An Extension of Your HR Team
Our RPO teams are familiar with a broad range of applicant tracking systems (ATS), CRM applications and HR-related platforms. We offer a flexible approach to recruitment process outsourcing by employing best practices we’ve perfected over 20 years of staffing projects.
Multiply Your Recruiting Capacity
We do what makes sense for your organization and tailor our approach to achieve your desired outcomes. While others look to take over and mandate a specific format, Vignetic empowers clients by being open to using what works from their process.
Vignetic can leverage our own or your platforms, social media channels and networks to multiply recruiting capacity. We partner with your team to reduce cost and vacancy time while delivering the ability to scale quickly with quality hires.
RPO COMBINES THE THREE PILLARS OF BUSINESS
1. People
Once we understand your needs, we include a tiered organizational chart right in our proposal. We outline the Vignetic human resources who will drive your recruiting. We optimize the amount of people at each level to best meet your requirements and expand exponentially.
Our staffing service delivery team is comprised of SCRUM-certified project management, SIA-certified recruiters, marketplace researchers and administrative resources armed with the most advanced tools to track performance.
Data Insights
Analytic-enabled AI and ML ensure efficient talent sourcing
Subject Matter Expertise
Leverage our ties to the social communities where SMEs live
Collaborative Engagement
Predicative Data-Driven RPO brings clients into the process
Pathway for Success
Our scalable RPO process meets your unique requirements
2. Process
Vignetic runs RPO projects based on our Urgent Demand Staffing model for both nationwide and international talent acquisition. We assemble the right team for your needs, and put a framework around our people to keep them connected to your organizational goals.
As true subject matter experts in exec and tech staffing, particularly ITS and ERP platforms, clients benefit from our methodical approach.
We add structure to RPO for improved visibility, communication and faster delivery by using a mix of proven tools:
- SCRUM Project Management Approach
- Proprietary C.I.M.S. Methodology (Collaborative Integrated Managed Services)
- Accelerators of both service and solution
- Candidate Scoring and Qualification
“The talent was so great that we required fewer roles and came in under budget. Our CEO, CIO, CPO and COO all gave rave reviews for building out an entire IT function with so many people so quickly.”
Everette Brown
Head of Talent Aquisition
3. Platform
Client HR departments and C-level executives appreciate how our RPO projects deliver what we call “scalable candidates”, talent whose subject matter expertise mean one person can fill two positions or more. This serves to shrink your project scope, makes for less HR overhead and provides expanded capability that helps companies grow.
Sourcing, engaging, interviewing, hiring.
RPO FAQs
What is RPO?
RPO stands for Recruitment Process Outsourcing. It is the full or partial outsourcing of a company’s internal recruitment function to an external provider. RPO firms are specialty providers whose teams have the skills, technology, relationships, and methodologies to find, screen, interview, hire, and onboard talent within an organization for clients. They can be an extension of a company’s Human Resources department or resourcing function for temporary or permanent recruitment. RPO providers can be remotely located or based on site to meet the recruitment requirements for their clients’ local, national or international talent acquisition needs.
Do Many Companies Use RPO Today?
Recruitment Process Outsourcing (RPO) is one of the fastest-growing recruiting service models in the United States. When looking for top-tier talent, many companies utilize the expertise to manage or aid the recruiting process within their business. RPO providers are third-party specialists who install a talent acquisition team – often embedded within the human resources department – to use their skills, process methodologies, vetting to recruit direct-hire employees across the country, in multi-regional areas, as well as globally using their analytics and access to quality talent.
What Is the Difference Between Staffing and an RPO Recruiter?
There are differences between using a staffing agency and hiring a Recruitment Process Outsourcing (RPO) Recruiter. While many companies are familiar with a staffing agency, those recruiters can pick and choose which vacancies to fill at which companies. RPO recruiters follow closely monitored, pre-defined client agreements and they must work on the project until the requisition is filled, even if the circumstances prove to be challenging. RPO recruiters become deeply well-versed in the employer brand they are recruiting for and that allows them to make sure the correct company message is going out to potential candidates. Clients receive candidates submitted by RPO recruiters who typically undergo a more specialized and rigorous vetting process than a staffing agency. At the end of the process, the RPO provider must have met the stipulations of time- and cost-per-hire, customer satisfaction and retention levels.
Why Consider RPO?
The recruiting environment today is rife with complex situations to navigate. Providers who specialize in Recruitment Process Outsourcing (RPO) focus primarily on acquiring top talent and are subject-matter experts. To effectively recruit top talent, putting an RPO team in place – within your organization or remotely – you can be sure to stay up-to-date with the latest recruiting technology and to have the resources needed for scalability to meet the latest hiring demands.
What are the Benefits of RPO?
While there are many benefits of Recruitment Process Outsourcing (RPO), one of the benefits to RPO is managing hiring fluctuations that occur in an organization throughout the year. In addition, RPO can reduce the overall cost of recruiting and remove an organization’s dependency on staffing agencies. Working with RPOs is also known to reduce the amount of time it takes to fill positions, improve hiring manager satisfaction with candidates (and eventual hires), streamline the hiring process, and improve the candidate experience, among other things. In many cases, RPO offers benefits to flexibility and scalability; targeted sourcing processes, including diversity equity and inclusion talent; compliance and risk mitigation; improved technology; and the ability to receive metrics and utilize deep analytics.
How Can Talent Acquisition Teams Benefit From RPO?
There isn’t just one way for RPO to be a benefit to Talent Acquisition (TA) leaders. Overall, TA professionals have found that collaborating with their RPO partners can be extremely valuable. In times of rapid transition, such as during the pandemic, companies with RPO models could utilize that relationship to transition to remote hiring easily as many RPO teams do not operate in-house anyway. They were able to scale their hiring up or down and to expand their searches to targeted candidates in a broader area than they may normally have access to reaching to consider for the roles needed. The RPO partners were also able to help them navigate many of the unforeseen challenges presented to them.