Leveraging RPO for Effective Tech Recruitment
Recruitment process outsourcing (RPO) has become an increasingly popular solution for tech companies looking to hire talent effectively. RPO provides a way to outsource the recruitment function to a specialised provider, enabling companies to tap into expertise and technologies to enhance their recruiting efforts. This article explores the ins and outs of utilising RPO for tech recruitment.
RPO offers numerous benefits to optimise recruitment for tech firms struggling to attract talent in a competitive labour market. Partnering with an RPO provides access to dedicated recruiters with specialised experience in tech hiring. Rather than managing the recruitment function internally, companies can leverage a provider’s proven strategies, tools, and networks to source, engage and hire qualified candidates faster.
Outsourcing recruitment also brings increased efficiency and cost savings compared to traditional recruiting models. RPOs can effectively scale teams and resources to meet hiring demands, while companies only pay for the recruiting services they need. This on-demand flexibility pairs with end-to-end hiring process management for a streamlined and strategic approach to tech recruitment.
Critical Questions About Using IT RPO Providers for Tech Hiring
As interest in RPO solutions grows across the tech sector, companies naturally have questions about how the model works and what to look for in a provider. Below are answers to some of the top questions tech firms should consider when exploring RPO.
What is an RPO provider?
An RPO (recruitment process outsourcing) provider is a third-party firm that manages corporate recruiting functions. RPOs are an extension of a company’s human resources department, taking ownership of talent acquisition needs. Top RPOs have expertise across various hiring areas, including tech recruitment.
What recruitment services do RPOs offer?
RPOs are equipped to provide a full spectrum of talent acquisition services, from developing hiring strategies to onboarding new hires. This can include workforce planning, job advertising, candidate sourcing, screening, interviewing, assessments, background checks, offers and more. The depth of services depends on the company’s specific RPO model.
What are the main RPO pricing models?
There are a few common RPO pricing structures:
- Fee per hire: Company pays a fixed price for each candidate the RPO hires. Prices vary based on role seniority.
- Dedicated model: Company pays a fixed monthly fee for a dedicated team of RPO recruiters.
- Project-based: The company produces a fixed project fee for RPO to recruit for specific roles in a set timeframe.
Pricing is tailored to each client’s hiring needs and program scope. Per-hire fees typically range from 15-30% of the hired candidate’s first-year compensation.
How can tech companies benefit from RPO services?
Tech firms can leverage RPO to tap specialised expertise in areas like sourcing tech talent, speeding hiring and enhancing their employer brand. Other potential benefits of RPO include:
- Cost efficiency – Only pay for recruiting activities you need
- Flexibility – Scale teams up or down as hiring needs change
- Deeper talent reach – Access the RPO’s networks and recruiting tech
- Recruiting process optimisation – Streamline and improve recruiting workflow
- Internal focus – Free up HR to focus on strategic initiatives
What to look for in an RPO provider?
When researching RPO partners, look for:
- Proven experience and success recruiting for tech roles
- Technical recruiting expertise across key tech stacks
- A robust talent network within the tech community
- Applicant tracking systems and AI-enabled sourcing tech
- Scalable delivery model to flex with hiring demands
- Recruiting analytics and insights
- A partnership approach focused on client success
How does an RPO company differ from staffing agencies?
RPOs provide end-to-end recruitment services, while traditional recruitment agencies mainly focus on sourcing candidates for specific open roles. RPOs also employ their recruiters as part of a client’s team, while staffing agencies have separate internal recruiters.
Key Steps in the Tech Recruitment Process Outsourcing
While each RPO engagement is unique, the talent acquisition process typically follows similar stages for delivering successful tech recruitment:
Strategy and Planning
An RPO will first work closely with the client to understand their organisation, hiring needs and goals. These insights shape a customised recruitment strategy and process roadmap.
Candidate Sourcing
Leveraging the RPO’s talent networks and recruiting tech stack, recruiters actively identify, engage and qualify potential candidates through advertising, employee referrals, social media outreach and more.
Screening and Interviewing
The RPO service provider screens applicants and manages interview scheduling and logistics. Recruiters interview candidates and address any technical screens or assessments.
Selection
The RPO recruitment team presents qualified candidates to the client hiring team for final interviews and selection. Recruiters coordinate offer details and negotiate on the client’s behalf.
Onboarding
Once hired, the RPO can manage onboarding tasks like background checks, paperwork and pre-employment activities to ensure a smooth transition.
Is Tech RPO Right For Your Company?
While RPO offers many benefits, there are better solutions for some tech firms’ talent acquisition needs. Companies should consider if they have:
- High-volume hiring needs or trouble filling critical roles
- Limited internal recruiting resources and expertise
- Need for greater reach into talent pools and networks
- Goals to reduce time-to-hire and recruiting costs
- Lack of recruiting tools, technologies and infrastructure
- A desire for analytics, insights and process optimisation
If these challenges resonate, RPO can provide scalability, efficiency and strategy to drive tech recruitment success. Partnering with the right provider empowers firms to compete for top talent.
Key Takeaways About Tech RPO
- RPO provides dedicated tech recruitment expertise as an outsourced solution
- Allows tech companies to tap full-service talent acquisition capabilities
- Delivers access to broader talent networks and sourcing technologies
- Enables flexible, on-demand recruiting resources as hiring needs change
- Helps optimise processes, reduce costs and meet talent goals
- Focuses internal teams on more strategic HR initiatives
- Tech firms should look for proven RPO experience and capabilities
- Following a structured approach, RPOs deliver end-to-end recruiting
- Companies with high-volume hiring and talent scarcity can benefit the most
Recruiting challenges continue across the competitive tech sector. By leveraging recruitment process outsourcing, companies can drive strategic talent acquisition and build teams to drive innovation.
NTIATIVE is a recruitment company in Poland, specialising in IT RPO, Tech RPO and talent acquisition of mid to senior roles in Software Development, Data Engineering and Infrastructure.
