- Recruitment process outsourcing or RPO is an increasingly popular alternative to traditional in-house HR departments as they make hiring easier through their industry expertise, efficiency, and cost-effectiveness
- Companies interested in working with recruitment processing firms should look at their expertise, their track record, their range of services, their screening procedures, their measures of success, pricing models, and more.
- Sysgen RPO is a leading recruitment agency in the Philippines that’s capable of managing parts of your recruitment process, or even the entirety of it with our flexible or comprehensive recruitment options.
A company is only as good as its people. That’s why organizations in competitive industries spend considerable resources in searching for the best candidates.
However, recruiting top talent is rarely easy, nor efficient. After all, recruitment is a highly specialized art and science that demands considerable time and investment to do well.
That’s why in recent years, there’s been a rise of RPO solutions as companies have turned to recruitment firms for their specialized hiring needs.
Let’s uncover the strategies that are helping forward-thinking companies get an edge in the talent wart, allowing them to build teams that drive innovation and success.
What is Onshore RPO?
Onshore RPO is a service where a recruitment firm manages all or part of your recruitment efforts within the Philippines. Locally, this service is also known as outsourcing recruitment, or recruitment process outsourcing (RPO).
Onshore RPO is the local counterpart to offshore outsourcing, which sources candidates from another country entirely.
There are many benefits to outsourcing the recruitment process, including cost-effectiveness, better candidate quality, faster time-to-hire and more.
What are The Benefits of Working with an Onshore Recruitment Processing Firm?
The biggest benefit to working with a recruitment processing outsourcing firm in the Philippines is significantly lowered operating cost compared to running a full-time, in-house HR department.
The other major benefits are scalability, speed, customization and specialization. This is because high level RPO firms have optimized processes and technologies that allow them to find top-tier candidates in specific industries at a much faster time than traditional recruiters.
These numerous advantages have made recruitment processing firms a valuable partner for agile Filipino companies seeking to fill vacant positions with high caliber talent immediately.
Let’s go into more detail on how RPO firms are able to achieve these benefits:
1. Cost-Effectiveness
Most RPO firms offer flexible pricing models that are suited to a prospective client’s needs. They’re able to provide this because of their existing infrastructure, technologies, and network, which have been steadily built for years. Their operational efficiency makes them significantly more cost effective than operating an internal recruitment program, especially during “lean periods” where no new hires are needed.
Related Reading: How Offshore RPO Companies Lower Recruitment Cost
2. Scalability and Speed
Scalability is another big advantage to hiring a recruitment processing firm, as they can scale up or down according to your organization’s current needs. These make them a good option for specific hiring scenarios like a seasonal spike, a rapid expansion, or special one-off projects.
Compared to an internal HR department, which may be occupied with day-to-day operational tasks that prevent them from focusing solely on recruitment, recruitment processing firms specialize only in recruitment, making them experts on it at every stage.
3. Industry Specialization
RPO providers have access to vast talent networks and candidate databases that most internal HR departments do not. This gives companies who work with them a deeper talent pool to select candidates from, which is crucial for hard-to-fill positions and specialized industries.
They also often have a deep insider knowledge of specific industries, making it easier for them to spot and attract top-tier candidates with the right skill sets, values and experience for your specific needs.
What to Look for in a Recruitment Process Outsourcing Firm
Since there are many recruitment process outsourcing firms in the Philippines, it can be difficult to find the right one for you. If you are completely new to this industry, there are many things you should remember. Here are some of the aspects you should take note of as you look for an RPO firm:
1. Ask About Their Track Record
All good RPO firms have been in business for years, often with dedicated long-term clients. But more than just experience, you should also ask them about the results they’ve delivered. Remember, hiring a candidate is one thing, but making them stay in the company for years is another.
Some of the key questions to ask a recruitment outsourcing firm include:
- What is the average time it takes them to fill a role?
- What is the percentage of searches they’re able to complete?
- What is the percentage of hires that have stayed for 2 years or more?
2. Know What Industries They Specialize In
Many RPO firms will have comprehensive recruitment knowledge and databases in specific industries. This deep industry familiarity provides them with a wide network of qualified candidates, some of whom may not even be actively looking at job postings.
Additionally, an RPO firm’s experience in certain industries allow them to know the types of training, qualifications, skill sets, personalities and other aspects of the job that are critical for a candidate to succeed in the role. This is quite important when you’re looking to hire for C-Suite positions, as they will be the potential key drivers/cultural leaders of your company in the future.
3. Learn Their Complete Range of Services
Every RPO firm will have a different set of services. It’s important to know what they are and how they work, so that you can determine if they fit your needs. You can start by asking which parts of the hiring process they can handle for you. These can include some or all of these functions:
- Job Advertisements and Descriptions
- Talent Sourcing
- Compliance with Employment Laws
- Application Review
- Candidate Screening
- Job Interviews
- Background Screening
- Job Offers/Compensation Negotiation
Learning how much of the recruitment process they can handle for you allows you to pick only those that you need. Additionally, working with RPO firms frees up your organization to devote more energy and resources towards your businesses’ core specialties.
4. Align on the Expected Level of Client Support
If this is your first time working with a RPO firm, it’s important to set expectations on how often they can update you on their progress. A weekly or bi-weekly status update should be adequate enough to allow for any adjustments, if needed.
You may also want to ask how many searches they’re currently working on, so you have an idea if they’re able to provide the level of attention that you need.
These are the basic qualities to look for in a RPO firm. Once you’ve shortlisted your preferred companies comes the hard part of choosing the right one for your business in the Philippines.
How to Choose the Right Recruitment Partner in the Philippines
Selecting the right RPO partner can significantly impact your hiring success and organizational growth. You have to find a partner who not only understands the local job market but also aligns with your company’s culture and goals.
Below are the essential steps in choosing your ideal recruitment partner.
1. First, Assess Your Hiring Needs
Before you even talk to a RPO firm, it’s important to first be clear about your hiring needs. Make sure to identify skill gaps in your organization, clarify the roles and responsibilities of the position, inform the recruitment outsourcing firm of your business goals and expectations, and what the desired values of the ideal candidate are (to assess their cultural fit).
The more you’re able to specify about the job, the better the quality of candidates they will be able to screen for you.
2. Find Out How Their Processes Work
While every RPO firm essentially does the same job of recruitment, each one does so differently. And depending on what process they follow, you can end up with less than ideal candidates for the position.
To avoid a potential mismatch between the role and the candidate, inquire about how the recruitment outsourcing firm sources, screens, and interviews them. After all, you don’t want to just hire people, you want to keep them for longer, as it often costs more to hire new people than to retain them.
The best recruitment process outsourcing firms also employ cutting-edge recruitment technologies that help them streamline their search. These include applicant tracking systems (ATS), AI-powered screening technologies, and data analytics to help provide relevant insight.
Related Reading: The Impact of Technology in Recruiting Top Talent
3. Understand How Their Pricing Models Work
Every recruiter has their own way of pricing their services. While most of them only get paid when a candidate is hired, how much that actual cost is computed may vary.
Some of the common pricing models are cost-per-hire (for individuals), cost-per-slate (for groups), and cost-per-transaction (for projects). Additionally, the urgency and length of the RPO engagement also affects the costs. Higher volume hiring projects with tight timelines will of course have higher fees.
Many firms also offer customized pricing structures for more unique or specialized hiring needs. This can be a great option for hard-to-fill positions where the quality and experiences of the candidate takes priority over urgency/time-to-fill.
4. Make Sure They Know Your Company Culture
Recruitment outsourcing firms act on behalf of your company. They essentially represent your brand, and that should be reflected in their recruitment efforts. After all, you want them to attract employees that will be a good fit for your organization, so they should be deeply familiar with it.
So when selecting a recruitment outsourcing firm, ask them how they’ll accurately convey your company culture, benefits, and values to prospective hires. Additionally, you should both be aligned on what the ideal candidate’s qualities are to ensure that the screened candidates fit your criteria.
Make Recruitment Easier with Sysgen RPO
Choosing the right recruitment partner in the Philippines is a critical strategic investment that can help you find and retain the best talent for your company. However, this decision requires careful consideration, as there are many factors involved such as costs, track record, scalability, industry expertise and more.
If you are unsure over where to start, we at Sysgen RPO would be more than happy to assist you. As a pioneer in this industry with over 30 years of experience, we have a deep understanding of several industries’ needs when it comes to recruitment.
Our extensive range of recruitment solutions are tailored specifically to address the current challenges faced by Filipino companies. Whether you’re a fast-rising startup, or a rapidly expanding corporation, we’ll find the right candidate for your organization.
Here are some of our onshore RPO services in the Philippines:
Enterprise RPO (Comprehensive Recruitment Management)
Our Enterprise RPO is designed for consistent, high-volume recruitment. We provide a complete, end-to-end recruitment solution that handles everything from sourcing to onboarding. This results in a streamlined process that enhances efficiency, while still prioritizing quality.
Benefits: long term engagement, complete management of recruitment functions, can be seamlessly integrated with your existing HR structure
Modular RPO (Tailored Recruitment Components)
Our Modular RPO is designed for flexibility. It allows you to outsource specific recruitment functions that require expert handling. Whether it’s for sourcing, interviewing, or background checking, we can provide you with a tailored solution for your exact needs.
Benefits: select only the recruitment services you need, cost-effective solution for targeted recruitment support, easy integration with your in-house HR department
Project RPO (Targeted Hiring Initiatives)
Our Project RPO is designed to fill specific roles within a tight timeframe. This makes it suited for short-term or seasonal hiring needs. Our specialized resources allow us to quickly hire qualified people without compromising quality.
Benefits: quick turnaround for urgent hiring needs, scalable to support various project sizes, quality assurance with dedicated expertise
If you would like to know more about Sysgen RPO’s onshore recruitment outsourcing services and how they can help you find the best talent for your team, contact us here.
References:
Roa, J. (2019, Nov 26) The Art of Hiring Smart: Best Practices in Candidate Screening. Sysgen RPO
https://sysgen-rpo.com/the-art-of-hiring-smart-best-practices-in-candidate-screening/
Tailored Offshore and Onshore Recruitment Solutions, Sysgen RPO, Retrieved August 8, 2024 from https://sysgen-rpo.com/recruitment-solutions/
Roa, J. (2018, Oct 2) How Offshore Companies Lower Recruitment Cost. Sysgen RPO
https://sysgen-rpo.com/offshore-rpo-companies-lower-recruitment-cost/
Unleashing the Power of Recruitment Excellence. Sysgen RPO, Retrieved August 8, 2024 from https://sysgen-rpo.com/our-edge/
Roa, J. (2019, Nov 20) RPO 101: Frequently Asked Questions You Should Know About the Industry. Sysgen RPO.
https://sysgen-rpo.com/rpo-frequently-asked-questions-faqs/
Roa, J. RPO Firms in the Philippines – Profile, Services and Specializations. Sysgen RPO. https://sysgen-rpo.com/rpo-firms-in-the-philippines-profile-services-and-specializations/
Rhodes, K.H. (2023, May 16) Recruitment Process Outsourcing: 8 Tips to Help Choose a Provider. Complete Payroll Solutions.
https://sysgen-rpo.com/rpo-firms-in-the-philippines-profile-services-and-specializations/
Bunag, L. (2019, May) A Guide on How to Hire Employees in the Philippines. Veremark.
https://www.veremark.com/blog/a-guide-on-how-to-hire-employees-in-the-philippines
The Cost of Hiring a New Employee vs Retaining One. CareerBuilder. Retrieved August 8, 2024, from https://resources.careerbuilder.com/employer-blog/the-cost-of-hiring-a-new-employee-vs-retaining-one
Roa, J. (2020, Jan 22) How RPO Can Help Overcome Operational Hiring Issues. Sysgen RPO
https://sysgen-rpo.com/rpo-can-help-overcome-operational-hiring-issues/
Recruitment Process Outsourcing (RPO): A Complete Guide for Recruiters. Recruit CRM. Retrieved August 8, 2024 from https://recruitcrm.io/blogs/rpo-recruitment-process-outsourcing/#:~:text=It%20will%20look%20at%20turnover,required%20to%20power%20these%20processes.
Bridge to the Best Talents in the World. Sysgen RPO. Retrieved August 8, 2024, from https://sysgen-rpo.com/about-us/
Your Local Talent Acquisition Partner. Sysgen RPO. Retrieved August 8, 2024, from https://sysgen-rpo.com/onshore-rpo/
Are You Interested in Working with Sysgen RPO? Sysgen RPO. Retrieved August 8, 2024, from https://sysgen-rpo.com/contact-us/
