Recruitment Process Outsourcing


Have you considered the benefits of RPO that can help your recruitment activities.. More companies than ever are now moving towards taking that big step and getting introduced to the numerous benefits that RPO has to offer. Yet it’s not surprising to encountered uncertainty and questions arising from time to time. It is but a common tendency for business to show resistance to any change. Therefore, we undertake to ‘raise awareness’ about RPO to bring about that much needed change in the Kuwait business world today.

At SOS HR Solutions we believe in working as an extension to our client rather than a separate business unit. We take over all recruitment activities, but keep intensive contact with the clients HR-department and hiring managers. This focus on cooperation, distinguishes our way of working from the regular recruiting agencies. When working with RPO the focus is on the long term, regular recruitment focuses on the short term objectives. We do not only try to fill empty positions quickly and efficiently, but also work on the employer brand. Sounds good right?

In practice, it’s even better.

So let’s review five reasons why your hiring policy will benefit from RPO.

RPO improves your Employer Brand

When working with RPO, we always look at the bigger picture/long term. That’s why we not only fill open positions, but also actively work on improving the employer brand of our clients. By improving a company’s employer image we can increase the amount of responses on job openings. This won’t happen overnight, it takes effort and time to build an employer’s image.

RPO reduces the time to hire

When starting the RPO process, we always look at ways to decrease the time-to-hire for our clients. In most cases this happens in three different ways.
Long term: by building an employer brand we increase the amount of responses on a client’s job openings.

Short term: for a ‘quick fix’ you can try job marketing, promotion of individual openings, a smart way to increase the response to listings.

A third way to decrease the time-to-hire is streamlining the end-to-end process at our side. So planning telephonic interviews, regular interviews, meetings, etc. in a time efficient way. These three steps make it possible to finish the whole process in 4 to 6 weeks. We endure to help reduce your talent hire time.

RPO reduces the cost-per-hire

If we look at the average company, internal recruitment is always coupled with high overheads and a waste of time and resources. RPO is an efficient way to reduce these costs associated with recruiting talent. By designing a streamlined, yet effective process, cutting overhead and waste, it becomes possible to reduce total costs.

A second advantage of a RPO construction is that the costs for recruitment are variable to your budget. So a client can therefore easily scale the amount of work they outsource. When a market change causes an increased demand for talent, they can easily increase their hires. Of course, this works the other way around as well: when there is less demand, you can scale down.

RPO increase quality of service

Satisfied stakeholders are another important goal when starting the RPO partnership with a client. We not only target the stakeholders inside an organization, but try to improve the experience for the candidates as well. Although just one person will be hired in most cases, it’s still important for the other candidates to leave the process with a positive experience. A candidate that had a bad experience during the interview process is more likely to bad mouth a company, which in turn is bad for the employer brand. The biggest complaint on the candidate-side is the lack of information and transparency during the interviewing process. We take away this frustration with the implementation of fixed communication timeframes and most of all, honesty.

RPO unburdens HR

RPO provides you the perfect solutions to helping save time, space, money and energy. It functions as your very own department yet saving you the efforts of running a full-fledged recruitment department. I know, you would still need an HR department for all your other organizational requirements.

The good news is we have solutions to your complete HR Outsourcing requirements, which I would be happy to discuss with you very soon.

“ I’m convinced that although training and development are important, recruitment and selection are much more important “ – Stephen R Covey

If you like what you’ve read so far and need assistance or simply want to know more in HR Consultancy , Get connected on (+965) 22243900 or email us at

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