In-house recruitment or RPO : Outsource your recruitment in 2022

Great entrepreneurs are great visionaries. When planning the launch of a new business or the growth of an existing business, they don't lose sight of the big picture. In fact, they review a lot of numbers, data and statistics before formulating a business development plan - let's call this their overall managerial competence.

So when choosing between an in-house recruiting team and an outsource recruitment process solution (RPO), they carefully evaluate their overall strategic interests and make their choice.

An internal recruitment team traditionally handles several recruitment assignments within the company. On the other hand, an RPO is an external recruitment solutions provider to whom a company transfers all or part of its recruitment functions. They typically operate off-site and conduct recruitment campaigns to meet the company's dynamic HR needs.

Molitor International Conseil RPO - recrutement

Choosing one can be difficult, especially in an unconventional scenario where managers need to put forward their business plans and streamline their recruiting goals. As the race for talent becomes more competitive than ever, working with an RPO makes it easy for companies to adapt to new challenges and expectations.

Let's look at the areas in which they differ from each other:

Ability to react to market fluctuations

RPO agencies are considered more responsive to changing demands and business dynamics than in-house recruiters. Its essence lies in the level of expertise, exposure to the work, seizing new opportunities every time and adapting to necessary changes. RPOs typically work with different teams, industries and clients, so their horizon is broader.

On the other hand, the functional scope of the internal recruitment team is more limited; they have to assume responsibilities while remaining confined to a limited work space. They may not be able to adapt to changing needs as quickly as RPOs. In addition, they may find process change difficult and impractical to implement. Unlike RPOs, lack of experience working with multiple teams can tighten the boundaries of internal recruiters' decision making and lead to inefficiency.

Technical expertise vs. organizational knowledge

An effective RPO program comes with the latest recruiting technology, a flexible recruiting process, and an effective talent acquisition team. Integrated with HR functions, RPOs are technically sound and up-to-date. They work with people of different nationalities, industries, identities and backgrounds. This exposure allows them to quickly take a call without wasting time learning and understanding what the hiring manager is looking for. Then, they can adapt, experiment and optimize their approach using advanced techniques and practices. Particularly when roles are highly technical in nature and the positions are difficult to fill, working with a technical RPO is a plus.

In summary, an RPO can:

  • Be easily adopted
  • Experiment with confidence
  • Evolve better

However, the in-house recruitment team leverages their connectivity with the internal recruitment team and their organizational knowledge. They operate within the environment and framework of the company's closest circle. In turn, it may be easier for them to sometimes know things that go beyond the requirements of the role, and therefore, make changes accordingly.

Fast, flexible and cost-effective

RPOs act faster. They help a company fill its vacancies and move quickly to the next task. On average, hiring time is reduced by 25% with an experienced RPO. They typically have a robust database of candidates ready to be matched without having to search for them unnecessarily, saving everyone's time and energy. In contrast, the internal recruiting team is comparatively slower and spends more time posting jobs, screening candidates and finding the right person.

In addition, RPOs consistently maintain and establish themselves as strong brands in the market. They maintain their higher level of expertise and keep up with the latest market trends. In addition, most companies choose an RPO service in order to save time and money. They understand that setting up an in-house HR department is not always technically or financially feasible.

Adapt easily to complex markets

Companies operating in complex labor markets, niche roles, and diverse teams are moving quickly with RPOs through the latest recruitment strategies. In addition, they offer another perspective and view to identify skill gaps and hire the right person. A progressive RPO will enable a faster, more creative recruiting environment that is more conducive to attracting and employing top talent and driving results. Naturally, in-house recruiters are relieved of recruiting functions with an RPO provider. As a result, they have more resources to focus more on employee wellness, capability enhancement and confidence building. In turn, this increases retention rates, reduces recruiting efforts and helps companies adapt to the post-pandemic landscape.

Are you experiencing difficulties in recruiting? Don't wait any longer to get help! A specialized recruitment agency can make the difference between a successful recruitment and a failed one.

If you are looking for profiles in tension, Molitor International Conseil is the partner you need. Discover our recruitment solutions to find the one that meets your needs !