Recruiting Firm vs. RPO - Which Strategy Should You Choose?

In the race for growth and innovation that the French and international Tech ecosystem is waging, the identification and acquisition of the best talents is increasingly becoming a real key factor of success.

As many entrepreneurs like to point out, the success of an innovative company does not lie so much in the initial idea, however brilliant, as in its execution. And for that you are going to need resources, talents that make a difference.

The good news is that several recruitment solutions are available to you! But how do you choose the one that's best for you? Today, let's take stock of The differences between recruitment by headhunting firms and RPO recruitment (Recruiting Process Outsourcing).

Each approach has its pros and cons. In this article, we'll take a detailed look at these two options to help you make the decision that's best for your specific needs. Let's dive into the subtleties of both methods to better understand how each can contribute to boosting your recruitment process and getting the quality candidates you're looking for based on your goals and context. ‍

1. Recruiting Firms: Headhunting Experts

When it comes to filling key positions within your company, a recruitment firm can be your greatest asset. These seasoned professionals specialize in the search and selection of specific talents for strategic, expert, manager or C-Level roles and senior executives. Here are some highlights to consider:

Recruitment firm advantage No. 1: In-depth expertise

Recruiting agencies have a thorough knowledge of the job market, sought-after skills and sectoral trends. So they are well positioned to quickly identify potential candidates corresponding to your needs.

Recruitment agency advantage No. 2: a vast network of contacts

Thanks to their well-established networks, headhunters have access to active and passive candidates, including those that may not be visible on traditional job search platforms or CV libraries. They are therefore very reactive when it comes to recruiting by direct approach rare pearls that are difficult to find via traditional channels or collaborators who are not actively looking for them.

Recruiting firm advantage #3: a significant time saver

Recruitment agencies are capable of mobilizing all a team of specialized consultants to effectively filter skills across a wide range of applications. They unfold their method with rigorous selection processes including interviews in depth, competency assessments And reference checks. They only present you with the candidates best suited to your company so that you do not have to mobilize your hiring managers unnecessarily.

Recruiting firm advantage no. 4: judges but not part!

A recruitment agency real trusted third party represents your company faithfully without directly being the future employer of the candidates he approaches. The difference is that often the candidate feels freer to share his thoughts with a third party rather than directly to yourself. This transparency is very useful for each party to make an informed choice. In the same way, the firm will a prima facie be in a better position to highlight your assets without being seen as an insistent and subjective seller!

Recruitment agency advantage No. 5: a secure guarantee

Most recruitment agencies offer you Guarantee their recruitment, that is to replace the profile free of charge in case of non-validation of the trial period. When you know the cost of poor recruitment, it is important to be able to count on this type of service that allows you to react quickly.

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2. RPO: Recruiting Process Outsourcing

Recruitment Process Outsourcing (RPO) is a more holistic approach where you integrate a consultant (or several) delegates into your company to conduct recruitment, and even more, directly internally within your premises. Here are the benefits of this approach:

RPO advantage no. 1: a global approach

The delegated consultant will be able to bring you all his know-how in terms ofidentification And of selection of candidates, will take care of all the related “logistics” (Publication of ads, management of applications for advertisements and spontaneous applications, organization of interviews, welcoming candidates, Writing job offers, Closing...) and can help you from other dimensions such as a work on your employer brand, the Choosing an ATS, of The process review... It can help you optimize the recruitment function as a whole.

RPO advantage #2: optimizing the recruitment process

Outsourcing the recruitment process allows your internal team to focus on strategic aspects, while RPO experts take care of more operational tasks.

RPO advantage #3: increased attractiveness

Sometimes the recruitment agency is seen by candidates as an additional step in a recruitment process that already requires a lot of investment. An RPO does not burden the process because it acts as internal HR. In addition, the consultant thus delegated benefits from the reputation of your employer brand to attract the candidates he approaches, which can be very useful in making a difference in highly sought-after profiles.

RPO advantage no. 4: a flexible offer and a controlled cost

Most RPO offerings are flexible and can adapt to the evolution of your needs. You can be accompanied by a consultant or an entire team RPO, choose their seniority level, adapt The duration of the mission or even involve them in parttime. The cost is often calculated based on a TJM (Average daily rate) and is therefore all the easier to master as the offer is adaptable. In addition, you often take full advantage of the tools of the firm that delegates the consultant to you (subscription to CV libraries, etc.).

RPO advantage #5: a long-term investment

RPO's missions are long-term and allow you to capitalize on all the work done by the consultant. So he will be able to you Building a CV pool of quality which will obviously not all be recruited but this can be very useful for a future similar search. Integrating an external consultant can also be a good start for create an internal recruitment function in the long term, especially since he will be able to recruit, onboard, and train your future Talent Acquisition Manager and even ensure a handover before leaving.

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3. Recruiting agency vs. RPO: the criteria for choosing

Criterion 1: the nature and volume of recruitments

Use of a recruitment agency: This option is particularly recommended when you have a specific need for a strategic position within your top management or if your need relates to the recruitment of complex or rare profiles requiring individual attention, a tailor-made approach And a dedicated work to your business.

Mission RPO: Opt for this solution when you have to manage a large number of vacancies especially if it is a pipe of several similar positions (especially operational functions) whether in the context of recurring needs or for absorb a recruitment peak linked to the rapid growth of your business for example. The RPO consultant can also manage a large number of different positions, but this will require greater rigor and experience, and therefore a more senior profile.

Criterion n° 2: the urgency of recruitments

Recruiting agency: If you are faced with urgent recruitment needs, the recruitment firm can be useful to you thanks to its dedicated team and its speed of action. The average processing time is approximately 2 months. They will save time for your Human Resources team and your Hiring Managers and by presenting them a targeted shortlist of qualified candidates. In addition, recruitment is guaranteed.

RPO mission: Although RPO consultants can also respond to urgent deadlines and take advantage of the attractiveness of your employer brand, they will not be able to be as effective as an entire team. They complete an internal system already well built or participate in create the long-term recruitment function. They also provide greater flexibility and can adapt to changing situations.

Criterion 3: Your company's Employer Brand

RPO mission: If your company's employer brand is strong and well-established, the RPO consultant will be able to integrate all the more effectively into your team to attract candidates as a representative of your company, thus strengthening your image as an attractive employer.

Recruitment agency: If your employer brand lacks notoriety, recruitment consultants from a specialized firm will be an asset to highlight the position and the project, adopting a dual approach of seduction, to attract candidates and selection. They will work The pitch of the position to be the most convincing to the target candidates and will be able to convince candidates who would not necessarily have been attracted to your position initially.

Criterion 4: the scope of action

Mission RPO: This option is ideal for a broad scope of action, ranging from strategic recruitment planning To theintegration of new collaborators. In addition to sourcing and recruiting your future employees, the areas of intervention of RPO consultants can extend to the definition of your recruitment policy, the management of your job offers, the processing of hiring promises and the integration of new hires, the management of your HR tools, the management of your HR tools, the management of your HR tools, the employer brand and HR marketing, as well as the structuring of the recruitment team.

Recruitment agency: On the other hand, a recruitment mission with a firm focuses specifically on recruitment by direct approach in other words, the search and selection of talent for a given position.

Criterion 5: the level of control

Recruiting agency: If you prefer fully delegate the responsibility for recruitment and focus on your core activities, the recruitment firm offers a turnkey solution. With a 100% delegated process in terms of sourcing and pre-selection, you only meet the best profiles selected by the firm.

RPO mission: If you want maintain total control of the recruitment process, opt for RPO support. You will be able to supervise the quality of the process and the resources deployed by the consultant or the RPO team throughout the process because they will intervene directly within your team and on your premises. As a fluid extension of your HR/Talent Acquisition team, they will be perfectly aligned to your corporate culture and to your values.

Criterion 6: budgetary factors

Mission RPO: RPO generally makes it possible to reduce the unit cost per recruitment, because the RPO consultant can process several recruitments during a mission. The costs are based on a TJM (or a monthly fee) based on the consultant's seniority, which makes the economic model adaptable to the duration of the mission.

Recruiting agency: If you have a limited number of positions to fill, delegating an RPO consultant makes less sense and opting for a recruitment firm may be more economical in terms of fees for a given mission. In addition, the recruitment firm will offer you a guarantee of results for a given recruitment, where an RPO mission will only involve a delegation of one or more consultants. The replacement guarantee offered by the recruitment agency may confer an interesting ROI dimension in a Tech sector where there is a strong talent volatility.

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In summary, the choice between a recruitment firm and an RPO consultant should be made according to the specific needs of your company and your recruitment goals. Whether you opt for a targeted approach with a recruitment firm or a broader outsourcing of the process with an RPO consultant or consultant team, the ultimate goal is to find a solid and adapted solution to the challenges of the current job market. Make an informed decision that takes into account your business context and talent aspirations.

At Skillink, as a recruitment consulting firm dedicated to Digital and Innovation, we provide our clients, major accounts as well as startups, 360° solutions to succeed in all their recruitment goals. Whether it's about recruit jobs in tension or rare profiles, of quickly surround yourself with strategic profiles, to carry out a comprehensive recruitment plan or build and train an internal recruiting team, our solutions are adapted to all your digital recruitment challenges regardless of the profiles sought, the context of your company and your problems.

Find it here our RPO recruitment solution.

Find it here our recruitment solution | Cabinet, we recruit your managers, experts, and executives in Tech, Digital Marketing, Sales, Products, Data jobs in France and abroad.

Additional articles:

• Optimizing the relationship with a recruitment agency, our advice
• How can you improve your recruitment strategy?

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