Recruitment Process Outsourcing (RPO) is a strategic partnership where a company delegates all or part of its recruitment functions to an external provider. This approach allows companies to make use of specialised expertise to improve their talent acquisition processes.
How does RPO work?
An RPO provider integrates with a company’s existing HR team to manage various aspects of recruitment, which may include:
- Workforce Planning: Aligning hiring strategies with business objectives.
- Sourcing & Talent Attraction: Identifying and engaging potential candidates.
- Screening & Assessment: Evaluating candidates to ensure they meet the required qualifications and fit the company culture.
- Interview Coordination: Organising and managing the logistics of candidate interviews.
- Onboarding Support: Facilitating a smooth transition for new hires into the business.
Benefits of RPO
Implementing an RPO model can offer several advantages:
It’s more efficient. Streamlined recruitment processes can lead to faster hiring times. It often works out to be more cost-effective. Scalable solutions help manage recruitment expenses effectively. It gives you access to expertise. RPO providers bring industry-specific knowledge and best practices. And it helps you meet compliance requirements and adhere to relevant labour laws.
Rim Harrabi, our Lead Search Consultant, RPO – Africa, emphasises the importance of understanding the project’s specific needs: “We know what they are looking for technically. We have job briefings with the line managers to understand what they are looking for exactly. And we are on site. We talk to people. We talk to different stakeholders. We talk to employees. So we know exactly what they’re looking for.”
In discussing the recruitment process for a copper-gold expansion project in Mexico, Maíra Rosso, our Regional Manager – LATAM, highlights the importance of local expertise in recruitment: “Using our dedicated recruiters with a keen knowledge of the local markets means our RPO clients in Latin America can access skilled talent faster to meet their deadlines.”
When to consider RPO
Companies might find RPO particularly beneficial when they:
- Need to scale their workforce rapidly due to expansion or new projects.
- Face challenges in sourcing specialised talent in competitive markets.
- Aim to improve recruitment efficiency while reducing the internal HR workload.
- Operate in remote or challenging locations where talent acquisition is difficult.
By partnering with an RPO provider, companies can focus on their core operations while ensuring they attract and retain top talent effectively.
For more detailed insights and real-world applications of RPO in the mining industry, you might find the following case studies helpful:
Canada: 17 Roles Filled in 3 Months for Major Copper-Gold Expansion Project: This case study illustrates how a mining operation successfully used a small-scale RPO to fill critical positions efficiently.
Argentina RPO: 87 Hires for SSR Mining’s Puna Operations: Learn how SSR Mining partnered with an RPO provider to meet their staffing needs for the Chinchillas mine in Argentina.
25 Hires in First Month: Iron Ore Mine Project Expansion in Liberia: Discover how an iron ore producer effectively managed high-volume recruitment through an RPO model during a significant project expansion.
These examples demonstrate the practical applications and benefits of RPO in addressing complex recruitment challenges within the mining sector.
