…the competitive edge for many Hotel, Restaurant and Club Management Companies!

When I broach the subject of Recruitment Process Outsourcing (RPO) with Hospitality business owners, managers and HR executives, they usually ask me the same three questions:

What is it?   Why do I need it?  And how will it benefit my organization?

Of course, these are all great questions.  Here’s what I tell them:

What is RPO?

In its simplest form, RPO is defined as a form of business process outsourcing where an employer outsources or transfers all or part of its recruitment activities to an external service provider.

Widely used in other industries throughout the country, progressive and growth-oriented Hospitality companies are now starting to seriously consider outsourcing their recruitment and hiring practices for many reasons.  Some may lack the internal resources to address their talent acquisition needs while others may want to focus on core competencies, or to look for a competitive advantage in competing for talent.   Whatever the reasons, Recruitment Process Outsourcing (RPO) is a growing practice. 

Do you need RPO?

I realize that the decision to turn over key parts of your talent management process (recruiting) to a third-party service provider is not one you take lightly.  To critically examine your potential need for this service, consider the following:

1. Do you have a pressing staffing need that you cannot meet yourself?
2. Do you want to concentrate more on your core competencies?
3. Do you lack sufficient internal HR resources?
4. Do you spend too much attracting and recruiting new talent on your own?
5. Are you dissatisfied with the quality of new hires you recruit yourself?
6. Is your time-to-hire too long?

While most organizations using RPO today are using it for tactical reasons (i.e. the need to meet pressing staffing needs), the use of RPO for strategic goals (i.e. the desire to focus on core competencies) follows closely behind.  However, companies that have adopted a strategic RPO approach are the ones that are capturing the most value from the process.

The fact that “existence of pressing staffing needs” is the most important reason for choosing RPO shows that short-term business necessities can be a powerful motivator for action.  This is particularly true if those same organizations also lack the internal HR resources needed to deal with staffing needs themselves – another major reason to outsource.  Many organizations that initially choose to use RPO to meet short-term goals will, eventually, embrace it for its ability to solve long-term strategic problems.   

How could Horizon Hospitality’s RPO benefit your organization?

As part of the RPO process, Horizon Hospitality functions as your internal recruitment department and manages the entire recruiting and hiring process for you.  As many of our satisfied clients will tell you, a Recruitment Process Outsourcing partnership with Horizon will:

• improve your time to hire;
• reduce cost per hire;
• increase the quantity and quality of your candidate pool;
• provide verifiable metrics;
• improve EEOC compliance;
• and reduce your recruitment expenses.

Horizon Hospitality developed our strategic Recruitment Process Outsourcing (RPO) model in early 2008.  Prior to that time and for over 12 years, we have provided a full range of recruitment options and pre-employment screening services for hospitality companies across the country.  Horizon’s track record of success has resulted in significant financial savings for our Hospitality clients. 

To obtain more details about Recruitment Process Outsourcing for your company, contact:

Scott Samuels
President
Horizon Hospitality
Tel: (913) 897-3100
Email:  [email protected]