10 Myths Busted about RPO

The advantages of utilizing an RPO business are determined by each company’s strategic goals. It’s possible they want a more scalable solution for the talent acquisition function in a company with peaks. They want a partner who is forward-thinking when it comes to recruiting technology, data, and analytics.

Finally, the true value of RPO partnerships lies in their consultative nature, which helps organizations maintain or establish best-in-class, strategic, and proactive recruitment departments over time. Despite the obvious benefits, however, there are some misconceptions concerning RPO.

Myth 1: Recruiters will be replaced by Robots

When a new form of technology is introduced to the recruitment sector, it is often claimed that it will eliminate jobs. People predicted that applicant tracking systems would eliminate administrative work. In truth, it just aided in the consolidation of administrative functions. People are now concerned about artificial intelligence and automation.

Although technology has made the job of a recruiter more efficient, it will never be able to replace the human element that recruiters bring to the table. Technology is a tool that allows people to achieve their goals. It has the potential to improve things, but in order to achieve the best outcomes, humans and technology must work hand in hand.

Myth 2: RPO staffing firms rob in-house teams of their jobs.

Over the last few years, RPO staffing firms have evolved into strategic partners who assist corporate recruitment teams in raising their game. They have the knowledge, experience, and scalability to complement hiring outcomes, as well as a global reach. They collaborate with in-house teams to achieve the best results possible, allowing in-house teams to focus on their strategic and business objectives.

Furthermore, RPO partners assist internal teams in gaining executive buy-in by sharing statistics and real-life success stories that internal teams may lack. The goal of a partnership is to collaborate to achieve the greatest possible result.

Myth 3: When you use RPO, you lose control.

You never lose control with recruitment process outsourcing, even if you outsource your entire recruiting process to an RPO firm. In reality, with an RPO solution, you gain control since you now have someone else to hold accountable for metrics, reporting, and performance. Of course, you can only gain control if you select the correct provider and solution, one that is open about its operations and prepared to work with your human resources department.

Myth 4: You Lose and the RPO Provider Wins

RPO isn’t a zero-sum game, and suppliers aren’t delivering low-cost services or a ruse to make a quick cash in the recruiting industry. Both the customer and the provider can benefit from a well-designed and managed RPO solution by increasing productivity, efficiency, and cost savings. This myth is related to the one before it. If you don’t locate a provider who is open and honest, and you don’t take the effort to hold them accountable, you could lose.

Myth 5: RPO services are prohibitively expensive.

One of the advantages of RPO is that it lowers recruiting costs, whether through faster sourcing and hiring, fewer turnover, or increased general efficiency. RPO has been shown to save firms of all sizes 15 to 40% on average on overall recruitment expenditures.

Myth 6: It’s Only Good for Big Businesses

This may have been true when recruitment process outsourcing initially became popular, but it is no longer the case. Small and medium-sized enterprises are more interested in RPO services than ever before, and many providers are taking note and offering services to meet their needs.

Myth 7: Outsourcing my recruitment process will solve all of my problems.

Many, if not all, of your recruiting problems will be solved through RPO. However, an RPO solution should not be viewed as a method to dump your recruiting issues or as a panacea that would solve all of them. Recruitment process outsourcing is a partnership, and if you’re not willing to contribute to that partnership and do whatever it takes to help your RPO provider solve your recruiting problems, you’ll be unsatisfied with your solution and its outcomes.

Myth 8: Doesn’t Consider Candidate Experience First

Many employers do not consider candidates to be consumers. RPO providers recognize the importance of the candidate experience in building a favorable employer brand and have dedicated HR teams that operate as a point of contact.

An RPO can assist you in selecting a solution that meets your company’s needs. Whatever your needs are, from geographic expansion to rapid organic growth to corporate reorganization, an RPO is a viable option. Learn more about the benefits of GPS or contact us immediately.

Myth 9: Contracts are complicated and long-term.

Contract length is fully determined by your company’s needs. RPO is a highly specialized technique that can be used to meet short- or long-term needs, as well as quickly replace vacancies.

Myth 10: RPO relationships suffocate an employer’s brand.

The capacity of RPO partners to strengthen employer brand is one of the most prominent benefits of recruitment process outsourcing. RPO firms develop solutions that include tactics for attracting external candidates and retaining staff, as well as improving applicant experience and raising hiring manager satisfaction. RPO providers advise clients on how to improve their employer brand’s impression while also measuring the client’s and top competitors’ brands. The information is then used to improve communication and messaging. RPOs can also take use of vendor partnerships, such as those with Glassdoor and Indeed, to help their clients establish their local brands.

If you are looking for RPO services visit us at BlueCloud Technologies