A good RPO provider should act as an extension to your HR function, assimilating themselves into your business model, it’s methodologies, technologies and culture. An effective RPO provider will also will provide a seamless link between your (often) HR driven recruitment strategy and its delivery through a business partnership model, to ensure effective communication takes place with the two different aspects of your business.

Your RPO provider will usually take ownership of the entire recruitment process and will bear responsibility for the entire lifecycle including Resource Planning, Strategic Sourcing and Candidate Engagement right through to recruitment delivery and On-boarding. A well fitting RPO model will see your recruitment costs fall, the quality of hires increase and improved retention figures all whilst developing your employer brand.


Provides your business model with just one convenient point of contact

Rationalises your supply chain, increasing business efficiency levels

Provides extensive candidate reach through approved 2nd tier suppliers

Provides Governance and Compliance to ensure industry standards met

Ensures cost savings through standardisation, reduced time to hire etc

Reduces your business model’s attrition rate, enabling you to retain staff

Builds on your employer brand by increasing company professionalism

Measurable and auditable recruitment information with regular reporting

Managed Service Provision

The Managed service option is more suited to your contingency, or temporary, workforce needs. This model still allows for a single point of contact and the benefits of strategic workforce planning whilst allowing for tighter control over cost, governance and regulatory compliance.

A good MSP model is one that will work hand in hand with your business model to ensure that you have access to a strong pipeline of talent is maintained on a regular basis, and that the process from hire to off-boarding is an efficient one, in turn improving company efficiency levels.