1.
Recruitment Process
Outsourcing
What, When and Why
Some ideas to get you thinking about RPO

2.
What is Recruitment Process
Outsourcing
(RPO)?
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3.
What is Recruitment Process Outsourcing (RPO)?
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• A client-centric solution tailored to provide
organizations with the necessary manpower,
expertise, tools, technology and activities to
help them establish a more cost efficient
recruitment function.
• RPO can involve a partial engagement to
help with one location or function or
department or a full partnership to handle all
recruitment requirements of the company.
• It generally applies to companies that have
multiple positions to fill within a year.

4.
When does RPO make sense?
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When your company resources are stretched
to complete multiple staffing assignments
When facing multiple staffing assignments, an internal HR department is likely to be challenged
with a daunting task.
Consider that for each open position, they should:
- Understand and help develop the ideal candidate profile
- Write the relevant job description
- Develop a sourcing strategy
- Maintain and update a dynamic database of candidates
- Assess and evaluate the credentials of a large number of candidates
- Organize and conduct interviews
- Solicit internal feedback
- Prepare shortlist
- Help select the right candidate
- Finalize offer
… and that’s if the process is managed efficiently!

5.
When does RPO make sense?
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When the HR function is understaffed and inexperienced
When the HR function within the company is a generalist
function that caters mainly to transactional issues, the
burden of understanding and developing the right talent
profiles can prove challenging.
Consequences of overburdening HR staff:
- Delays in delivery
- Increased stress
- Loss of motivation
For an inexperienced HR manager, recruiting talent is a
struggle - from planning through execution - if the
expertise to identify and perform the tasks efficiently is not
available.

6.
When does RPO make sense?
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When a company has a complex organizational structure
Complex organizational structures can breed
inconsistency in the hiring process and undermine
the whole procedure. The result often produces a
talent pool that lacks homogeneity and employees
who may not fully embrace the organizational
culture.
Examples of complex structures that affect recruiting
ability:
• Companies with offices that are geographically
dispersed
• Holding companies with diversified businesses
• Companies that are a result of a merger or
acquisition
• Companies with different office ownerships

7.
When does RPO make sense?
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When a company has an inefficient, costly procedure
To be done efficiently, recruitment requires:
Qualified recruitment personnel & Investment by the
company for:
• Agency fees
• Advertising fees
• Employee referral fees
• Job board costs
• Candidate communication costs
• Travel expenses
• Costs associated with overhead and administrative
support
• Talent search commissions (which can vary from
15% to 35% of agreed compensation)

8.
How can RPO Solve These Problems?
• An RPO solution comes as an extension to the HR department’s capabilities to help with a particular
assignment, function or project. It is quickly scalable to provide the structure and resources needed to
deal with the volume at hand without having wastage or inefficiencies.
• The full scope of recruiting tasks is taken care of by qualified professionals.
• Each position/project receives the time and professional attention it deserves.
• Volume of staffing assignments does not affect quality of recruiting for any position.
Multiple Staffing Assignments
• An RPO option can help put in place the systems, processes and resources to take the project from
inception to execution. The model can work as a Built, Operate and Transfer concept where the RPO
company helps puts the structure and defines the activities to complete the project while recruiting and
training the HR staff for the client company to take over the project in the longer term.
HR Function is Understaffed and Inexperienced
• RPO enables complex organizations to enforce uniformity in their recruitment process, enabling them to
maintain homogeneity across their workforce. It maintains compliance standards and benchmarks that
produce hiring procedures that foster rational and rigorous selection.
Complex Organizational Structure
• An RPO solution can help remove excessive costs (while improving the entire recruitment process).
• With an RPO in place, the company no longer needs to advertise, subscribe, invest, or overload its HR
staff with additional tasks.
• RPO replaces exhaustive, costly procedures that may or may not result in a pool of qualified talent.
Inefficient, Costly Hiring Procedure
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9.
RPO Benefits Review
Guaranteed
high
candidate
quality
• RPO solutions help clients achieve a high quality of hire using top candidate-sourcing practices
supported by advanced technology solutions.
Aligning
recruitment
with business
goals
• RPO firms provide dedicated consulting and planning services to:
• Identify client needs
• Establish HR goals
• Create a solution that aligns with the company’s business goals and addresses
shortcomings/deficiencies within current recruitment practices
Significantly l
ower hiring
costs
• RPO provides a cost-effective approach, leveraging dedicated recruitment specialists, top-quality
sourcing, recruiting processes and infrastructure.
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10.
How can RPO Solve These Problems?
dedicated to helping client companies identify, attract, hire
and retain the Talent they need to be competitive in
today’s economy.
SPA’s full complement of Talent acquisition services,
including Recruiting Process Outsourcing, are described on
our website: www.searchpatharabia.com.
For more information:
Phone +961 1 964 580
info@searchpatharabia.com
Azarieh Building, Block 3, 5th floor
Azarieh Street
Solidere, Downtown
Beirut, Lebanon
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