Recruitment Process Outsourcing

Permanent recruitment solutions that work for you

Solution for Recruitment Process Outsourcing

As your RPO partner, we provide you with sophisticated talent acquisition and management solutions that allow you to source and engage talent effectively.

Our clients typically transfer all or part of their talent acquisition function to us with quantifiable and qualitative results. LaunchTS will manage the entire recruitment process from job profiling through to onboarding. Our RPO solution provides dedicated talent acquisition consultants onsite, leading-edge sourcing and candidate management technology, methodology and analytics.

The LaunchTS team become part of your company, working with the Executive, TA, HR and the Hiring Managers under your brand, culture and values. We help build your go-to-market strategy, evaluate and provide strategic advice on your Employee Value Proposition and coach the hiring managers on how to sell the differentiators.

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What is Recruitment Process Outsourcing?

Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where companies transfer all or part of their recruitment processes to an external service provider. An RPO provider can provide the whole team or can use some of the company's exiting team in a co-sourced model. The same is true regarding its approach to recruitment the process, technologies and reporting. Recruitment process outsourcing (RPO) programs provide talent acquisition services for professional and non-professional positions that solve quality, scalability, cost, timeliness, compliance and other recruiting challenges. Businesses both large and small depend on internal teams to source high-quality talent, and with such a daunting task in front of them, even the best internal teams may need support. That is why more companies are partnering with RPO providers to support their internal teams or partner with an expert to support their entire recruiting function and to streamline their talent acquisition and recruitment process.

Why would I need a Recruitment Process Outsourcing solution?

Recruitment Process Outsourcing is used by many companies to augment existing resources or provide focused sourcing and recruiting in one or more areas. It's a critical tool in the war for skilled talent. Through your engagement with an external professional services partner, you can leverage their knowledge and experience to increase your reach into specific talent communities. In addition, in these volatile and uncertain times, an outsourced solution gives you the flexibility to scale up and down as required helping you to manage your overall operating cost.

What are the Benefits of Recruitment Process Outsourcing?

Focusses on an overall stronger quality of hire, which is one of the main purposes and advantages of an RPO model
One of the prime advantages of an RPO is the delivery of cost reduction and cost control
Allows you to scale up and down dependant on the needs of the business
Reduces overall time to source and time to hire, which in turn saves you money by avoiding lost productivity
Takes a strategic approach to talent pipelining and pooling for repeat volume and business critical hires
Gives you access to industry experts in the design of recruitment process and talent assessment activities
Provides you with improved talent analytics, reporting and market insights
Enhanced stakeholder engagement and service delivery
Employment branding assessment, improvement and assured consistency

Our objective is to improve your capability to

Attract quality talent

Truly understanding and promoting your Employer Value Proposition (EVP) can make a significant difference to the quality of talent you attract. Knowing what makes you a great place to work and embedding this into your recruitment process and corporate culture can have a big bottom-line impact. We can help you to define and deliver it.

Reduce Cost & Attrition

Finding a solution that can both reduce cost and improve attrition is the hall mark of a successful permanent recruitment function. Through a combination of high-quality direct sourcing, and accurate and well executed employment branding you will see a quick return on investment. Further assessment and measurement through scorecards will ensure ongoing focus and continuous improvement.

Improve Time-to-Fill

The old saying “you get what you measure” is especially true for time to fill. Focussing on just one number may work well for some organisation and for specific roles, however making sure this measure fits your business and does not impact the quality of your hires is critical. Too long to fill and too quick to fill can both be problematic, understanding what is right for business and finding the Goldilocks zone is the key to success.

Improve Retention due to Quality of Hire

Measuring Hiring Manager satisfaction through your recruitment process, linking this with employee performance once they have started and matching this back to specific recruiters and source of hire, are all things that should be measured. Once an employee has started, it is down to them and their direct manager to ensure they succeed. Having the best people to start with will improve your rate of success.

Develop Talent Insights

When your recruitment, or talent acquisition function truly understands your business and is also highly connected to the external market, talent insights start to flow. Feeding this back to this business can mitigate the risk of losing key talent and can free you up to move people when you need to. This is all part of best practice succession risk management which enables you to make better internal talent and external hiring decisions.

Access Leading Sourcing Channels

With direct access to a large network of highly experienced recruitment experts, coupled with deep research skills and state of the art technologies, this combination will enable you to source the best talent when you need it which in turn will help you develop talent strategies that go far beyond transactional recruitment.

Successfully Respond to Changing Business Needs

Most permanent internal recruitment teams are set up to deal with a consistent and predictable workflow. With the rate of change that many businesses are experiencing this is a relatively inflexible, fixed cost. An outsourced solution allows you to respond quickly by scaling up and down or swapping out skills whenever you need to.

Build & Improve Candidate Talent Pools

Having the right talent available when you need it, requires proactive talent pooling. Market mapping and talent pipelining techniques are applicable to both hard to find / critical hires and to volume recruitment. Enabled by good research, people power and technology you will wish you focussed on this years ago.

Fulfill Business Outcomes

Adding business value beyond traditional talent acquisition requires your recruitment function to have goals and objectives that align directly to your organisational and functional strategies. A sophisticated function overseen by experts who have done this many times over can transform the value you receive from your investment.

Testimonials

How our services bring about success

Lina Papillo

Head of Recruitment, NBN Co

Launch has been a reliable supplier and provided exceptional service delivery. The team add value and are friendly, approachable and available to help. Launch provides talent consulting and has operated at all levels of recruitment for us. A great supplier who differentiates themselves based on their service and commitment.

Debbie Rigger

HRD, EMC Dell

Launch managed our contracting labour under a managed services agreement for six years. In that time, I found them to be an efficient and effective partner to our HR and talent team. The results were reduced cost, increased compliance and transparency, I would recommend Launch as an MS partner.

Raija Ojansuu

Talent Acquisition Manager, Amazon

Launch has been a partner of Amazon Web Services since we entered the Australian market several years ago, and remains our primary and most trusted Talent advisors.