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Key reasons for RPO Recruitment Outsourcing - updated -

There are arguments for and against handing over all activities related to the recruitment of urgently needed personnel to external RPO partners.

Without an own personnel department the question does not arise; then one always depends on external assistance. But what does it look like if a personnel department exists and you have the choice: "Make or buy?

In the following, I will highlight some aspects that apply equally to both target groups when recruiting specialists and managers.

1. Costs

Nothing is more expensive than not being able to fill vacancies!

This is why we are always looking for personnel, often at considerable expense. Direct costs arise for the recruiting of employees for

  • Job advertisments
  • Database licenses (Xing Talent Manager, CV DBs from Stepstone, Monster, VDI, GULP, ...)
  • Software licenses for application management systems, maintenance fees
  • for headhunters when their own measures reach their limits.
  • Salaries of the employees involved in the search

Your RPO partner has a broad portfolio of know-how, tools and licenses to effectively implement the right recruiting measures.

2. Know-How

Personnel officers are personnel specialists and not IT specialists, advertising or marketing specialists!

Finding suitable employees requires up-to-date know-how for

  • Marketing and advertising management
  • IT-supported recruiting methods and tools
  • Use of Search Engine Optimizing technology (SEO, Analytics, ...) 
  • Evaluation of the relevance and costs of hundreds of general and specific advertising markets
  • Application of Big-Data Tools (Talent Wonder, TalentBin, Entelo, Text Kernel ...)
  • Application management and job advertisement software

Your RPO partner masters all this!

3. Flexibility

The demand for new employees is fluctuating

Finding employees is time-consuming. Search projects are both cost-intensive and personnel-intensive. High personnel requirements often require a multiple of the existing recruiting capacities. Once the resources for growth have been built up, it is not possible to quickly adapt to declining personnel requirements. Purchased software continues to cost maintenance fees and employees receive salaries until they are otherwise assigned or released (severance payments).

Your RPO partner can react to the demand and increase his capacities almost arbitrarily with the shortest lead time!

4. Time to start

Conversion to new software tools costs time

If software is to be used for recruiting automation, a selection process precedes this, followed by an evaluation and test phase as well as an introduction phase. The entire process must be accompanied by specially qualified staff to ensure effective use. During the training period, the employees concerned are not available for their actual activities.

There are only a few days between the assignment to the RPO and the start of the measures.

5. Investment

The acquisition and operation of an application management system is expensive and involves risks.

In addition to costs for evaluation, selection and acquisition, licenses per workstation, customization programming and costs for employee training, maintenance costs are incurred on a permanent basis. Because the introduction of software is one of the most trend-setting decisions in companies, the risk of failure is of some consequence. 

Your RPO partner brings his own software with him. There is no need to invest!

6. Head-Count

 Does it make sense to keep MA resources available that cannot be used to add value?

Recruiting has always been time- and cost-intensive, unloved as well. This applies above all to personnel officers with a generalist orientation, as it prevents them from doing such important things as personnel development and support, payroll accounting, compensation or employer representation in court. Recruiting is an ideal environment to strengthen one's own personnel department with external partners without increasing one's own staff. 

With RPO, you increase the effectiveness of your HR department without having to increase your own team.

7. Data security

Are you 100% protected against computer viruses in applications?

The rate of virus-infected email applications at FEL was 1.5% in 2016. What is the rate in your company?
Every company receives virus-infested applications at some point and not a few infect internal computer systems, which have to be laboriously restored. FEL has installed three virus protection systems working independently of each other in series. After a virus check, all email attachments are converted into a PDF application. This prevents the customer's systems from being infected.

RPO customers are protected against computer viruses by contaminated applications, because all applications undergo extensive processing.

8. Data protection

Is your recruiting in accordance with GDPR legally compliant?

As of May 2018, a new data protection regulation will come into force that will regulate the handling of personal data in a binding manner. Applicant data in particular require special treatment:

  • They must allow applicants access to their data.
  • They must make their data "available" to the applicants on request.
  • Applicants have the right to be "forgotten" and their data must be completely erased.
  • Applicant data must be kept until their purpose ceases to apply
  • Applicants have the right to correct and adapt their data.
  • The applicant must be explicitly attuned to data processing.
  • The data processing can be contradicted
  • You must make the application process transparent to the applicants.

ATTENTION: The in-house distribution of applications by e-mail, undocumented sighting, non-deletion and "feral" Excel lists are points of attack that can result in sensitive fines.

Your RPO partner assures you that all recruiting projects will be handled in accordance with the law by handing over an order processing agreement in accordance with Art. 28 GDPR.

9. Process acceleration

How long is your time-to-hire and what are the time-eaters?

Centralising application management and accelerating the application process are immediate benefits of RPO. An application management system is online 24 hours a day, 7 days a week. Applicants, process decision-makers and agents have round-the-clock access. SLAs (Service Level Agreements) make the entire process transparent and comprehensible. Statistics and reports help to improve the effectiveness of staffing projects in a continuous improvement process.

Your RPO partner accelerates the recruiting process and implements a CIP in your recruiting.

10. Transparency

How do you rate the success of your recruiting?

Estimating is the most questionable of all methods for objectively evaluating recruitment. Who is involved, which costs are incurred, which methods are the best, how does your own recruiting compare to the competition, which tools bring success?
Very few companies have answers to the above questions. Some simply don't know, others don't want to know.

If you are looking for comprehensible answers, then your RPO partner has comprehensive reporting methods to give you a real picture and a reliable factual basis for decisions.


We will be happy to develop further benefits specifically for your company for your internal presentation. Simply contact us.