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Skip to main contentPicture this: You need to hire hundreds or even thousands of employees for a new project or seasonal work. Your first instinct might be to bulk up your internal talent acquisition team. But what happens when the project or season ends?
You don’t want to keep paying those additional team members when your recruiting needs slow down. But laying off and re-hiring internal talent acquisition professionals based on recruitment volume comes with extra costs for onboarding and training. Plus, your employer brand could take a hit from the staff turnover.
One solution is recruitment process outsourcing (RPO).
“An RPO partner can quickly bring in the right recruiting talent when volume is increasing without the permanent fixed costs to employ a larger internal team,” says Juliana Barela, an expert in RPO at Korn Ferry.
At the same time, you avoid the costly cycle of hiring and laying off internal recruiters. “RPO flexes to your needs,” she adds.
Here are four more ways RPO can help you manage large-scale recruitment costs while driving hiring performance.
Nearly 90% of HR professionals don’t know how much their organization spends annually to acquire top talent, according to a Korn Ferry poll. Being unclear about cost-per-hire makes budgeting for hiring expenses a challenge.
An RPO partnership brings crystal-clear visibility to your recruitment expenses. Pull quote: “Pricing is determined as cost per hire, so you know exactly what the total amount will be based on volume,” says Barela. “There are no surprises.”
For companies with complex, multi-site operations, standardizing the TA model through RPO can save time and money. “Each region hires differently,” says Barela. “An RPO provider can create consistency within the process and make it scalable.”
A well-designed RPO solution offers:
Whether you’re hiring manufacturing operatives in the U.S. or tech specialists in Asia, an RPO model ensures consistency without sacrificing local expertise.
When it comes to high-volume recruiting tools, technology is your best friend. But keeping up with the latest and greatest tools can be a full-time job.
“Most organizations, even tech companies, typically invest their dollars in go-to-market products, not internal processes like talent acquisition technology,” says Barela.
An RPO services provider will work with you to create a tailored solution that puts sophisticated technology at your fingertips, optimizing things like sourcing channels, candidate management, and analytics.
By leveraging advanced tools and data-driven insights, you’ll maximize both efficiency and outcomes—all while keeping a laser focus on ROI.
One of the high-volume recruiting challenges companies can face is a high no-show rate due to poor communication with candidates. Even when new hires do show up, they won’t make it through the training program if they aren’t the right fit.
A top-notch talent partner can help you:
“Because you get the right people showing up, they make it through the training, and you have a higher retention rate,” says Barela.
The payoff? Better-quality hires, reduced early attrition, and lower costs associated with turnover and training.
In today’s ever-changing talent landscape, managing the cost of hiring new employees while maintaining quality is a delicate balancing act. By embracing the recruitment outsourcing model, you can improve your high-volume recruiting strategies, ensuring you attract the best talent without breaking the bank.
Ready to transform your approach to hiring at scale and unlock the full potential of your TA function?
Download our eBook Recruitment Cost Control and Risk Mitigation: 6 Benefits of Outsourcing to discover how RPO can revolutionize your entire recruitment process.
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