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Recruitment Process Outsourcing (RPO)—Is it right for your business?

Updated: Apr 23

Recruitment Process Outsourcing

1.What Is Recruitment Process Outsourcing (RPO) ?

RPO or recruitment process outsourcing is basically an in-house recruiter for a business. They provide efficiency and flexibility to the recruitment process. In accordance with the specific requirements of a business, an RPO provider could assume responsibility for the entirety of recruitment functions or selectively manage certain aspects of the process.

2. How is Recruitment Process Outsourcing (RPO) useful?


  • Reduce transactional administrative tasks of recruitment for client’s HR team

  • Allows internal team to work on core business functions

  • Provide process efficiency to GCC/GIC entering Indian Market

  • Defined accountability of allocated tasks to external recruiter

  • Improve TAT of tasks given RPO are SLA driven

  • Provides an opportunity to client with an option to focus on scalability of their core operations

  • Flexibility in task allocation and resource utilization

  • Minimize risk and attrition

  • Seamless high-touch experience for candidates

  • Function is outsourced to experts


3.  What are the types of Recruitment Process Outsourcing RPO Models?


  • Recruiter on Demand/Contingent RPO

  • Hybrid RPO

  • Project Based RPO

  • Full Service RPO (tech, people, process, expertise)


4. Is Recruitment Process Outsourcing (RPO) right for your business?

While staffing companies may be suitable for say immediate role fulfillment, businesses seeking strategic and long-term solutions for their talent acquisition process may find RPO providers to be the better choice. With its evolving nature, RPO offers an accessible and valuable option for businesses of varying sizes customized to their specific needs and requirements.

  • Customization of services by adjusting the tasks and engagement required by the customer.

  • Modifying services as per the size and maturity of the organization

  • Caters to strategic solutions by providing comprehensive solutions for talent acquisition or any other HR related services.

  • Serve as long term partnership for fulfilling short- and long-term needs of the company

  • Cost effective in terms of time and money as compared to in-house hiring.

  • Easier to manage fluctuation in hiring demands of the company.

  • Assist in identifying qualified candidates, and enabling them to attracting top talent, including individuals from diverse and underrepresented backgrounds.

  • RPO while sourcing candidates for the client often end up helping clients build their brand image which is especially useful for companies just entering the market.

  • Provide hiring services that are compliant to latest rules and regulations of the country.

5. How to identify an excellent Recruitment Process Outsourcing (RPO) partner for your organization?


Your RPO is like your doctor. You may not always know your treatment but certainly know about your discomforts and concerns which are hindering your processes. An experienced RPO will know where are the issues and what treatment should be given to mitigate the concerns

  • A good RPO partner has a knack of understanding your needs and requirements.

  • They can do quick diagnostics analysis and comeback with a realistic action plan to decongest the processes and make things move.

  • An excellent RPO partner will be agile and open to adapt and scale up and down processes/ hiring as per the need of the company.

  • They typically have quicker TAT while maintaining the quality of food.

  • Usually, good RPO partners have lot of flexibility to cater to specific needs of the client. Often, they are able to devise customized plans as per the client’s needs.

  • Efficient RPO service providers focus on holistic need assessment of the client and continuously evolve and improve their processes to ensure that the Client’s needs are met in timely manner.


6. How is Recruitment Process Outsourcing (RPO) different from staffing and MSP?


  • While staffing companies help in short term or temporary role fulfillment, RPO offer strategic solutions for an enterprise’s broader HR requirements.

  • Staffing companies may excel in recruitment but can lack the broader expertise in talent acquisition strategy.

  • RPO can offer expertise in multiple HR functions over staffing companies that usually cater to only 1-2 business needs.

  • MSP or management services provider focus on a range of HR services while RPO typically focus on only recruitment side of HR


7. How much does it cost to hire and Recruitment Process Outsourcing (RPO)?

The pricing of RPO is very dynamic and often dependent on multiple factors such as:

  • Key responsibilities

  • Duration of the assignment

  • Location

  • Shift timings

  • Company size

  • Market segment


Pricing Models:

  • Cost – per hire

  • Fixed Monthly Fee

  • Fixed Monthly Fee in addition to cost per hire

  • Cost per transaction/ process


Recruitment Process Outsourcing (RPO) Offerings at Posterity Consulting:


1.       Customized Solutions

2.       Experiential learning

3.       Multi factorial need analysis

4.       Adaptability and evolution

5.       Scalability and adaptivity

6.       Expert hiring

Posterity Consulting distinguishes itself by its peers in industry by offering highly customizable RPO solutions, drawing from their experiential learning, and considering various factors specific to each client's business. This commitment to adaptability and evolution ensures that Posterity's RPO services remain effective and aligned with the dynamic landscape of human resources management services.


Key Drivers for Success of Recruitment Process Outsourcing (RPO) at Posterity Consulting:

  • 306-degree continuous improvement continuous development cycle

  • Regular Engagement with top leadership of the client

  • Transparency and continuous feedback mechanism in place

  • Robust and real time performance review

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