Recruitment Process Outsourcing
What is RPO?
In its simplest form, Recruitment Process Outsourcing (RPO) means using an external provider to operate an organisation’s recruitment function.
While this sounds similar to what a recruitment agency or search provider would do, there’s a critical difference: RPO involves the design, operation and transition of the entire recruitment process, with the provider acting in partnership with the client to make the whole recruitment process better, rather than simply finding candidates.
Our AMS RPO solution offers you many benefits:
Cost savings: cutting the cost of recruitment
By optimising processes, removing fixed costs and leveraging economies of scale, an effective RPO solution can generate significant cost savings over the standard recruitment model. As the pioneers of RPO, AMS has unrivalled expertise in generating savings whilst enhancing the quality of recruitment.
Efficiency: driving the best results
An efficient, robust recruitment process means roles are filled faster, hiring managers spend less time hiring and more time managing, and ultimately, productivity increases. Our heritage of innovation lends significant insight into developing the most efficient solutions for our clients.
Effectiveness: the right people
Key to the ongoing success of an organisation is the quality of its people. A resourcing solution run by experts ensures that high calibre candidates are identified and hired. Our methodologies for sourcing, screening and assessing candidates translates into a consistent supply of top talent.
Measurement: the broader picture
While meaningful metrics may be available, they’re frequently overlooked. We take measurement to another level, providing business intelligence and benchmarking against the wider market, and generating management information to support strategic business decisions.
Compliance: actively managing risk
The legislative environment internationally in people-related fields is particularly complex, and an area of potential risk. AMS recruitment teams are fully trained and fully compliant in their operating areas, backed up by in-house counsel who stays abreast of relevant legislation across the globe.
Flexibility: accommodating change
Recruitment can be a volatile part of any business. Rapid upswings and declines in headcount can cause wild shifts in demand. Our solutions can be up- and downscaled inline with market demand, ensuring a consistent supply of qualified candidates at all times, without bearing the cost of a permanent, full-sized recruitment team.
Technology: powering empowering solutions
While it’s people that power recruitment solutions, peer below the surface and you’ll find an effective applicant tracking or candidate management system providing the backbone. As an independent adviser, we’ve got the tools and expertise to advise on the best platform.
Our credentials as an RPO provider are impeccable. Not only did we bring it to the European market in 1996, we’ve work with some of the world’s foremost organisations, delivering staff that deliver results.
There’s no such thing as a typical RPO client, either. We hire staff into engineering firms, government organisations, technology and telecommunications companies, the financial services sector, manufacturers legal firms and retailers.
How does it work?
RPO isn’t complex, and it’s certainly not limited to large organisations as our OnDemand service proves. But it is about far more than simply changing who is operating a company’s recruitment function – it involves the design and operation of the entire resourcing lifecycle.
As a result, RPO delivers significant benefits over traditional managed service, master vendor, preferred or sole supplier relationships offered by recruitment companies.
How do we do it?
Needs Analysis / Due Diligence
Before it all begins, AMS works to gain a full and thorough understanding of the current state of our client’s recruitment. Our implementation teams work to define the scope of recruitment and the challenges faced by each client, mapping strengths, potential risks and areas for improvement.
Transition In
Our implementation teams bring a wealth of experience in managing complex recruitment implementation projects – from the introduction of technologies to the mapping of processes, roadshows delivering essential training to hiring communities to the onboarding and upskilling of the new AMS recruitment team.
Optimisation
Following implementation, the newly formed resourcing team begins to ramp up recruitment activity, delivering candidates to existing roles and pipelining qualified candidates for the future. The team works to optimise the sourcing mix, reducing reliance on costly candidate sources such as recruitment agencies, instead sourcing through direct external and internal channels.
Operating / Continuous Improvement
As the optimum resourcing level is reached, the team moves to ensure that the recruitment solution is working at peak efficiency and effectiveness. Alongside ongoing delivery targets, the team focuses to a continuous improvement schedule, ensuring the recruitment solution remains optimal.
Enhance Services
Throughout the course of the relationship, the delivery team seeks ways to enhance their offering, be it through ad-hoc projects or a broadening of the scope and services provided. Our in-house creative agency could pick up a recruitment campaign or our executive talent consultants might take on a retained search or AMS’s Contingent Workforce Management team may be enlisted to manage a population of contractors. In fact, many of our long-term RPO relationships grew from a simple initial engagement.
Hand Back
Many of our RPO engagements extend to a second or third contract phase. Ultimately, however, some solutions reach a point of stability and maturity, at which point they can be transferred back to the client, becoming a full in-house team, supported by our consultancy services.
Contact Us
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