for a number of decades. The use of external suppliers of essential, but ancillary services might be termed the baseline stage in the evolution of outsourcing. The model for much of the 20th century was an outsized integrated company that may ‘own, manage, and direct control’ its assets. In the 1950s and 1960s, the rallying cry was diversification to broaden corporate and take advantage of the economies of scale.

Subsequently, organizations made an attempt to contend globally within the 1970s and 1980s to extend their flexibility and ability. Core and important processes were handled in-house, whereas the remainder were outsourced. Outsourcing has been a part of the fiber of firms for years, however, it had been formally known as a business strategy post-1989 (Mullin, 1996).

According to recent reports, more than 70 percent of Indian employers are likely to outsource the recruitment function either partially or completely. The current valuation of the RPO industry in India is Rs 400 crore and is expected to grow at a rate of 40-50 percent. When organizations outsource their recruitment process, they save as much as 40 percent of their recruitment costs. The expertise, and experience associated with economies of scale of a partner will facilitate firms to improve the standard of recruits together with an overall quicker method.

As I even have ascertained over the years, the unit of time performance in firms is diversifying and RPO is closely associated with it. Today unit of time has evolved from a mere support perform to a strategic perform in gear towards structure development and thus the axiomatic got to concentrate on key functions. The advent of outsourcing opened the doors for firms to channel their energies on the redefined core unit of time undertakings.

If you consider the world situation, firms have already recognized and have widely accepted RPO. The trend is currently catching up in the Republic of India as is proved by the expansion numbers. I am certain the unit of time readers can agree that achievement may be a time, people, and process-intensive activity.

Therefore, by mistreatment external specialized partners, which offer recruitment along with domain expertise, companies can now choose to outsource a part of or the entire recruitment process from sourcing to onboarding.

Even the media have given due notice to recruitment process outsourcing and there recently an article on titles, ‘RPO is an emerging trend for 2015’, top 3 growth drivers for the RPO boom in 2015 to be the necessity for organizations to boost quality, reduce cost and increase the speed of hiring.

Outsourcing Advantages

Here are some of the advantages that RPO brings to the table:

  • Staffing flexibility
  • Acceleration of projects and quicker time to market
  • High-caliber professionals who hit the ground running
  • Ability to tap into best practices
  • Knowledge transfer to permanent staff
  • Cost-effective Solutions
  • Predictable expenditures
  • Resource and core competency focus

Why do companies today need RPO?

A good argument will be created for the necessity of RPO in firms. It decentralizes work and helps firms think about their core competencies. RPO professionals facilitate employers in not solely sourcing proficient candidates, but also in positioning the right candidate at the right place. By enhancing the capabilities of in-house achievement groups, the RPO process can accelerate an organization’s ability to attract and retain top-performing employees, thereby improving the overall company performance.

An organization once it’s increasing might launch a replacement product or acquire entities that will need them to feature an outsized range of workers to associate virtually not possible schedules, perhaps at various locations. Ramping up associated deploying an in-house unit of time team might not be a possible resolution. In such a case, RPO provides a turnkey, cost-effective solution

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