{"id":2413,"date":"2023-03-30T14:39:24","date_gmt":"2023-03-30T14:39:24","guid":{"rendered":"https:\/\/fieldoftalent.com\/staging\/?p=2413"},"modified":"2023-03-30T14:39:24","modified_gmt":"2023-03-30T14:39:24","slug":"headhunters-vs-rpos-talent-acquisition-titans-tussle-for-top-tier-troops","status":"publish","type":"post","link":"https:\/\/fieldoftalent.com\/staging\/headhunters-vs-rpos-talent-acquisition-titans-tussle-for-top-tier-troops\/","title":{"rendered":"Headhunters vs. RPOs: Talent acquisition titans tussle for top tier troops"},"content":{"rendered":"\n

Laaaaadies and gentlemeeeeen, welcome to the evening\u2019s main event.<\/em><\/p>\n\n\n\n

In the left corner, we have the traditional approach to recruitment\u00a0\u2013\u00a0the headhunters<\/a>.<\/em><\/p>\n\n\n\n

And in our right corner, we have the new kid on the block, the recruitment process outsourcers (RPO).<\/em><\/p>\n\n\n\n

In this corner-to-corner battle, we\u2019ll explore the advantages and disadvantages of each recruitment model (plus a real-life story), so you can make an informed decision about your next talent acquisition<\/a> process.<\/p>\n\n\n\n

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\"Peter<\/figure>\n\n\n\n
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Round 1: Headhunters<\/strong><\/h2>\n\n\n\n

One of the main advantages of headhunters is their ability to identify top talent. Yeah, they\u2019ve got that down pat.<\/p>\n\n\n\n

They have a huge network of contacts and the experience to know what skills and qualifications are needed \u2013 if they\u2019ve spent time in that particular industry.<\/p>\n\n\n\n

But speed? They\u2019re not incentivized to fill their roles quickly, so despite your need to fill the role ASAP, speed isn\u2019t a big concern for them.<\/p>\n\n\n\n

And their astronomical fees are a drag \u2013 up to 40%<\/strong><\/em> of new hires\u2019 salaries. If you\u2019re growing and need to hire for multiple roles, 40% of each salary is a boatload of money.<\/p>\n\n\n\n

Plus, headhunters don\u2019t often show you into their workflow and process until they pass you their final round candidates. So hiring managers and talent leaders are left thinking \u2026 huh?!<\/strong><\/em><\/p>\n\n\n\n

Uncertainty and frustration abound.<\/p>\n\n\n\n

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Get content like this in my inbox<\/strong><\/a><\/div>\n<\/div>\n\n\n\n
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Round 2: Recruitment process outsourcing (RPO)<\/strong><\/h2>\n\n\n\n

RPOs are the relatively new guy in town.<\/p>\n\n\n\n

And boy, do they butt heads with the traditional headhunter model. We like to think of our brand of RPO as RaaS <\/a>(Recruitment as a Service). More on RaaS later… \ud83d\udc40<\/p>\n\n\n\n

Let me know if this resonates with you:<\/p>\n\n\n\n

From start to finish, RPOs source, screen, engage, interview and recommend candidates for hiring. They focus on transparency, accountability and cost effectiveness throughout the hiring process. Especially because they typically partner with clients for longer periods than just a single hiring process.<\/p>\n\n\n\n

Sounds like a no brainer, yes?<\/p>\n\n\n\n

But I\u2019ll be honest, not every organization needs a longer-term commitment. Even if recruitment process outsourcing is far less expensive than headhunters in the long run.<\/p>\n\n\n\n

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Round 3: Auctor’s story<\/strong><\/h2>\n\n\n\n

Meet Auctor, a state and government agency consulting company.<\/p>\n\n\n\n

They were growing! So they needed to fill two critical positions: an operations specialist and a .NET software developer. And yes, as you\u2019d imagine working with the government, these hires are technical and very specific.<\/p>\n\n\n\n

The timeline? Tight.<\/p>\n\n\n\n

Auctor leaders considered finding a headhunter but quickly realized the high fees would be significant. Instead, they decided to partner with an RPO firm (psst\u2026 That\u2019s us!<\/em>) to handle the hiring process.<\/p>\n\n\n\n

The project kicked off March 7 and Field of Talent was off and running. Here\u2019s a breakdown of the project:<\/p>\n\n\n\n