In short, RPO is scalable and offers more in-depth industry expertise, while in-house recruitment provides control and cultural alignment.
In talent acquisition circles, the wide array of terminology used to describe different hiring models can be confusing. With terms like RPO (Recruitment Process Outsourcing), in-house recruitment, HRO, agency recruitment, contingent retained and more, it’s easy to get lost in the jargon. And in many cases these terms mean different things depending on who you ask. Here, we look at the difference between RPO and in-house recruitment.
RPO for the mining industry
With Recruitment Process Outsourcing (RPO), an external provider manages recruitment functions fully or partially, often acting as an extension of the company’s team. The RPO provider brings specific industry expertise, established networks, and access to recruitment technology. RPO often works well for companies needing flexibility, fast scaling, or specialised roles.
Companies like Newmont, Ambatovy, and SSR Mining have made a strategic decision to use RPO for their talent acquisition and it’s worked well for them.
However, using RPO means ceding some control over processes, and companies must rely on the provider to align with their values and standards. So it’s always important to do your research up-front with RPO providers. Ask for references and talk to their existing customers to be fully informed with the firm you choose to work with.
In-house recruitment
In-house recruitment, on the other hand, uses internal HR staff to handle all hiring tasks. This approach allows full control over recruitment and fosters close alignment with the company’s culture and values. In-house teams know the business deeply, which often results in hires that fit well within the organisational environment.
However, in-house recruitment can stretch resources, as internal teams often lack the same level of industry expertise, speed, or network reach as RPO providers, especially for hard-to-fill or specialised roles.
For mining companies, which often have unique hiring needs compared to other industries, it’s important to know the difference between RPO and in-house recruitment. While both aim to fulfill the hiring needs of the business, RPO involves outsourcing the recruitment process to an external provider with industry expertise, while in-house recruitment relies on internal HR teams to manage hiring. The difference might seem subtle, but it can have a significant impact on how efficiently a mining company fills critical roles, especially those that require specialised skills or remote location expertise.
