How do the costs of RPO compare to having your own in-house recruitment department? Collaborate with your accounting department to determine your ongoing recruitment function costs. Make sure to include all resource-related costs, such as salaries, office space, training, development, software licenses, hardware, phones, travel expenses, candidate marketing, employer branding, and more.
Most likely, you will find that an RPO solution is likely to be more cost-effective, but that’s not the only reason why many turn to RPO solutions. Most organizations partner with RPO providers to enhance their employer brand, gain access to expensive digital recruitment technology, reduce time-to-fill, improve hiring quality, and enhance the candidate experience. Collaborating with a skilled RPO provider also gives you access to industry experts who apply best hiring practices.
One of the keys to understanding RPO pricing models is to comprehend the cost drivers behind the different payment structures described above. To determine if an RPO solution is right for your company, you should map out your stakeholders right from the start. So, who are the key stakeholders involved? Who will approve the RPO solution, and who will benefit from it? Take a closer look at your costs for your in-house recruitment function and its outcomes today. From there, specify your improvement goals based on where you find weaknesses in your current recruitment structure. Compare the financial and performance impacts of acquiring an experienced RPO partner. By mapping out these factors in advance, you can obtain precise cost and savings projections and enhance the efficiency of your RPO partnership.
When you’re ready, you can contact us at Marketpeople for a feasibility study to determine if there are savings and performance improvements to be gained.
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