What exactly does RPO mean in headhunting industry?

The RPO of headhunting industry refers to the recruitment process outsourcing (RPO), which means that enterprises deliver the whole recruitment process to external institutions. It involves all aspects from manpower excavation to final recruitment and admission, and it is an integrated process.

Advantages of RPO model to enterprises:

1, reduce the recruitment cost, and RPO posts are usually charged according to the head count.

2. The whole process is operated by headhunters, which reduces HR workload and improves efficiency.

Advantages of RPO position to headhunting company:

1, the position is simple and easy to operate.

2, corporate feedback is fast, and orders are fast.

Outsourcing of recruitment process can improve recruitment quality, shorten the time to fill vacancies, improve the whole administrative process, manage the report of core business indicators and reduce the overall cost. Many enterprises have begun to use RPO to complete the recruitment task. Significantly cutting costs and improving recruitment quality can improve the effectiveness and efficiency of the recruitment process. RPO refers to an enterprise outsourcing all or part of its recruitment requirements to a professional company.

The function of this kind of professional service company is equivalent to the recruitment department within the enterprise, which is responsible for providing customers with necessary skills, tools and technologies.

service area

1. Enterprises with a large number of job demands in a fixed period.

2. Set up a new project team and recruit enterprises under high pressure.

3. The recruitment supervisor's expectation of the candidate is inconsistent with the actual situation, which makes it difficult to start the recruitment work.

4. It is necessary to open a new factory or operation center in another city, but its own talent pool or recruitment channels are limited, and the internal recruitment department is under too much pressure.

5. Enterprises that need to optimize the internal interview and evaluation process.

6. Recruitment needs to be carried out in second-and third-tier cities, but applicants in second-and third-tier cities have different abilities in all aspects, making it difficult for enterprises to choose.

7. Headhunting companies visit companies whose candidates' work efficiency can't meet the current demand.

8. Small-scale enterprises with no plans to set up internal recruitment departments at present.