Is RPO Right for You?

A Quick Guide for Businesses Considering Recruitment Process Outsourcing 

Is your business feeling the pinch of a significant increase in employee resignation? Imagine your office – usually a hive of activity – now echoing with the silence of empty desks. Qualified candidates, once swarming, seem to have disappeared quicker than free donuts in the breakroom.

The “Great Resignation” has hit Filipino businesses hard, mirroring a global trend. A recent PwC survey revealed a staggering 29% of Filipino workers are eyeing new opportunities, pursuing better pay and a more balanced work-life experience.

This talent shortage is like a missing ingredient—it throws off the whole recipe for success, leaving your business struggling to serve its full potential.

You see, the term “The Great Resignation” or “The Big Quit” isn’t just a catchy headline; it’s a very real challenge impacting businesses across the Philippines.

Remember that time you spent months crafting the perfect marketing campaign to attract talents, only to see leads dry up faster than a glass of halo-halo on a hot day? The talent shortage feels a lot like that. Here’s why:

• Problematic Lead Generation (Except the Leads Walk Away): In traditional recruitment, attracting qualified candidates is like generating leads. You invest time and resources, but in today’s market, those leads (potential hires) might have multiple offers on the table, or they might simply choose to scour other opportunities. This leaves your recruitment pipeline empty and your business goals feeling out of reach.
• Talent Acquisition Feels Like Running a Marathon: Finding the right person for the job used to be like a brisk jog – manageable with some effort. Now, it feels like a marathon. The competition for skilled workers is intense, and the traditional hiring process, often slow and clunky, can leave you at the back of the pack. By the time you reach the finish line (make a job offer), your perfect candidate might have already crossed it with another company.
• Onboarding Becomes a Revolving Door: Even if you manage to snag a talented hire, the battle isn’t over. A recent study by HR Brew revealed that 40% of new hires leave their jobs within the first year. Why? A poorly designed onboarding process can leave new employees feeling overwhelmed and unsupported. It’s like putting someone in a new car without giving them the keys – they might get frustrated and head straight for the exit.
  

So, how do you get your business back on the road to success?

Well, before we jump into how RPO makes your recruitment process like a walk in the park, let’s understand how it works and how it differs from other outsourcing services.

RPO vs. BPO: Understanding the Difference

Recruitment Process Outsourcing (RPO) and Business Process Outsourcing (BPO) enhance efficiency but serve different purposes. RPO focuses on recruitment, handling sourcing, hiring, and onboarding. Outsourcing companies in the Philippines specializing in RPO aim to attract and hire top talent efficiently.

In contrast, BPO involves outsourcing entire business processes like customer service, IT, finance, and HR. Outsourcing companies in the Philippines provide high-quality BPO outsourcing services to reduce costs, improve service quality, and allow businesses to focus on core competencies.

Whew! Now that we get that out of the way let’s see what good RPO is for your business.

Recruitment Process Outsourcing (RPO) can be the strategic solution you’ve been missing if you’re struggling with hiring. It goes beyond just filling open positions. It offers consulting services to identify your business’s exact needs.

Here are some ways (probably the best ways!) RPO can help businesses:

• Source the Best Talent: RPO’s expertise and vast networks help you attract high-caliber candidates who are a perfect fit for your company culture and goals, reducing the risk of resignations due to a mismatch between the worker and the company or the job itself.

• Simplify and Streamline Hiring: Outsourcing takes care of time-consuming tasks like screening resumes, conducting initial interviews, and handling the interview process. This frees up your internal team to focus on core business operations.

• Secure a Steady Stream of Talent: RPO provides a proactive approach to building your talent pipeline—continuously identifying and nurturing potential candidates, assuring you have a ready pool of qualified individuals whenever you have a hiring need.

• Onboard Top Performers: A smooth onboarding process is crucial for employee retention and engagement. We can collaborate with your team to design and execute a seamless onboarding program that integrates new hires into your company culture and sets them up for success.

Sounds too good to be true, right? But what if RPO could be the key to overcoming your hiring challenges and building a thriving team?

The question you should be asking is: Is RPO right for you?

Let’s find out! Grab a cup of coffee (because this is about to get juicy), and let’s see if you check off the boxes on our handy checklist:

 Your company is growing faster than a kid on a sugar rush, but your hiring process moves slower than a sloth crossing the street

 Your handful of recruiters are juggling more roles than a circus performer, leaving them stretched thin and struggling to keep up

 You’re inundated with piles of resumes taller than the Leaning Tower of Pisa, yet finding that perfect culture-fit candidate feels like trying to locate a needle in a haystack

 Keeping up with ever-changing labor laws and compliance demands across multiple regions is giving you more headaches than a bad takeout meal

 Constantly having to backfill roles due to high turnover or poor hiring decisions is depleting resources faster than a star athlete sweats during training

 Attracting top talent is tougher than getting a toddler to eat their veggies when your employer brand is lacking major sizzle

If you’re nodding so hard you’re at risk of whiplash, RPO could be the talent solution you desperately need to reclaim your sanity (and keep that luscious head of hair intact).

Like we always say, “Don’t take our word for it; let our results speak for themselves.”

Real-World Success: Case Study

The Situation:

Before engaging in outsourcing companies in the Philippines, a major retail client faced significant recruitment challenges. They needed to hire over 1200 seasonal employees across the Philippines, particularly in areas with few applicants. They also encountered difficulties with applicants completing pre-employment requirements and managing the volume of seasonal hires efficiently.

Our Approach:

• Targeted Recruitment: We utilized Facebook ads and optimized job search engine visibility to maximize candidate reach.
  
• Customized ATS: We developed a user-friendly Applicant Tracking System tailored to the client’s needs.
  
• Extensive Database: Leveraging our extensive applicant database, we tapped into a pool of pre-qualified candidates.

Results:

• Time-to-Hire: Reduced by 30%
• Cost-per-Hire: Decreased by 25%
• Quality of Hire: Improved retention and performance ratings
• Open Positions: All positions filled within the required timeframe
  

Want the same results for your Recruitment Process? Contact us today.