Talent acquisition teams are facing a surge in hiring, with . Even if you have a solid recruitment process in place, there will likely be times when goals shift suddenly and you need to get new recruits in place – fast.
Luckily, there are flexible, agile and efficient ways to get great new staff through the door. We take a look at the pros and cons of Recruitment Process Outsourcing, Managed Service Providers and (of course) On-Demand Recruitment.
Recruitment Process Outsourcing (RPO)
RPO providers are a longer-term solution for recruitment support. Typically, you can transfer some or all of your permanent recruitment to this external provider, who will often be based on-site and work alongside your own in-house team.
Working with you for a prolonged period of time means they’ll have a good understanding of your brand. This is particularly important as research shows that – and it’s your TAs who will be the first to communicate your culture to potential candidates.
Across the board, a lack of forecasting is a key problem for TAs. That means RPO won’t necessarily be the most cost-effective solution – especially if you have troughs during which you don’t need additional support. But it’s worth bearing in mind that when you work with an RPO provider, you’re not only paying for their expertise – you’re also paying for the tech tools they have access to. And the same applies to On-Demand Recruitment.
Managed Service Provider (MSP)
MSPs have a similar offering to RPO, delivering end-to-end recruitment. The difference here is that they focus solely on contingent workers – including temps, consultants, freelancers and contractors.
MSPs use a network of different agencies and vendor management systems to find skilled workers. RPO providers, on the other hand, will source candidates themselves through a range of ways and means, including social media, networking and jobs boards – giving you access to talent pools that you may have previously overlooked.
On-Demand Recruitment is a fully embedded TA solution which handles end-to-end recruitment and delivers incredible ROI. Unlike the other two options, it provides ultimate flexibility and responsiveness. You can use it when you need it and pause it when you don’t. It’s like a tap you can easily switch on and off, which makes it the most cost-effective option of the three.
You might think that this flexibility will compromise recruiters’ understanding of your organisation’s culture. But think again. Speaking for our own services, unlike working with an external recruitment partner, support from Recruiter on Demand will be seamless with your values and approach. Certainly from a candidate’s point of view, we’re one and the same. Take it from James Chapman, our Managing Director:
“Our TAs integrate seamlessly with you and deliver outstanding results just like your existing and trustworthy team”.
~ James Chapman, MD, Recruiter on Demand
But those aren’t the only advantages. Work with Recruiter on Demand to:
- Swiftly supplement your existing team, without the need to permanently expand or spend lengthy time on-boarding (on-board us once, we’re there whenever you need us)
- Choose exactly what level of support and expertise you need each time you work with us
- Flex up when you hit a recruitment spike, flex down when demands level out
- Maintain control over who represents your brand – our team are experienced and professional, but if for whatever reason you don’t feel they’re a great fit, we can immediately replace them with no impact on the hiring process
- Payday rates. This cost-for-time model means you only pay for the actual support you need (unlike RPO or MSP) – and we’ll find you exceptional candidates.
Find out how we can help you, whenever you need extra support finding the right talent.