Onshore or Offshore RPO? A Guide to Making the Right Choice

by | Oct 15, 2024 | Offshore RPO

  • Recruitment Process Outsourcing (RPO) helps companies overcome the challenges of finding the right talent by streamlining hiring processes, whether through onshore providers with local expertise or offshore providers offering scalability and cost savings. 
  • The choice between onshore and offshore RPO services depends on factors like budget, cultural fit, and specific recruitment needs. 
  • Sysgen RPO offers tailored solutions, leveraging its expertise to help organizations navigate these options and optimize their recruitment strategies for long-term success.

Finding and hiring the right talent can be a real challenge. 

While dealing with the pressure to find candidates who have the right skills and fit seamlessly into the company culture, firms also struggle with the high costs and time-consuming nature of the recruitment process. On top of that, navigating complex labor laws and staying compliant can add another layer of stress to an already demanding task.

To address these, more companies are turning to Recruitment Process Outsourcing (RPO) to streamline their hiring processes and gain a competitive edge. RPO providers can help organizations manage their entire recruitment lifecycle, from sourcing candidates to onboarding, allowing them to focus on their core activities. 

But when it comes to choosing an RPO provider, one big decision companies need to make is whether to go with an onshore or offshore partner. Each option has its own set of pros and cons, so it’s important to understand the key differences to make the best choice for your business.

In this guide, we’ll dive into the differences between onshore and offshore RPO services, helping you understand which approach might be the best fit for your business.

What Is Onshore RPO?

Onshore RPO refers to outsourcing your recruitment process to a provider within your own country or region. This means the recruitment team is located domestically, allowing for a deeper understanding of local talent markets, cultural nuances, and industry-specific requirements.   

In the Philippines, the term “onshore RPO” is not commonly used. Instead, local businesses use terms like “outsourcing recruitment” or “recruitment process outsourcing” when discussing domestic outsourcing of hiring processes.

Key Benefits:

  • Stronger cultural fit: With onshore RPO, recruiters have a better understanding over cultures in local companies. This means they can better identify candidates who can seamlessly align with your company culture. 
  • Faster time-to-hire: Since onshore RPO involves partnering with specialists locally, there will be reduced communication barriers, leading to quicker decision-making processes.
  • Compliance adherence: Onshore RPO providers are well-versed in local labor laws and regulations, making compliance easier.
  • Improved candidate experience: Local recruiters can provide better support and guidance to candidates.

What Is Offshore RPO?

Offshore RPO involves outsourcing a company’s recruitment functions to an external service provider located in a different country. This strategic approach allows organizations to access global talent pools while reducing costs and focusing on their core competencies.

Key Benefits:

  • Access to global talent: Offshore RPO providers offer access to a vast and diverse pool of skilled talent from around the world, opening companies up to more possible candidates.
  • Cost savings: With Offshore RPO, companies can hire talents from other countries, which in turn reduces recruitment expenses due to the lower labor costs in other markets. 
  • Scalability: Fluctuations in hiring needs require firms to be able to quickly adjust staffing levels, which can overwhelm internal teams. Offshore RPO can fulfill these demands efficiently.
  • Focus on core business: Free up internal resources to concentrate on strategic initiatives.  

Key Differences Between Onshore RPO and Offshore RPO

Onshore and offshore RPO are two distinct approaches to outsourcing recruitment. Some of the primary differences fall under the following aspects:

1. Cost

Depending on where your company is based and local labor costs, Onshore RPO may be the pricier choice between the two. Despite this, the investment can be worth it, especially when you factor in the local expertise and the peace of mind that comes with staying compliant with domestic regulations.

Meanwhile, offshore RPO is generally more budget-friendly, thanks to lower labor costs in areas that typically offer offshoring services, like India, the Philippines, or Eastern Europe. It’s a great option for companies that are focused on cutting recruitment expenses without sacrificing quality.

2. Talent Pool and Expertise

When it comes to having a deep understanding of the local talent market, Onshore RPO shines. It’s the perfect choice for companies that need candidates with specific skills or professionals who are well-versed with the local industry’s ins and outs. If localized expertise is what you’re after, onshore RPO is the way to go.

On the other hand, offshore RPO is the better choice if you’re looking to cast a wider net. These providers have a global reach, giving you access to a larger, more diverse talent pool. It’s a smart choice for companies that want to scale their recruitment quickly or break into new and emerging markets.

3. Cultural Alignment and Communication

Onshore RPOs usually align well with the client’s cultural norms and language, which makes communication easier and helps ensure everyone’s on the same page when it comes to values and goals.

While it’s possible to run into minor challenges due to cultural differences and language barriers when partnering with Offshore RPOs, you don’t need to worry since these companies understand the importance of addressing these issues. Many offshore providers are proactive about overcoming these issues by offering training and multilingual support to keep things running smoothly.

4. Time Zone and Accessibility

Onshore RPOs have the advantage of being in the same time zone as the client, which makes it easier to communicate in real-time, get quick responses, and coordinate smoothly.

If you want to be in constant communication with your recruitment agency partner, the time zone differences might make working with Offshore RPOs trickier. Nevertheless, this can easily be overcome with extra planning when it comes to communication channels. 

5. Technology and Infrastructure

Onshore RPOs usually come with specialized tools and technologies that are just right for the local market, making sure everything stays compliant with domestic hiring rules. They might not be as big as some offshore providers, but they’re well-suited to local needs.

On the other hand, offshore RPOs tend to have larger, centralized operations with cutting-edge technology and infrastructure. They’re often really good at managing large-scale recruitment efficiently, thanks to their advanced tools and resources.

6. Compliance and Regulatory Issues

Onshore RPO has the upper hand when it comes to understanding and navigating domestic labor laws, which helps keep everything compliant and lowers the risk of any legal issues.

On the other hand, Offshore RPO providers have a more extensive knowledge of global hiring practices, and many have specialized teams that stay updated on evolving legal requirements across different countries. By partnering with these providers, companies can confidently navigate international regulations while accessing top talent worldwide.

7. Scalability and Flexibility

Onshore RPO is great at being agile, using its local know-how to quickly adapt to market changes and meet client needs. The close proximity means real-time feedback and fast adjustments are easy to manage.

Meanwhile, offshore RPO really stands out when it comes to scalability. It’s perfect for tapping into large talent pools, making it easy to expand quickly for high-volume hiring or new job roles. Plus, it gives you access to a diverse range of candidates across different industries.

A Closer Look Between Onshore RPO and Offshore RPO: Pros and Cons

Onshore RPO

Pros

  • Deep understanding of local market: Recruiters possess in-depth knowledge of local talent pools, industry trends, and cultural nuances.
  • Faster time-to-hire: Reduced communication barriers and quicker decision-making processes.
  • Stronger cultural fit: Better alignment between candidates and company culture.
  • Improved candidate experience: Local recruiters can provide better support and guidance.
  • Compliance adherence: Easier to navigate local labor laws and regulations.

Cons

  • Higher costs: Typically associated with higher labor costs compared to offshore RPO.
  • Limited talent pool: Access to a smaller pool of candidates compared to offshore options.
  • Scalability challenges: Difficulty in rapidly scaling recruitment efforts during peak hiring periods.

Offshore RPO

Pros

  • Cost-effective: Lower labor costs in many offshore locations.
  • Access to global talent: Tap into a wider pool of candidates with diverse skill sets.
  • Scalability: Ability to quickly adjust staffing levels to meet changing hiring needs.
  • Around-the-clock coverage: Potential for 24/7 recruitment operations.

Cons

  • Communication challenges: Time zone differences can hinder real-time collaboration.
  • Cultural differences: Potential misunderstandings and difficulties in aligning with company culture.
  • Data security concerns: Increased risk of data breaches due to geographical distance.
  • Quality control challenges: Ensuring consistent service standards can be more complex.

By carefully evaluating these factors, organizations can determine the most suitable RPO model to meet their specific needs and objectives.

Choosing Between Onshore RPO and Offshore RPO

The decision between onshore and offshore RPO hinges on various factors:

When to Choose Onshore RPO

  • Deep local insight: When you need someone who truly gets the local market, culture, and industry specifics. 
  • Quick turnaround: When speed is crucial, having a team close by can make all the difference in getting the right hires fast.
  • Compliance and regulatory needs: For industries with strict regulations, onshore RPO helps you keep everything compliant and on track.
  • Boost your brand: To strengthen your local employer brand and attract top talent in the area.

When to Choose Offshore RPO

  • Cost reduction: Perfect for companies looking to cut down on recruitment expenses.
  • Access to specialized talent: Ideal when the talent you need is hard to find locally.
  • Scalability: Great for businesses that need to ramp up hiring fast when demand spikes.
  • Around-the-clock coverage: Ideal for global companies with operations across different time zones.

Remember that the best choice depends on a careful evaluation of your organization’s specific needs and priorities.

Optimize Your Recruitment Strategy with Sysgen RPO

Deciding between onshore and offshore RPO services comes down to a few key factors like budget, cultural fit, and your specific hiring needs. It’s important for organizations to think about their priorities, long-term goals, and the type of roles they’re looking to fill before choosing the best approach.

Sysgen RPO offers the flexibility to tailor your recruitment process, whether you prefer the familiarity of onshore RPO services or the scalability and cost-effectiveness of offshore RPO solutions.

With our deep expertise and commitment to understanding your unique needs, we help you navigate the complexities of both onshore and offshore RPO, ensuring you make the right choice for your organization and meet your long-term objectives.

Contact us today and discover how Sysgen RPO can elevate your recruitment efforts, delivering the right talent to drive your business forward. 

Jo Rebustillo

LEARNING AND DEVELOPMENT MANAGER

Jo started her recruitment career in 2007. Since then, she has worked with several RPO and BPO companies in different capacities. She has worked as a Recruiter covering requisitions in US, AU, EU and APAC handling volume, non-IT and IT. She has led several teams as a Recruitment Manager, Account Manager, Service Delivery and Business Development. She has also led teams in different industries such as Media and Advertising, IT, Outsourcing, BPO, Manufacturing, Military, Healthcare and Sciences. She has built teams based on their strengths and developed leaders with strong ethical values as well as aiming to beat the average. She strongly believes in integrity, strive for growth, persistence and kindness as hallmarks of a successful person and company.

Nikita Magpantay

CLIENT RELATIONS MANAGER

Niki is a dynamic human resource professional with a focus on talent acquisition and HR business partnership, bringing her extensive expertise gained over 6 years. She is a versatile Recruiter specializing in diverse sectors including technical, banking and finance, logistics, sales, healthcare, and volume hiring. Niki, as an experienced HR Business Partner has proven success in aligning HR initiatives with business objectives, contributing to organizational growth. She seeks to foster positive employee relations and implementing effective engagement initiatives and business strategies while ensuring adherence to labor policies. Adept at combining a friendly demeanor with a dedicated result-oriented approach helps her bring a unique blend of empathy and strategic acumen to the workplace.

Intejar “Ram” Julkiram

CLIENT RELATIONS MANAGER

With 9 years of background in RPO, Ram is adept at managing and optimizing the recruitment process for clients, ensuring a seamless and efficient experience. His skills include a deep understanding of both the IT and non-IT industries, enabling him to provide tailored recruitment solutions for the team.

Shara Jane Bonifacio

CLIENT RELATIONS MANAGER

Shara Bonifacio boasts a rich and diverse career spanning more than 10 years within various industries in recruitment. As a highly skilled and effective communicator adept at engaging with people across multiple platforms, her passion lies in building lasting relationships. She excels not only in connecting with candidates but also in fostering strong ties with clients and stakeholders.

Throughout her career in industries such as Financial Services, Insurance Brokerage, Information Technology, Pharmaceutical, and Healthcare, Shara has showcased her results-driven mindset. Her penchant for challenges motivates her to continuously strive for excellence and growth.

Shara's leadership experience is a testament to her ability to guide and inspire teams, ensuring collective success and achieving organizational goals.

Evangeline “Gigi” Tilaon

CLIENT RELATIONS MANAGER

Gigi, an inspiring leader, possesses nearly 5 years of expertise in the art of Talent Acquisition and boasts a distinguished 15-year legacy of visionary leadership. She is renowned for her unwavering dependability and boundless supportiveness, qualities that radiate through every endeavor she undertakes. Gigi's leadership style is characterized by remarkable transparency and hands-on engagement, underlined by a profound trust in her team's exceptional talents. She confronts challenges with fearless determination, inspiring her team to achieve greatness. As a passionate outdoor enthusiast and a nurturing fur parent, Gigi advocates for a work-life equilibrium with extraordinary grace and enthusiasm.

Randy Owen Roman

CLIENT RELATIONS MANAGER

Randy brings extensive experience in the recruitment industry, spanning over 5 years. During his tenure, he has successfully managed a diverse portfolio of clients across multiple sectors, including IT, Financial, Retail, Light Industrial, BPO, Market Intelligence, and Healthcare. Randy is passionate about the outdoors and finds joy in activities like hiking and exploring nature. Equally, he appreciates the arts, indulging in music, movies, and series. As a leader, Randy exemplifies fairness and empowerment, consistently guiding and inspiring his team to surpass expectations.

Avielle Bernardino

CLIENT RELATIONS MANAGER

Avielle, with 7 years of Healthcare Recruitment, is not just a leader. She is a mentor and an architect of streamlined offshore program planning. She has an innate ability to optimize processes, ensuring they align seamlessly with our clients' and program-defined standards. She empowers her peers, nurturing exceptional performance and maintaining a high level of service quality. This dedication to efficiency has set a new benchmark within our organization. She actively participates in strategic planning initiatives, driving a culture of continuous improvement. This proactive approach ensures we stay ahead in a rapidly evolving industry.

Kris Florblanco

CLIENT RELATIONS MANAGER

Kris, with over six years in IT Recruitment and three years of team leadership, is known for dependability and supportiveness. Transparent and hands-on, she places trust in her team. An outdoor enthusiast, Kris faces challenges head-on to keep her team up and running.

Grace Marasigan

CLIENT RELATIONSHIP MANAGER

Grace, an empowering leader with six years in Talent Acquisition, is passionate about innovation and improvement. Balancing work quality and agility across various industries, her compassionate approach extends to her personal life as a committed vegan.

Ly Poticar

MANAGING DIRECTOR - OFFSHORE STAFFING

Ly brings 2 decades of expertise in the Recruitment and Staffing industry, covering various business verticals in both local and global recruitment. He has successfully led growth projects for SMBs and offshore expansion initiatives for Shared Services and other global enterprises. He seeks to continuously evolve his recruitment practices and client partnership agenda to provide innovative solutions and be a step ahead of the market trends. Ly has recruitment experience in the talent market for the following majors, as well as emerging industries: Tech – hardware/software/mobile/consulting/Web3, Online Gaming & Media, Digital Marketing, Finance – corporate/banking and fintech, Construction & Engineering, Energy, BPO, Manufacturing & Logistics.

Lara Belo

MANAGING DIRECTOR - ONSHORE RPO

Lara brings a decade of invaluable experience in the field of IT recruitment, catering to diverse and niche IT roles. With adeptness in team management, she has led successful recruitment teams. She guides her team in effectively sourcing, tailoring recruitment strategies, and connecting top-tier IT professionals with optimal career opportunities nationwide.

Her extensive background in business development and client relations has not only led to the acquisition of new accounts that have expanded over time but also positioned her as a trusted partner for numerous clients.

Ezalyn Caberto

MANAGING DIRECTOR - OFFSHORE RPO

Eza is an accomplished RPO leader. She has a proven experience in building and leading high-performance recruitment teams.

Eza is also experienced and active in offshore RPO's management, recruiting, and consulting aspects. She has implemented several successful offshore recruiting accounts that have grown over time.

Eza is also a successful mentor who has produced budding leaders in her field. As a mentor, she has a strong focus on supporting emerging millennial team players.

Candy Poblete

HR MANAGER

Candy has been an HR Practitioner for 10 years. Her extensive experience in managing end-to-end HR facets came from various industries. She’s a champion in handling employee relations and labor relations. As a strategic thinker, she is adept at aligning HR policies and practices with the company’s goals and objectives, safeguarding the organization from legal complications, and providing employees with a secure and fair environment.

Anna Katrina Roa

VICE PRESIDENT OF FINANCE AND ACCOUNTING

Katrina, a De La Salle University graduate with a BSC in Accounting, plays a vital role in maintaining the company's financial health. She generates reports, manages budgets, and oversees the accounting department.

With over two (2) decades of experience in the recruitment industry, she is well-versed in its financial dynamics. Her expertise allows her to adeptly address the unique financial needs of recruitment businesses, making her an invaluable asset to the organization.

Jimmy P. Roa

CEO AND CHIEF RECRUITMENT OFFICER

Jimmy is a business executive in the field of BPO, RPO, IT Staffing, Technical Recruiting, Virtual Recruiting, Remote Staffing, and CAD Outsourcing. Having been involved in these industries for the past 30 years, Jimmy knows what works and what doesn’t. Aside from being the CEO of Sysgen RPO, he is also CEO of Sysgen – an IT Staffing firm which he founded in 1991.

Keen to working with clients who are willing to practice the “One-team Concept”, Jimmy has been mainly responsible in growing the Sysgen Group to what it is now.

He believes that clients are partners and that a true alliance is essential in achieving overall goals of cost savings and process improvement.