Should companies choose RPO or headhunting for recruitment?

It is a commonplace that recruitment is difficult, so many corporate HRs are seeking third-party recruitment services while “self-reliance”. Whenever there is a demand, there is a market, and the recruitment service market is also unstoppable. In addition to the headhunters that everyone is already familiar with, RPO may be the more popular one now. However, some HR personnel do not know the difference between headhunting and RPO very well. What is the choice between RPO and headhunting?

Headhunter: It means a person looking for talents, helping excellent companies find the talents they need. Another term for this term is called senior talent search. "Head" refers to the place where wisdom and talents are concentrated, and "headhunting" can also refer to hunting for talents, that is, the act of discovering, tracking, evaluating, selecting and providing high-level talents.

Headhunting appeared in our country more than 20 years ago. At that time, it mainly served large companies or foreign-funded companies, and those who were "hunted" were high-end talents or talents with core skills. It can be said that at that time, they could be "hunted" Headhunters" The people who meet up for coffee are industry or turtle elites. Of course, now that there are more headhunting companies and competition is intensifying, they are no longer limited to the top talents in the food chain. Therefore, many HRs in private companies or small and medium-sized enterprises now also have the budget to contact headhunters to hunt for middle-level leaders or technical talents.

However, headhunting’s method of “hunting” talents, which seems to have remained unchanged for more than ten years, has actually been quietly changing with the development of Internet technology. Compared with the traditional headhunting more than 20 years ago, Today’s headhunting services can be called Internet headhunting. Just from the name, it can be seen that Internet headhunting is a nationwide “hunting” carnival that starts using the Internet platform. He is no longer limited to being a "headhunter" to be a hunter. As long as you have excellent and suitable talent resources, you can recommend them to the employer.

Therefore, Internet headhunting has advantages that traditional headhunting does not have:

1. Fast speed:

Internet headhunting has the advantage of fast communication speed and wide audience through the Internet. characteristics.

2. Low commission:

Traditional headhunting has always been criticized by small and medium-sized enterprises for its high cost, but Internet headhunting is not just a full-time headhunting

3. Talent Circle:

Internet headhunters may be looking for friends around them, so they are more accurate, timely, information-rich and comprehensive than traditional headhunters who search for talent information through screening, interviews and other procedures.

4. Fit:

Although not all Internet headhunters are full-time headhunters, the consultants of the headhunting company will conduct professional evaluations and interviews on the recommended candidates, and ensure that the background investigation is The entrusting company will be recommended only after the authenticity is verified.

Whether it is traditional headhunting or online headhunting, the targets are mid-to-high-end talents or core backbone talents with precise positioning and clear needs. They do not charge any fees from the candidates, but charge the commissioning company fees after the candidates enter the commissioning company.

RPO: Recruitment process outsourcing is a customer-oriented, project-based recruitment solution service that focuses on the company's large-scale recruitment needs within a long recruitment cycle. solution.

RPO is a form of human resources outsourcing. Recruitment process outsourcing is the outsourcing of the company's entire internal recruitment process. That is to say, RPO services are not just as simple as recruiting according to the recruitment needs. They must first help the company determine the job description, then analyze the company's employment philosophy and the demand conditions of the position, etc., and at the same time communicate with the head of the employment department on all aspects of the position. Job requirements, etc. Only after everything is over will we start to screen resumes, conduct assessments and interviews for suitable candidates, issue employment notices to the final qualified candidates, and all the steps until the candidates register. When an enterprise entrusts RPO services, it can be said that it is a process of integrating the seemingly scattered and complicated work of recruitment. An outsourcing company with rich experience can significantly reduce the company's recruitment costs while reducing the time required for recruitment and improving the quality of recruitment. ?

?However, RPO services are not limited to the recruitment of a large number of non-high-end talents. Generally, the services of RPO professional service companies include:

1. Recruitment process outsourcing services:

It is the outsourcing of the entire company's internal recruitment process.

2. Campus recruitment services:

Every year, large companies such as Alibaba and JD.com take the lead in campus recruitment. In order to get a share of the campus recruitment, many companies recruit internally. If HR is insufficient, an RPO service company will also be entrusted.

3. Recruitment process customization services:

Each company has different development situations and different financial situations. In order to develop a recruitment plan that is more suitable for your company, you can also entrust an RPO company to provide private services for the company. Customization includes search methods, talent channels, screening methods and special job fairs.

4. Special recruitment process outsourcing services:

If the company has a new branch or a new project has just been established, you can entrust an RPO company to help sort out the recruitment process and quickly complete the recruitment task.

Both headhunting and RPO are third-party human resources services that require enterprise entrustment and are related to recruitment. However, when broken down, headhunting services are aimed at mid-to-high-end positions with clear and clear qualifications and other requirements, and The salary level should also be at a medium to high level. Therefore, whether headhunters or RPOs each have their own characteristics and advantages. As corporate HR, what we have to do is to clarify our own needs and choose suitable services.