All Blogs Recruitment Process Outsourcing
Project RPO is a great example of how you can leverage an established recruiting team, like the one available from an RPO source, without having the need to build an internal team or to be able to commit to that of a larger outsourcing engagement.
This certainly goes by without saying that – Most of us are getting acclimatized to the fact that the Great Recession gone by, went on to leave a lasting impact on the domain of business and employment. Narrowed in “Do more with less,” is probably the most overused and unwelcomed phrase with regard to the past years, especially when it comes to the space of hiring.
Picture this! If you are in the midst of cutbacks, or for that matter, lack HR support or else don’t have available recruiting resources at your arm’s length but then again- you still do need to figure out the vista to get people into your organization, then, project-based recruitment process outsourcing (RPO) stands as a recruiting model that trails along with itself a big impact with considerably little effort.
Pat comes the reply! Not necessarily. More and more companies are figuring out that while an enterprise-wide RPO program will serve the purpose, a smaller-scale or for that matter project RPO program can boost recruiting resources either temporarily for a specific purpose braced with more focus and short-term impact.
Project RPO can be made use of – with regard to recruiting groups of people meant for a specific area, or as the name implies, for a specific project or operation. It could be the sourcing of talent for expansion, a new department, a sales force or an event. A typical scope is for a certain number of defined hires in a specific timeframe (three months, six months or a year for instance).
Project RPO trails along a melange of benefits that your RPO provider should be able to enumerate, reading in the order as scalability, followed by cost savings as well as time savings. But then again there are other considerations as well that may also play into your decision to take that smaller step into project RPO that evolves as the New Corporate Black.
Even though you’re being told to do more with less, simultaneously your precious ears are probably hearing that you need to get people hired on-board swifter or that specific projects or departments need support, the time for which stands now. Project RPO from its end can rev up sourcing or recruiting in order to help you keep your company marching forward.
Probably the most important aspect of project RPO stands that- it allows you to focus resources in a specific area. While you may be recruiting for many diverse areas of the company, there may arrive specialized, high volume or for that matter time-sensitive needs that can go on to benefit from a project RPO engagement.
Even though there is a cost associated with any RPO project, being equipped with the ability to control the scope and costs on that of a smaller scale can allow you to snowball your recruiting resources without larger, or for that matter, long-term costs. Project RPO typically has a very well defined start, end and cost respectively, that is.
Last but not the least, what is oftentimes missed stands as the human impact of recruiting and hiring. In the wake of layoffs, frustrated HR personnel and even more frustrated fraternity of hiring managers, making progress in niche areas can shape up as the inspiration that your company requires to show progress and get the things at hand done.
All said and done, Project RPO from its quarter stands as a great way to get hiring re-started, help you hold on through lean times or else simply focus your recruiting dollars. In a case of rechristened status quo, It’s the one time when thinking smaller might actually be better than that of its cousin of thinking bigger!
Collar Search