In today’s ever-changing business landscape, finding and hiring the right talent quickly can be the difference between staying ahead or falling behind. That’s where Recruitment Process Outsourcing (RPO) comes in. But what exactly is RPO—and is it the right solution for your company?
What is RPO?
RPO is when a company outsources part or all of its recruitment function to an external provider. It is effectively an Embedded TA model and Project recruitment model, different names aside they all do the same thing, which is to: “Take care of volume hiring for a client for a set period of time.” An RPO partner becomes an extension of your HR team—managing everything from sourcing and screening to onboarding and workforce planning. Depending on your needs, RPO can be tailored to handle:
🔸End-to-end recruitment (sourcing to onboarding)
🔸Project-based hiring (e.g. for a product launch or expansion)
🔸Contingent workforce management
🔸Employer branding and candidate experience strategies
Why a flexible alternative (RPO) is needed
Due to the nature of the global economy where boom and bust cycles seem to be ongoing at a higher frequency, employers need to hire fast and also let go of people in the same measure. This leaves internal Talent acquisition teams in a precarious position – where do they go once the hiring stops? (Obviously, most get let go) This is where RPO really shines, it’s an on-demand service used for the hiring period only. Once the hiring is done the recruitment team returns to Kinetic and are utilized for other projects and the cost to the client stops!
The plug and play nature of this service gives you flexibility on several fronts:
🔸Addresses volume hiring.
🔸Gaining a highly motivated team who feel part of the client business – synergy!
🔸The outsourced nature removes the need for hiring full time TA staff, it’s there for the high-volume or ongoing period.
RPO might be the right solution if your organization…
🔸Faces challenges with high employee turnover or difficult-to-fill positions
🔸Is experiencing rapid growth or undergoing organizational change that demands agile hiring
🔸Lacks the internal bandwidth, tools, or expertise to manage recruitment efficiently
🔸Aims to elevate the candidate journey and enhance its employer reputation
🔸Requires consistent, scalable hiring support across multiple regions or business units