Employers are always looking for new ways to stand out from the competition, attract high-quality candidates, and generate cost savings. Recruitment process outsourcing (RPO) can help with all three. In this blog, we’re breaking down the basics of RPO and sharing how this solution can help solve complex workforce challenges and deliver top talent across a variety of industries. 

What is RPO? 

“RPO” stands for recruitment process outsourcing—a talent acquisition solution that allows employers to transfer recruitment responsibilities to an external service provider. 

In many organizations, HR leaders don’t have the time, resources, or budget to effectively source, assess, hire, and onboard the volume of workers the company needs. HR leaders are feeling the squeeze, with 81 percent admitting to being burnt out and 95 percent saying that working in HR is simply too much work and stress. 

To free up internal resources, companies are calling on RPO providers that can take on the recruitment process for them and help them meet their hiring demands. 

Related: Infographic: Choosing the Best RPO for You 

Who uses RPO? 

Businesses of all types and sizes can leverage RPO—but the RPO model that’s right for each organization will depend on factors like hiring volume, timeline, budget, and job types. At Broadleaf, we offer three different program models (on-demand, project-based, and enterprise) to provide your organization with a customized solution tailored to your needs. 

One of the greatest advantages of RPO is its scalability and flexibility, allowing companies to outsource some or all of their recruiting tasks. Unlike traditional recruiting models, RPO providers truly operate as an extension of the employer’s brand. 

Related: E-Book: Navigating RPO: A Roadmap to Recruitment Process Outsourcing 

Do you have an example of a successfully implemented RPO? 

One of the fastest growing hospitality companies in the United States engaged Broadleaf to fill a variety of corporate, management, and hotel roles. Since the start of the pandemic, Broadleaf’s large-scale enterprise RPO program has helped the organization almost double the size of its workforce. 

Given the client’s acquisitions and continued growth, Broadleaf had to keep pace with an exceptionally high volume of requisitions. The organization’s existing hiring processes presented challenges when trying to source, interview, and onboard candidates within tight hiring windows, so our team worked to streamline. Broadleaf’s recruiters also utilized creative strategies like video job descriptions and texting campaigns to connect with relevant job seekers. 

To date, Broadleaf has filled over 600 positions to support the organization’s corporate and hotel operations. We’ve generated nearly 31,000 prospects, phone screened more than 7,400 candidates, and improved our client’s interview-to-offer ratio from 8:1 to 4:1. Ultimately, the RPO has enabled the client to maintain business continuity while integrating and hiring for a high number of acquisition properties. 

Read the entire case study here. 

How can RPO providers connect my organization with more candidates? 

Talent acquisition professionals today have access to applicant tracking systems (ATS) and candidate relationship management (CRM) software that allow them to discover candidates faster than ever before. To maximize recruitment productivity, organizations should partner up with an expert RPO provider that know how to leverage these technology-driven platforms. 

Broadleaf’s applicant tracking system has access to a candidate pool of over 5 million job seekers. Recruiters can use the ATS to expedite the recruiting process by aligning qualified candidates with open position requirements. In addition, Broadleaf’s offshore sourcing team can easily parse through potential applicants to find the best matches for your company. 

Broadleaf’s teams have also found success in leveraging direct sourcing tools within our RPO programs that utilize artificial technology (AI). With direct sourcing, employers can take a more proactive approach to recruiting that builds specialized, employer-branded talent communities and keeps your company top of mind with job seekers. 

Related: Webinar Recap: Enabling Total Talent Acquisition With Direct Sourcing 

Why is RPO right for my company? 

There are several reasons why RPO might be a smart move for your company: 

• The recruiting process is complex and has become a compliance and administrative burden for your organization. 
• Relying on an internal recruitment team to support major fluctuations in hiring needs is weighing down your company’s budget and resources. 
• Sourcing platforms and recruiting tools requiring annual licenses are too costly to bring in-house. 
• Understanding market trends, forecasting future needs, and elevating your employment brand are not within your business’ wheelhouse. 

Here’s where RPO providers enter the picture. With a team of specialized, tech-savvy recruiters, cost-effective pricing models, and access to market trends and analytics, an RPO can increase your company’s reach and appeal among job seekers, helping you find you the right talent at the right time. 

Related: Broadleaf’s Jason Krumwiede Discusses Workforce Management Trends in RPOA Webinar 

Still curious about RPO? Watch this short video to learn more. 

At Broadleaf, we know there’s no one-size-fits-all solution to workforce challenges—and we’ll work hand-in-hand with your HR team to develop and implement a program that delivers exceptional results and meets your talent acquisition goals. We’re well-equipped to tackle your immediate hiring needs while keeping an eye on your longer-term recruitment goals. 

Interested in learning more about Broadleaf’s RPO services? Contact us today.