The Most Common Concerns and Misconceptions about RPO

In the last few years, Serendi, as an awarded Recruitment Process Outsourcing (RPO) company, had the privilege of engaging in candid conversations with a diverse range of organizations. HR and Talent Acquisition Managers shared with us their successes and challenges. Along the way, we could also learn how they understand the partnership with an RPO provider.

I noted some of the most common concerns and misconceptions about RPO partnerships that were repeated the most. This may provide additional insights for organizations considering a partnership with an RPO provider. Let's dive into them right away:

Concern: Fear of Negative Consequences

Decision paralysis is a real stumbling block for some organizations. When it comes to going through RfP (Request for Proposal) respondents' materials and choosing the best provider for their company or choosing a single solution from a selected provider, some decision-makers measure too many times before they make the final cut.

The issue is not so much about the quality of their decision but rather the uncertainty around defending their stand within their organization. During our interactions with organizations, we've observed how this fear of decision-making can manifest in various ways, from prolonged deliberations to avoidance of committing to improving initiatives. Organizations may express concerns about the potential risks associated with outsourcing solutions or the perceived challenges of gaining buy-in from key stakeholders.

Serendi solution: To combat this, we offer comprehensive support every step of the way. We're not just there for our direct contacts; we extend our assistance to their entire organizational hierarchy. The key lies in empowering them to make confident decisions. Our goal is to facilitate efficient decision-making and cultivate a culture of trust, collaboration, and commitment that lays the foundation for long-term success.

Concern: Talent Acquisition Managers will Lose Importance within the Company   

It's a common worry among many organizations— The pressure TA managers face can be overwhelming at times. Intensifying rather than solving their company's challenges by outsourcing recruitment is a very legitimate concern. To be specific, some TA Managers fear that outsourcing could lead to a loss of visibility or influence over the recruitment process, ultimately hindering their ability to meet business goals and satisfy stakeholder expectations. The bottom line is - outsourcing the recruitment process will only add fuel to the fire.

How do we deal with this concern at Serendi?

Serendi solution: We ensure that TA Managers' perspectives and priorities are fully understood and integrated into our solutions through open communication and soliciting feedback. Moreover, we emphasize the tangible benefits and value proposition of recruitment outsourcing, and how it can complement and enhance existing hiring efforts rather than replace or diminish them. To be even more specific: through transparent and data-driven reporting mechanisms, we provide real-time insights into recruitment performance, enabling stakeholders to track progress toward their goals.

Additionally, our commitment to conducting Hiring Manager Satisfaction surveys enables us to gauge sentiment and identify areas for improvement. This proved to be especially reliable in aligning our solutions with companies' needs and preferences. Showcasing the track record and understanding of their operational realities is our way of instilling confidence that partnering actually lightens their load rather than adding to it.

Misconception: There is no need for Organizational Transformation

Some organizations are transforming without fully realizing it. It doesn't have to be an official transformation project for companies to understand that they simply can't do recruitment in the same way as five or seven years ago. This lack of awareness can hinder their ability to optimize their recruitment processes and achieve their desired outcomes.

Serendi solution: Position ourselves as partners who can provide support in navigating Talent Acquisition transformations. By conducting thorough assessments of the company’s current recruitment practices and future goals, we aim to shed light on areas where improvements or adaptations are needed. Through collaborative discussions and knowledge-sharing sessions, we help organizations recognize the evolving industry markets and empower them to approach change proactively.

Serendi leverages our expertise and industry insights to provide tailored recommendations and solutions that align with clients’ transformational journeys. Whether it's implementing innovative ATS (Applicant Tracking System), refining recruitment strategies, or fostering a culture of continuous learning and adaptation, tailoring solutions is what sets us apart.

By shining a light on these unrecognized transformations and offering guidance, we become a secret weapon for clients' growth journeys in times of insecurity.

Misconception: RPO Must be Specialized in One Industry

Almost every company we’ve had an interaction with was wondering if an RPO provider has adequate knowledge of their industry. They think it's logical an RPO provider is specialized in one industry. But do you really need to find a recruitment provider who is an expert in your industry? The answer would be – not really.

Serendi solution: If an RPO provider is a true recruitment expert, they will have experience and insights into different markets and different industries. If you find the RPO provider to have:

• many years of experience as the trusted partner of companies in various industries and locations

• the right expertise of dedicated Recruitment Consultants and

• access to specialized recruitment tools

-your talent acquisition needs will be met with success.

A Clear Vision is The Key to Organizational Growth

The insights we gained from talking with different organizations in the last few years have been eye-opening, giving us a deeper understanding of their challenges. My biggest learning is that full clarity creates confidence among decision-makers. By addressing their anxieties head-on, we showcase the value we bring to the table. Since 2011, we proved many times how a trusted partner supports in times of change.

In the end, I am particularly grateful to those prospects who initially said no, as they have unknowingly contributed to our growth and evolution. We firmly believe in making the most of rejection, viewing it not as a setback but as an opportunity to learn, adapt, and emerge stronger. It's a testament to our service growth because some of those who once declined our services are now among our most esteemed and grateful clients.