Your company has some critical positions that need to be filled. You have been informed that you cannot hire any more staffing contractors due to budget constraints and liability issues with contractors. How do you solve this problem? By using the RPO model.

Recruitment Process Outsourcing can be a great way for companies start and stop recruiting services as they are needed. By engaging with an offsite sourcing/recruiting team, you can specify the number of resumes or candidates that you need to receive at anytime. If your budget is being scaled back, you can cut down the number of sourcers or recruiters without worrying about lay-offs or contractors. The liability of the staffing contractors falls on the staffing agency and not your company. Also, you do not have to worry about housing any extra employees since the staffing agency is offsite. The key factors are flexibility, scalability and cost containment. When times are better, you can go back to hiring and developing a loyal internal team – if it makes sense. Learn to manage your RPO service provider and you may find that you will reconfigure your Talent Acquisition team to a new staffing and resource utilization model.

Typically this model is headed up by a Sourcing Manager or a Staffing Project Manager. They are the individual who interfaces with the client company, understands the company’s needs, has a complete picture of the job requisitions, and instructs their sourcing team where to find the target candidates. The Project Lead will also interface with the client onsite, speak to some or all of the hiring managers for the groups that are hiring, and provide weekly reports that meet the agreed upon metrics.

Sourcing and recruiting onsite at a client company is usually the best scenario in staffing. But if that is not possible, choosing a scalable RPO model is the next best thing. For more questions, please contact James Duran at Duran Human Capital Partners.

- Mark