Recruitment process outsourcing (RPO) is a method by which businesses can offset the recruitment processes to an external company. That external company may provide the staff, technology and software, methods and reporting to the organization, or it may integrate with the current staff and technologies already employed by the company it serves. However, the key-differentiating characteristic of an RPO is it takes full responsibility for the recruitment process and its outcomes.

RPO exists as a solution for those companies who wish to better handle hiring fluctuations, reduce the need for staffing and temp agencies, reduce the stress of the hiring managers’ workload and streamlining the hiring practices. In addition, candidates have a better interview and onboarding experience, and companies have higher retention rates and more successful employment branding.


The Evolution of RPO

RPO was traditionally known for mass staffing needs at a lower cost to the company. However, the past few years have taken a turn to begin looking at RPO as an extension of an organization’s hiring team that allows them to have more strategy when acquiring talent. Instead of serving larger corporations and staffing new locations, they now serve an entire spectrum of companies – small, medium, and large.

RPOs have become the go-to solution for hiring challenges within any company, regardless of size. Because of the life cycle and labor hours devoted to finding the best-fit candidates, only to onboard them and set them up for a successful employment within the company, organizations are now recognizing how much RPOs can save them in time and money. They can take on tasks like the management of employee relations (in lieu of human resource personnel), training, setting up benefits and payroll, all in congruence with their original purpose of recruiting and hiring.

How RPO Works Differently

Not only does RPO have a flexible set of operations for multiple functions, it also employs specific strategies:

Preparation and Analysis – RPO providers evaluate their clients’ needs and understand where they struggle most when it comes to hiring the right talent. They assist in forecasting the needs regarding staffing, and they evaluate the necessary tools resources to accomplish the clients’ goals.

Effective Job Marketing – There are a multitude of ways in which a company can brand itself for employment. RPOs that know who to target, will also know how to effectively brand the company in order to attract those candidates. They will drive the company’s exposure to the right candidates through mediums like job boards, social media, referrals and networking.

Sourcing and Communicating with Candidates – RPOs have such success with brand recognition, they quickly move from attracting talent, to engaging talent. They source with multiple techniques and create a larger pool of candidates from which their clients can choose.

Assessing Candidates – RPO providers assess candidates and ensure they come ready with the desired education, skill sets and motivation to fill the clients’ open positions.

Caring for Candidates – RPOs also know the value of the prospective employee’s experience with their clients. Nothing reflects a company’s employer brand more than the candidates’ experience with applying, interviewing, hiring, and onboarding.



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