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Recruitment Process Outsourcing: Is it right for your company?

The ability to locate, recruit and retain the right talent can make or break a business. In today's increasingly competitive labor market, many companies are feeling the pain of growing recruitment costs, time-to-hire cycles, and the increased time and effort burdens that recruitment activities place on hiring managers and HR leaders.

Many North American business leaders are outsourcing their recruitment operations. This increases their recruitment effectiveness while containing costs and meeting business and corporate responsibility goals.

What is Recruitment Process Outsourcing and what are the benefits?
Recruitment Process Outsourcing occurs when a business outsources a portion or all of its recruitment activities to an external service provider.

An economy of scale proposition, Recruitment Process Outsourcing (RPO) is a form of Business Process Outsourcing (BPO) designed to increase the quality, service and response times associated with recruitment efforts for employers, while reducing fixed costs. Recruitment Process Outsourcing can solve a variety of business issues. An RPO service provider:

• Manages all recruitment administration.
• Offers more transparency into the recruitment process at a corporate level (statistics, insight, etc.).
• Allows human resources and hiring managers to focus on core business objectives.
• Controls and provides accountability for time to fill.
• Helps customers control cost-per-hire.
• Improves hiring manager satisfaction.
• Relieves stress placed on understaffed client groups.
• Increases top-line revenue due to quicker key hires.
• Manages all candidate communications.
• Protects and promotes employer brand identity.
• Provides recruiting scalability.
• Eliminates the need for contingent workforce or third-party recruitment agencies to meet fluctuating recruiting demand.

Is Recruitment Process Outsourcing right for you?
The profile of the typical organization that outsources recruiting is changing. Early adopters were organizations that struggled to find ways to hire employees that contributed directly to top-line revenue (i.e., consultants and salespeople). Today, the profile of typical organizations that outsource recruiting has changed to include a more typical cross section of companies in North America. The decision to outsource is more widely accepted by senior leadership and is driven by business factors that typically drive companies to outsource other functions not core to their business. If your organization is exploring RPO solutions, consider the following questions:

• Are transactional recruitment efforts taking key personnel away from their core jobs and/or preventing them from focusing on other strategic projects?
• Do you feel your business could improve upon or create a more consistent recruitment approach?
• Are you looking for consistent data, statistics and insight into recruitment and staffing activities that an outside provider can offer?

About Ceridian Recruitment Process Outsourcing
Ceridian launched an innovative, cost-effective, comprehensive, stand-alone RPO solution in 2004. Today, Ceridian is recruiting in the United States, Canada and the United Kingdom for a growing client list that bridges demographics and industries. We are covering employers' recruitment needs from health care and professional services to manufacturing.

With access to high quality recruiters at five dedicated recruiting centers across Canada, Ceridian is uniquely positioned to cost-effectively meet the needs of employers and candidates across different time zones. Ceridian recruiters are hired to meet specific client needs and usually have both agency and corporate recruiting experience.

To learn more about Ceridian Recruitment Process Outsourcing and the impact it can have on your business, contact Christine Collins in Ceridian's HRO group at 678-217-4587 or at Christine.collins@ceridian.com.