How does an HR function determine if, and what, they need to outsource?
The major variables are cost, time and expertise. If you can get a third party to do something better, faster and less expensively than you can do it yourself, you should seriously consider it. In estimating cost, consider this: How much does it cost your organization when you can’t focus on your core competencies because you are simultaneously required to perform less productive tasks? For example, when you place a recruitment ad, it’s very important that each response be properly handled, even though 90 percent of the applicants will likely be unqualified. After all, those respondents may be existing or potential customers, and/or stockholders, as well as candidates for other positions down the road. Wouldn’t your time be better spent focusing on the qualified candidates, while delegating the rest to a competent third party? Q: What is RPO and what does it bring to the table? A: Recruitment Process Outsourcing is defined as the transfer of ownership of the process of talent acquisiti
