Four reasons why companies should use Recruitment Process Outsourcing (RPO)

Four reasons why companies should use Recruitment Process Outsourcing (RPO)

Consider outsourcing your recruitment process if you want to improve the recruiting process and manage your talent acquisition more effectively. Many businesses are not aware of the concept of recruitment process outsourcing (RPO).

So, what exactly is RPO and what are its benefits for businesses if they implement RPO?

Simply put, RPO is when a corporation outsources all or a part of its permanent recruitment to a third party. Access to even the simplest of personnel within the market is critical for competitive advantage and business performance.

When opting for or choosing a product or service, one of the foremost inquiries to ask is, “In what way does it benefit my company?” Choosing the right RPO company, one that understands company culture, beliefs, and hiring goals pay off tremendously in both the long and short run. Here are a few reasons why companies opt for RPO for their recruitment.


Recruiting challenges faced by companies 

Recruiting software

Attracting the proper candidates is challenging


One of the biggest challenges for 76% of recruiters is attracting quality candidates (C MD Recruitment, 2019). You would have tried to get the right candidate in an extremely swarming pool of unqualified talent and learned that your options are narrow and limited.

In that situation, you’ll pick the most rudimentary candidate you’ll identify at the time and not the most appropriate and efficient candidate for the role in the recruitment process.

It’s not always the number of people who apply for one position; the most sensible way to hire the right candidate is often from a smaller group of more qualified and competitive talent.


Engaging qualified candidates is not easy 


42% of managers are bothered that they won’t be able to find the talent they need. (LinkedIn, 2019). It is difficult to stand out from the crowd when recruiters are regularly approaching candidates with good talent. 

Furthermore, candidates with hard-to-find skills often consider several job offers at the same time. You would like to put extra effort into persuading passive candidates to decide on your company over your competitors.

Before approaching a passive candidate, research what motivates them and what makes them happy in their job. With this data, personalize your sourcing emails to explain what you’ll be able to offer them rather than what they’ll do for your company.


Companies struggle to hire faster


Time saved can also be put to use by improving the quality of products and services your company provides, which can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.

In order to save lots of money and delay operations, hiring teams want to fill vacant positions as soon as possible. In several industries, recruitment can take several months, putting pressure on recruiters and hiring teams. 

A protracted time to rent is additionally a byproduct of a shortage of qualified candidates. The hiring process is additionally too long, or hiring teams might struggle to achieve a consensus, resulting in the only candidates finding jobs elsewhere.

Companies usually do not use data-driven recruiting


In order to continuously improve their recruiting process and make better decisions, companies can use recruitment data and metrics. But collecting and processing data is going to be a hassle. Spreadsheets are some way to trace hiring data, but they require manual work, are in danger of human error, and don’t seem to be compliant. This makes it hard to trace data and trends accurately. Data must be compiled and arranged efficiently and streamlined by hiring teams.


Overcoming the recruitment challenges through RPO


Recruiting the right people through RPO


An RPO company has access to an enormous number of applicants and recruiters from many industries and regions. RPOs even possess the tools and resources to analyze candidates beyond just their resumes and assess their skill sets, personalities, and other qualities. 

An RPO solution provides hiring managers with a more complete profile of candidates when narrowing down the pool of applicants.

In the event that companies outsource recruitment efforts, they can change their recruitment services at any time. During certain periods of the year or season, businesses may need to build up or stretch their recruitment efforts (such as over the winter break or summer season). 

Recruitment process outsourcing provides the sort of flexibility that employers should scale their recruiting efforts to keep pace with their demand.

RPOs are good at engaging qualified candidates


Top recruitment process outsourcing partners have a wide network of qualified candidates that are already engaged and looking out for the next right opportunity. With expansive knowledge and knowledge of recruiting across various industries, RPO providers easily connect with candidates in roles that are often difficult to fill. 

RPO providers can grasp the most recent technology, including AI and automation, to simply engage candidates and screen them for roles. This helps speed time to rental and ensure specialized candidates receive the simplest experience in their talent journey.

Understanding each industry and your company’s needs for locating specific talent gives RPO providers the advantage of finding and nurturing the proper candidates with supported skills, training, certifications, degrees, and other requirements that will sometimes be difficult for in-house recruiters.

RPO providers cannot only help find the proper candidates but also provide them with a seamless experience that entices them to use them for future positions at your company.


RPOs help you hire faster


The longer a company may suffer a loss, the longer the employment position remains vacant. The company’s performance is put in peril. In keeping with Glassdoor Economic Research, on a median, the hiring process in the USA takes 23 days. 

Some companies tend to have stretched and extended processes which take longer time. It is absolutely reported that 54% of companies haven’t acquired an authorized candidate because their hiring process took too long.

Time saved could also be used to improve the quality of products and services your company provides, which consequently can lead to greater customer satisfaction. It can cause difficulty and end in higher revenue.

RPOs use data-driven recruitment 


RPOs use data-driven recruitment, or recruitment software which makes the method quicker. Nowadays, companies are very choosy about the candidates they require to rent for a specific job.

Data proves to be helpful here as data is clinically relevant and helps you find the most effective candidate while assessing the fit of that candidate. A minimum of data helps you close positions faster compared to after you don’t use data for recruitment.

Data identifies the talent pool faster too. You’ll be able to easily and speedily identify and prioritize the talent pools. This protects time within the process later. 

If you can sum up the precise talent pool picture for your hiring manager and are available with suggestions to incorporate particular pools or exclude or even recommend certain job traits, then your job is half done.

It can change the perception of how recruiters are. This just means recruiters pressed for time and rushing to satisfy targets and deadlines were missing the mark. And, “they” missing the mark simply means the candidates hired won’t be of the “best” quality.   

Data could be a game-changer within the modern recruiting process, and it improves the recruiting efforts by a factor of two while reducing the time taken, thus making it a more efficient process.




Recruitment is important because it offers many benefits to a business. A good recruitment strategy will help you attract and retain high-quality employees who match your brand. The specific elements of the hiring process are unique to each company, but there are general steps every business can follow to attract and hire qualified candidates.

Since the recruitment process takes time and is expensive, most companies cannot afford to hire candidates without spending a lot of time and all the expenses that might overshoot their budget. 

Therefore, they outsource their recruitment process to recruitment process outsourcing firms (RPOs). RPOs make the recruitment process easy and recruit a lot of highly qualified candidates in a very short time, according to the requirements of their clients. 

For over a decade, as an industry leader in RPO, Pragna has engaged its stakeholders, customers, and employees with unparalleled integrity, efficiency, and passion to offer compliant and elite talent solutions. We have been pioneers in providing the best in class solutions to businesses across the globe. 

We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.









5 Frequently Asked Questions about Recruitment Process Outsourcing companies

5 Frequently Asked Questions about Recruitment Process Outsourcing companies

RPO could be a functional model where an organization delegates the management of the recruitment operations (in whole or partially) to a third party expert to drive cost, quality, efficiency, service, and scalability benefits.

 An RPO provider acts as an in-house recruiter for a business, providing efficiency and suppleness within the recruitment process. It relieves HR professionals and employers of administrative burdens and delivers a consistent, involving personal attention experience for job candidates. Here are a few frequently asked questions about RPO companies. 

How does RPO work?


Strategic workforce Planning 

RPO companies use talent analytics to determine the talent supply and demand in the same way as market compensation by department, role, and geography. RPO companies collaborate with your organization to develop a workforce plan and strategy to foresee future manpower or workforce trends, if required.


Deep sourcing expertise becomes an important component of your recruitment strategy since most of the recent jobs are found through networking. RPO providers develop targeted sourcing strategies to handle the needs of specific industries or functions, including recruitment marketing, talent pooling, screening/assessment, predictive analytics, and talent advisory solutions like employer branding, talent analytics, and recruitment messaging.


Thorough screening, including skill assessments, behavioral and personality evaluations, and interviews, creates a pool of candidates that may be an honest fit both for the position and for your company. Screening for cultural fit is additionally a very important part of this process, ensuring that clients receive only candidates who will fit well within the company’s culture.

Recruiting & Offer Management

RPO firms have expertise in recruiting both passive and active candidates to seek out the most effective person for the task. The provider acts as your brand ambassador, promoting a uniform brand message, scheduling interviews, handling salary negotiations, and maintaining tight internal control.


The company remains responsible to the client and provides regular analysis of recruiting metrics like cost per hire, time to fill, retention rates, productivity, recruiting process conversion rates, and more.

Is RPO suitable for both seasonal and temporary recruiting assistance?


Yes, RPO provides help with seasonal or temporary recruitment requirements. This situation is more frequently faced by organizations, and RPOs have an approach that centralizes all the hiring, whether it’s for permanent or temporary employees. 

RPO provides the flexibility of no headcount commitments and it is one of the many benefits they offer. 

RPOs allow companies and businesses of all categories and sizes to have the benefit of expertise and recruitment process outsourcing (RPO) without the limitations on distinct time or resources, which is suitable for short term requirements and helps you to achieve your recruitment goals comfortably.

Is RPO suitable for small companies?


Yes, recruiting process outsourcing is suitable for small and Medium Business. The major hiring challenge for smaller businesses is often their employment brand’s ability to draw in good candidates. 

Bigger organizations generally have a marketing potential that advances and markets their consumer and employment brand. Smaller businesses have the drawback of not being acknowledged within the marketplace or “not being distinguished as an employer of choice.” Their brand will be clear internally, but they may have trouble communicating it externally.

A RPO partner can help them identify what their brand is and communicate that brand within the job marketplace. Let’s admit the fact that recruiting today could be a selling function.

Furthermore, unlike staffing agencies, RPOs market through the brands of their customers to build awareness, increase employment, and increase market presence. Small businesses are also inclined to have less process diligence and consistency in recruiting.

A good RPO partner will bring the diversified employment brand strategy that smaller businesses generally don’t have.

Is RPO cost effective and time saving?


Since RPO providers concentrate on HR, they’re constantly up to date with the changes in strategies, policies, and technologies that help in boosting the HR departments of various industries. This specialization makes outsourcing a cost-efficient strategy. 

Another contributing factor to why you need to opt to outsource your recruitment process is the amount of money you’ll save on salaries. Partnering with an RPO to handle your HR paperwork and administrative duties. gets the duty done even as well for fewer than half the value the companies usually spend on their recruitment.

Recruitment, training, and advertising costs are also a number of the expenses involved when hiring. These require those that are visiting to perform specific functions, and their salaries need to be paid. But unnecessary expenses like employing excess staff within the HR team may be avoided by partnering with an RPO provider.

The cost of software will be high, and administrative duties like paying benefits and distributing payrolls are time-consuming. But by outsourcing these functions and responsibilities, you save an abundant amount of time and money.

The longer an organization may suffer a loss, the longer a job position remains vacant. The company’s performance is put in danger. According to Glassdoor Economic Research, on an average, the hiring process within the USA takes 23 days. Some organizations tend to have extended processes and take longer time. It was reported that 54% of companies have not acquired a certified candidate because their hiring process took too long.

Time saved may be accustomed to improving the standard of products and services your company provides, which successively can cause greater customer satisfaction. It can cause an issue and end in higher revenue.

RPO - Recruitment Process Outsourcing

What are the benefits of outsourcing your recruitment?


Streamlined Recruitment Efforts

An RPO provider allows organizations to reduce their recruitment efforts and makes the process easier. RPO firms provide a regular methodology for recruiting. a feature that’s applied uniformly across the organization, a feature that’s especially important for businesses with multiple locations or entities. 

A streamlined approach to recruiting also eliminates confusion by keeping candidates, hiring managers, and executives well informed throughout the whole hiring process.

A Broader & more practical Talent Search

An RPO provider has access to a vast network of applicants and recruiters across multiple industries and regions. What’s more, they even have the tools to research candidates beyond just their resumes and analyze and assess personalities, skill sets, and other qualities. When narrowing down the pool of applicants, RPO solutions provide hiring managers with a more complete candidate profile.

Companies can change or expand their recruitment services at any time when outsourcing recruitment efforts. This could be largely important for businesses that require them to outstretch or build up their recruitment efforts during a certain time of season or year (like during the winter break or over the summer season). Recruitment process outsourcing provides the type of flexibility these employers have to scale their recruiting efforts to keep pace with their demand.

Reduced Recruiting Costs

Outsourcing recruitment also has the obvious benefit of reducing costs, just like outsourcing other business processes. Executing an RPO solution significantly lowers a business’s cost-per-hire. The time and money that companies want to spend on recruiting (conducting background checks and other pre-employment screenings, including attending job fairs, advertising open positions, and other recruiting trends) can alternatively be redirected to other revenue-generating activities.

RPO companies


For over a decade, Pragna has been an industry leader in RPO while engaging its stakeholders, customers, and employees with paramount integrity, efficiency, and passion about offering compliant and elite talent solutions. We have been pioneers in offering best in class solutions to businesses across the world. 

Pragna offers recruiting and prospecting from small, medium, and large firms serving many of the world’s leading companies. Discover advanced, innovative talent strategies and processes that allow you to stay focused on your core business.

We are competitively agile and highly adaptive to fulfill our consumer demands. Our professional team is innovative, goal-centric, and steadfast in carving a distinct segment within the sales and marketing management services.