Here's an interesting article that gives some insight into the way some of our larger clients might look at their options. It is pretty biased ,however. But useful when pitching to the CEO/CFO rather than the HR department. We've always been unique as RPO for small business, and our skill set is growing to offer RPO for big business too.
RPOs, agencies and in-house recruitment teams each have their advantages, but overall, agencies win out when it comes to speed, agility and market knowledge, according to a veteran of all three.
Speaking at last week's Recruitment and Retention in IT conference in Sydney, Ericsson Australia and New Zealand recruitment manager Rob Papworth said there was no magic bullet for managing recruitment.
(Papworth is a Talent2 staffer who has headed up Ericsson's RPO for the past two and a half years. He has also worked for an RPO at Coles, has been an internal recruiter for CSC Australia, and has done agency recruiting with Candle, Paxus and Ambit.)
He said employers needed to weigh up a raft of factors in deciding which model, or which combination of models, suited them best.
"You've got to think about your budget... You've got to think about what demand is going to be like.
"And, importantly, think about what the business is doing and what it's trying to achieve. Sometimes that's hard because businesses change their minds fairly quickly."
Having worked in RPOs, internal recruitment teams, and recruitment companies during the course of his career, Papworth said that - in his view - there were different areas in which each of these three approaches performed best.
Stressing that the following was strictly his own opinion,