Article (November-2017)


How technology is streamlining RPO

Vinod Subramanian

Designation : -   Director

Organization : -  FlexAbility, Mumbai


One of the biggest challenges that organizations face today is acquiring the right talent. Any HR manager knows that a right candidate does not mean a person who has required qualifications and experience. True, the Indian market is flooded with qualified people with experience; the real challenge for an RPO (Recruitment Process Outsourcing) thus lies in identifying the right candidates that suit their client needs. Cost cutting is just one of the factors that weigh on a client's mind, but the productive employee is what every organization yearns for. This is where technology comes into play.
Enhancing the productivity
HR managers find it extremely difficult to dedicate sufficient time for each stage of recruitment. If an RPO is tasked with the process, the same set of difficulties arises. Technology solves this problem effectively. Tasks that are repetitive, but are necessary can easily be automated. For instance, thousands of resumes can be imported from application tracking system within few clicks if the process is optimized and automated properly. An HR specialist on the other hand may spend weeks just to go through all the applicants. The bottom line is - technology saves times which in turn translate to enhanced productivity.
Understanding the metrics 
Though metrics were available earlier too, the process of compiling data, organizing it and then analyzing it was a long drawn process. With big data tools that are aligned with an organization's HR policies things can move pretty fast. Analytics like the following can significantly reduce costs, attrition and productivity of an organization -
  • What is the source of the best candidates the company hires
  • Which institution, city or skillset makes for the most productive employees
  • Depending on projections, how many employees the company may have to hire in the future
  • In the current hiring cycle, where each candidate stands, how many are accepting the job offers among other things.
Answering questions without proper analytics would take more than a year for multi - national organizations, and by the time the analytics is available, it might be obsolete. Big data and proper analytics, on the other hand, presents this kind of information in real time. This enables the organization and the RPO service provider to tweak its policies in time to enhance candidate quality directly resulting in better bottom lines.
Improved branding
A slow recruitment process is detrimental to organizations image. Any candidate, desired or undesired, would like to be kept in the loop during the hiring process. If communication to all the concerned parties is automated, neither the candidates nor the management will be breathing down your neck to know the status. This is important from a brand image point of view too.
Cost reductions
It goes without saying that cost reduction is one of the biggest factors that draw today's organizations towards RPO. As technology automates the repetitive processes, valuable time spent on them is done away with. As HR managers have more time at their disposal, they can work towards employee engagement initiatives. Scalability also is not an issue.
In conclusion
Technology is streamlining the RPO processes, no doubt about that. However, as the technology is available to anyone with right resources, the only way RPOs can differentiate themselves is by working closely with their clients and bringing in only suitable technology solutions onboard.