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The Ultimate Guide To Human Resource Management, RPO

Updated: Apr 11, 2022

HR Management and the Connection to RPO

Recruiting, hiring, deploying, and managing the employees of an organization is human resource management (HRM), better known as HR. An employer's human resource management strategy emphasizes the value of their employees as assets. People are sometimes referred to as human capital in this context and, like other business assets, the goal is to maximize return on investment (ROI) while reducing risk.

Traditionally, the term human capital management (HCM) has been used more often than Human Resource Management (HRM), which has been widely adopted by organizations and companies to manage HR functions and provide management advice.

What is the role of HRM?

In Human Resources Management (HR Management), the aim is to manage the people within an organization in order to achieve the organization's mission and strengthen its culture. With an effective human resource management practice, the human resource manager can attract new professionals who have the skills necessary to advance the company's goals, as well as train and develop current employees to achieve those goals.

The health of a business is largely determined by the health of its employees, making HRM a crucial component of doing so. In addition, the role of a Human Resource Executive and HR manager in a human resources department is also tied to employee compensation, employee orientation, hr analytics, employee benefits, employee development, employee relations, employee training programs, performance management, labor relations, employment laws, and employee retention which is linked to employee satisfaction.

Additionally, HR managers and human resource executives handle hr strategy, personnel management, and the talent acquisition process, including job analysis in order to ensure their organization remains competitive to attract prospective employees.

Human resources plays a crucial role in maintaining employee morale by making sure, for instance, that compensation and benefits are fair and by setting up programs to ensure a positive corporate culture at the company.

Human resource managers hr functions include managing various human resource policies, human resource issues, and human resources information systems such as the performance management system. As part of HR professionals' daily duties, they must carry out administrative tasks to support the HR department and the business.

The HRM functions extend beyond employee payroll, for example, to include responsibilities in developing the workforce through the implementation and management of talent development programs and management development to reduce employee turnover rate, and orientation programs to aid in onboarding.

HR managers and human resource executives are one of the most valuable resources of the leadership team in an organization; they develop strategies to manage employees, provide career development, and retain talent to reduce employee turnover rates while strengthening talent management practices to attract and hire talent.

The company's health and success are tied closely to its talent, so recruiting the right talent to retain it is equally critical for the company's success. Companies are turning to recruitment process outsourcing, RPO providers to increase recruitment efficiency and reduce costs with scalable recruiting solutions. An RPO offers several service models to support the hr processes and hr practices of an organization's talent acquisition process.

Consider how a company's business landscape can be improved by switching all or part of its hiring process to an RPO provider. In this article, we will discuss an HR outsourcing method, RPO that optimizes your recruitment organizational structure, practices, processes, and human resource management.

Why Consider Recruitment Process Outsourcing?

Recruitment process outsourcing (RPO) is a process by which companies outsource their recruitment and selection to a third party. This is done in order to save time and resources that would otherwise be spent on recruiting.

  • There are many benefits of RPO:

  • It saves the company time and money,

  • It provides better quality recruiters,

  • It allows for more focus on other aspects of the business.

When you hire an RPO provider, they will create a strategy and work with your team to execute it. They'll also be able to work with your internal team for staffing, managing and executing hiring initiatives, and liaising with the internal HR team on compliance matters like payroll and benefits administration. This can all help free up your time and resources for other tasks that need attention.

An RPO provider will also offer a suite of sourcing tools that will allow them to find more qualified candidates than you might find yourself — and at a lower cost than if you did the sourcing yourself. As a bonus, they’ll provide ongoing training and coaching for your teams who handle onboarding so they can do more on their own without having to wait for input from the client. This often includes integrating new hires into the system or making sure vendors deliver all necessary materials in a timely manner.

All of these things add value to the company because it helps them recruit faster, cheaper, better quality talent — while freeing up some time and money that would've been spent on recruiting efforts otherwise.

Is RPO Right for Your Company?

Outsourcing human resource management is a good option for companies that want to focus on their core business without having to worry about hiring and managing employees.

Recruitment process outsourcing is a service where an external company takes care of all or part of your recruitment process. This includes sourcing, screening, interviewing, and even training.

Other Traditional Recruiting Options vs RPO, How Are They Different?

Recruitment can be accomplished via a variety of different approaches. One of the most popular is RPO or Recruitment Process Outsourcing. What is the difference between this and other traditional recruiting options?

The major difference between RPO and other traditional recruitment options is that RPOs offer an outside perspective on the hiring process. They have been able to see what works and what doesn't from the outside looking in. This means they can provide an objective opinion on candidates and offer different strategies for filling positions.

There are many different traditional recruiting options out there, such as:

  • Headhunters: A headhunter is a recruiter who specializes in finding and recruiting top talent. They often specialize in a certain industry or geographic location.

  • Executive search firms: These firms specialize in recruiting executives at the C-level and may charge a fee for their services (typically 33% of the first-year salary).

  • Temporary agencies: These agencies recruit temporary employees for companies that need extra staff during busy periods. They typically don’t work with candidates long-term, but they can be very useful when you need someone at short notice.

Many HR professionals will say that the traditional recruiting process is time-consuming because it requires the company to find the right candidate for the job opening through different channels such as LinkedIn or job boards. The traditional recruiting process can also be expensive because there are costs associated with advertising on job boards and hiring agencies.

Lastly, it can be difficult to scale because companies need to dedicate time and money to find candidates that have the skills, attributes, abilities, and often times the specialty/niche skills to successfully perform a role.

The RPO provides the company with a third-party partner who can deliver a process that is a more cost-effective and scalable option for companies looking to grow their workforce.

An RPO is a strategic relationship with an outside firm that specializes in human resources. It helps organizations manage their human resources by providing services related to recruitment, retention, compensation, benefits administration, training and development, succession planning, and other HR needs.

Since recruitment process outsourcing, or RPO, is a form of outsourcing that focuses on the recruitment process, hr departments or talent management teams can deploy the best recruitment model to fit the business strategy, and many HR teams look to execute modern human resource management practices such as RPO.

When it comes to recruiting, since there are a number of different options that can be used from traditional to modern practices, we’ll look at one of the most popular recruitment process outsourcing services, RPO, which offers a third-party service in the hiring process. RPO providers have been able to see what works and what doesn't from the outside looking in. This means they can provide an objective opinion on candidates as well as offer different strategies for filling positions.

Types of RPO Models/Engagements

How Much Does RPO Cost?