Recruitment Process Outsourcing

In this “War for Talent,” companies must tighten their recruiting strategy. Is Outsourcing your option?

The success of your business depends on several factors: strategic focus, operations, finances, marketing, and people. The best companies are comprised of the best people.

Building your team takes precision, patience, time, and money. Recruiting, or the process of permanently/temporarily attracting, screening, and selecting suitable candidates for positions within an organization, is crucial to operate and grow a business. Today’s market has created an unprecedented level of competition for employers. Companies are vying for top talent alongside many other companies and need every advantage to compete in this market. If talent acquisition is not your key business model, you might consider outsourcing your recruiting. This will allow your organization to focus on your core business and leave the recruiting process up to the recruiting experts.

Any company that has ever considered looking externally for assistance in their recruiting efforts has most likely heard the term Recruitment Process Outsourcing (RPO). Recruitment Process Outsourcing is when an organization transfers in part or all of its recruiting efforts to an external organization like us here at Incipio. According to industry analysts, the global recruitment outsourcing market size was valued at USD 5.48 billion in 2019 and is expected to grow to a compound annual growth rate of 18.5% from 2020 to 2027. Many organizations are turning to outsourcing for their hiring needs, and we anticipate that this trend will continue into 2022.


Recruiting consists of owners, supervisors and managers tasked with the hiring process, start to finish. A well-oiled hiring process develops, facilitates, and implements all phases of the recruiting process, which include:

  • Working with owners and managers to determine hiring needs. 
  • Collaborating with the human resource team to generate a job description and hiring criteria.
  • Marketing and posting the job postings and hiring criteria.
  • Sourcing and screening the candidates.
  • Coordinating interviews.
  • Facilitating offers and employment negotiations.
  • Ensure compliance with federal, state, and local employment laws, regulations, and company policies.

No matter the size of your business, hiring can impact your company’s bottom line. Most organizations experience an ebb and flow in their recruiting cycle. Staffing demands can vary by industry, skill, and location. Depending on the organization’s needs, RPO services can be provided on-site, off-site, or a combination of both. Recruitment Process Outsourcing can also come in all shapes and sizes to fit your organization.


Some of the services that an RPO partner can provide include:

  • Recruitment services
  • Recruitment forecasting
  • Candidate sourcing
  • Application review
  • Scheduling and conducting interviews
  • Assessments: psychometric and behavioral
  • Creating of job descriptions
  • Human Resource matrix tracking and review
  • Current employee stay interviews


One of the most significant benefits of working with an RPO partner is customizability. From sourcing to overseeing the entire recruitment process, your RPO partner works with you to support you in the best manner for your organization. 

Recruitment Process Outsourcing Models

1. Fully Outsourced

A company outsources all recruiting tasks. The RPO provider would be responsible for all recruitment tasks, from sourcing to hiring.

2. Shared or Hybrid Recruiting

A company outsources only certain positions, while others remain in-house. 

3. Project-Based Recruiting

A company outsources an RPO provider for a specific period of time for particular roles. The RPO provider would be responsible for the entire recruitment process.


Today’s hiring environment tends to be more challenging to navigate than in the past. To recruit top talent, companies need to be at the top of their game in today’s market. Ensuring companies remain current with the latest recruiting trends, technology, source opportunities, and what candidates seek outside of compensation and benefits is vital to a positive hiring outcome.


Understanding the costs associated with hiring is crucial and often overlooked by hiring managers. Businesses must look at both direct and indirect costs related to hiring. Costs associated with hiring a new employee go beyond the employee’s compensation and benefits. To calculate your cost-per-hire, and other hiring matrices to better understand your recruiting budget needs, and how an RPO could stretch your budget while also providing additional benefits, click here to learn more.

Hiring costs also include items such as:

  • Sourcing – job board fees, career events, marketing 
  • Recruiting software
  • Interviewing – time required by individual sourcing, the hiring manager, and or Human Resource professional. 
  • Assessment testing
  • Background checks
  • Onboarding/initial training
  • Unfilled job duties while filing a position
  • Lowered productivity of current employees

One of the benefits of partnering with an RPO is cost-effectiveness, and it is often one of the top motivations for companies to move in this direction. Working with an RPO partner creates a streamlined process based on recruiting history, future needs, and the current market. Each recruiting area, from sourcing candidates, interviews to onboarding, takes time and costs money. When you optimize the hiring process, the cost per hire is decreased. 

Your RPO partners’ essential function is to provide a customized recruiting process that generates solid hires that contribute toward your business model. To effectively recruit an RPO must remain up-to-date on recurring trends, software, company culture, employee experience expectations, assessment options, and the most utilized sourcing avenues. Many of these are changing at a faster pace than in the past and can add significant costs to your organization. 


In addition, an RPO partner focusing on your hiring needs ensures that your current employees focus on their core tasks that lend to your overall business plan. When employees are able to focus on their core tasks, productivity, morale, and ability to service your clients increase significantly.

The flexibility of working with an RPO can also allow you to customize and only pay for the services that your organization requires. Many RPO’s can scale up or scale down their services based on your fluctuating needs.


The right candidate is much more than the sum of their resume. Several factors go into identifying the right candidate. An RPO partner has the resources to search far and wide for the right person for the job, creating a large pool of candidates to choose from. Finding the right candidate requires navigating sourcing options, conducting the proper assessments, interviews and understanding the job market. Additionally, most RPO’s have access to a constant stream of candidates, not just when you have a position available. Many top-level candidates would not be accessible to in-house hiring managers. When recruiters are only focused on talent acquisition, they have the time to spend with the candidate to ensure they are the best fit. Recruiters also tend to increase the candidate experience as their focus is directed at the candidate. Furthermore, outsourced recruiters are skilled at finding passive candidates that might not even know they are looking for a new opportunity.



A great RPO partner will thoroughly research your company brand and compare it to your hiring competition. This is vital in today’s market, as a company’s reputation is a key factor for candidates. Your RPO partner will be an extension of your brand and create a better and consistent candidate experience. The additional exposure can have a positive impact on attracting employees and clients.


Local recruitment laws and regulations vary between states and regional areas. A poorly structured recruitment process can expose a company to liability and diminish the ability to attract top talent. Securing an RPO partner will prevent companies from engaging in non-compliant recruitment practices. 


Keep in mind that outsourcing your recruiting does not mean outsourcing your Human Resources Department. In fact, outsourcing your recruiting process will allow your Human Resource Department to focus on their critical onboarding tasks, internal issues, benefit management and significantly improve their efficiency and productivity. 


In this ‘war for talent,’ companies must tighten their recruiting strategy, which may mean outsourcing. Before partnering with a Recruiting Process Outsourcing company, companies should meet with and interview the team to ensure a good fit. 


Find your next great hire! Call us at 502-409-4821 or email us at [email protected]. Follow us on social media!



Incipio Workforce Solutions is a strategic partner in helping businesses thrive through recruiting, HR solutions, direct hire recruiting, employer branding, team building, and more! Since 2015, Incipio has been on a mission to transform the way companies attract, engage, and delight their team members. Our professional services break down the challenges you face and create manageable goals, obtainable standards, and process improvements to reorganize, revitalize, and redefine what was into what is possible. Comprised of expertise in HR, Recruiting, Employer Branding, and Service, Incipio gives companies the tools they need to successfully manage their employee experience from interview to retirement. For more information on how we can help you and your business, call us at 502-409-4821 or email us at [email protected].