There has, over recent years, been an increasing trend for large employers, as well as many local government departments, to utilise the services of recruitment process outsourcing providers.
Initially, the primary motivator for many organisations was to use the RPO providers as a way to reduce and control their costs, and whilst this is still a key consideration the aspect of compliance and risk management is now as prominent.
The whole aspect of recruitment, whether for temporary or permanent staff, has recently been subject to many changes in legislation across a broad range of issues. There also appears to be little slowdown in this with many more changes already under consultation and expected over the next 18 months. The result of these continual changes is that many organisations feel it safer to rely on external specialist providers to manage the risks and in many cases indemnify the employers against them.
The move to an RPO provider is a big step for any organisation, so selection is key.
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