Recruitment Process Outsourcing can be regarded as an outsourcing business through which an employer transfers part or full recruitment processes to an external provider. That means the main company is taking the help of a third party to manage its recruitment process. In that case the RPO provider can use its own staff, technology and methodology or it can work in concert with others. RPO and other providers are not interchangeable conceptually and operationally. RPO differs from other providers in that it owns the design and management of recruitment processes and outcomes, including publication of results.
If the process involves occasional hiring such as temporary recruitment, it is more likely to involve co-sourcing or PEO services. The main difference between RPO and other staffing is in the ownership of processes they apply. In the case of co-sourcing, the ownership of the process remains with the organization. But in the pure RPO process, the provider is the sole proprietor, e.g., in rapid recruitment processes where the organization is acutely short-staffed on the HR end. In such scenarios, RPO can be a great solution for getting the best results.
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