WELCOME TO THE RECRUITMENT
PROCESS OUTSOURCING
RECRUITMENT PORCESS OUTSOURCING

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Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.

We at recruitmentprocessoutsoucing, a leading service provider of Recruitment Process Outsourcing (RPO) in India, recognize the importance of the expertise of recruitment in an ever changing economic scenario. Our strategy is focused upon results-driven RPO services and Solutions applicable to a diverse range of organizations. We have the resources and talent to manage recruitment process from the beginning to end. We also manage your recruitment needs, both locally and globally.

We have a successful track record of helping companies address their most complex and challenging talent needs. With over 20 years of heritage and extensive experience in India, we understand that no two companies are exactly alike, and there is no single formula for RPO success. Whether you are implementing RPO for the first time or looking to increase value through a second generation solution, we engage with you as your strategic talent partner to apply an approach that is customized for your needs.

As an HR or Procurement leader in today’s business environment, you are being asked for ideas on how to more strategically manage the talent in your organization. Whether you work in a mid-cap company where the right professional-level talent to grow multi-nationally is not in place, or a large-cap company whose fixed recruiting costs have saddled the business with unnecessary overhead, the pressure to optimize your talent supply chain is immense. So, you begin to wonder whether outsourcing recruitment to an outside company is a potential solution.

Our mission is to educate the market about Recruitment Process Outsourcing (RPO), incorporate common metrics and comparative information as defined by staffing, develop and enforce certifications and promote RPO benefits. We recognize that RPO is a unique industry requiring a common set of requirements and standards.

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While temporary, contingency and executive search firms have provided staffing services for many decades, the concept of an employer outsourcing the management and ownership of part or all of their recruiting process wasn't first realized on a consistent basis until the 1970s in Silicon Valley 's highly competitive high tech labor market. Fast-growing high tech companies were hard-pressed to locate and hire the technical specialists they required, and so had little choice but to pay large fees to highly specialized external recruiters in order to staff their projects. Over time, companies began to examine how they might reduce the growing expenses of recruitment fees while still hiring hard-to-find technical specialists. Toward this end, companies began to examine the various steps in the recruiting process with an eye toward outsourcing only those portions that they had the greatest difficulty with and that added the greatest value to them. Initial RPO programs typically consisted of companies purchasing lists of potential candidates from RPO vendors. This "search/research" function, as it was called, generated names of competitors' employees for a company and served to augment the pool of potential candidates from which that company could hire.

Over time, as business in general embraced the concept of outsourcing more and more, RPO gained favor among Human Resource management: not only did RPO reduce overhead costs from their budgets but it also helped improve the company's competitive advantage in the labor market. As labor markets became more and more competitive, RPO became more of an acceptable option. Furthermore, through the advent in the 1980's and 1990's of human resources outsourcing (HRO) companies that began taking on the processes associated with benefits, taxes, and payroll, companies began recognizing that recruiting--a significant cost of HR--should also be considered for outsourcing. In the early 2000's more companies began considering the outsourcing of recruitment for major portions of their recruiting need.

There have been fundamental changes in the US labor market that serve to reinforce the use of RPO as well. The labor market has become increasingly dynamic: workers today change employers more often than in previous generations. De-regulated labor markets have also created a shift towards contract and part-time labor and shorter work tenures. These trends increase recruitment activity and may encourage the use of RPO.[citation needed] It should also be noted that even in slower economic times or higher unemployment, RPO is still considered by companies to assist in an increasing need to screen through a larger candidate pool.

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