How an RPO Provider Can Bridge Your Organization's Talent Gap

Guest Blogger
How an RPO Provider Can Bridge Your Organization's Talent Gap

Nearly every company is feeling the impact of today’s talent shortage. Just as employees are difficult to come by, so are recruiters. This creates a major issue because organizations can’t fill their open positions without having recruiters in place to close these gaps. Recruiters today are expected to do more with less resources than ever before. So companies should look for ways to build their recruitment teams, easing the workload of their existing recruiters before they burn them out.

What Can Organizations Do to Combat this Problem?

They can elicit the help of an RPO provider. A practice that’s been becoming more popular recently is when companies hire RPO providers to hire an internal recruitment team for their organization. Typically, a company would utilize an RPO provider to fill their open candidate positions, but now they are searching for an RPO provider who can hire internal recruiters for them instead.

By doing this, companies ensure that their open requisitions are being filled long after they work with an RPO provider, because they now have their own recruiters available to fill any new position that arises. Asking RPO professionals to build talent acquisition teams for your organization is a smart strategy for any organization because it will produce effects that are more long-term than if you were to just outsource the hiring of your other open roles to the RPO team. 


Choosing the Right Provider 

If a company chooses to implement an RPO solution to extend the staff of their internal recruiting team, they need to make sure they’re selecting a provider with the right criteria. It’s crucial to partner with an experienced RPO provider that has their own strong team of recruiters in place. Finding an RPO provider with the best sourcing tools is also essential. And finally, it’s key to select a partner that can build a team of recruiters, then seamlessly hand that team off to your org once they’re done building it. Let’s highlight why this criteria will lead to a successful partnership.


An Experienced Provider 

It's no secret that RPO providers have access to some of the best talent on the market since they are continuously building talent pools. And these talent pools are bound to have recruiters in them, so they can provide companies with the best recruiters available too. Experienced recruiters know first-hand what it takes to be a good recruiter. Therefore they’re able to efficiently sort through potential recruiters to identify which individuals will excel in their same role.

Successful recruiters also have the ability to look at candidates who are not applying for a recruiter position, and recognize that they might be right for the job whether that person realizes it or not — they can see potential. Experienced recruiters also know exactly what they like about their job, so they can use this inside knowledge to attract new recruiters by highlighting the benefits of their role. 


Advanced Sourcing Tools

Another important aspect of selecting an RPO provider is choosing one that can leverage best-in-class sourcing tools while working with their clients. An RPO provider utilizing advanced sourcing tools will have access to many candidates on the market, allowing them to see all the talent that's out there and choose the best fit for their client's recruitment team.

Having the right sourcing tools will also ensure a quick and efficient hiring process. The RPO experts will be able to sort through talent pools, identify and screen the best candidates, all while effectively communicating with these candidates through the platform. This will significantly reduce the time-to-fill compared to how long it would take an RPO provider without the proper sourcing tools. 


Seamless Hand-off

Having an RPO team build a clients’ internal team of recruiters is great, but they also need to be able to seamlessly hand-off the new recruitment team once their work is complete. To ensure an efficient hand-off, RPO providers should be including members of their client's organization throughout their talent acquisition process — that way some people within their company will know who the new hires are and how much they've been taught so far.

It's best to hire an RPO team that will fully onboard the recruiters they hire, so when that's done they can immediately start being trained by the client and working for them. As long as the RPO provider puts in the effort to set their client up for success and keep them updated on their procedures as they build the new recruitment team, the transition process should go smooth and reduce any burdens for the client.


This solution could work for any company, but it might be the best fit for mid-market companies. Often times, mid-market companies are constantly innovating and pivoting due to frequent changes within their organization. This makes an RPO provider a good partner, because the best RPO teams are known for their agile delivery and can provide unique solutions to meet each client’s ever-changing needs. 

Another added bonus of partnering with an RPO provider to build your internal TA team is that the RPO experts can inform their client of any gaps they discover in a client’s talent acquisition process throughout their partnership. By taking on an consultative role, clients will gain insight into how they can fix these gaps while their in-house recruitment team is being built.


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