If your organization is like most in America today, you are probably facing tough decisions related to your workforce.  You are trying to do more with less, eliminate under performers, optimize internal talent, and outsource functions that are not part of your core competency.  You may still be recruiting new talent but at much different levels than in the past and in different departments within your organization.  What to do with a recruiting function built under much different business conditions?

 Recruitment Process Outsourcing (RPO) is a scalable recruiting solution that will help reduce cost per hire, provide flexibility to address quickly changing recruiting needs, and eliminate the need for additional headcount in your HR organization.  

Here are 5 reasons why companies consider RPO - they are especially relevant in a down economy:

1. Costs are more variable and align more closely with actual recruiting volumes.
2. Organizations gain access to specialized recruiting resources with no incremental cost.
3. Eliminate concerns about how to construct a recruiting team to address short-term slowdowns or potential upticks.
4. Ability to leverage an RPO firm's scalability and eliminate costly contracts for job boards, background checks, drug screens, and recruiting technology.
5.  Potential to have less than a full time employee dedicated to the recruitment function.

 More and more organizations are realizing the converse difficulty of recruiting in a job market that is flooded with candidates.  More resumes in their inbox, more phone calls (from agencies and applicants), difficulty in deciphering good talent, and the need to recruit locally given relocation challenges for many homeowners.  RPO offers the potential to get the expertise you need, when you need it, to deliver the talent your organization needs.