Recruitment process outsourcing: Towards effective implementation

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

When outsourcing first emerged during the 1980s, initial impressions were predominantly negative. Massive growth in the practice during the new millennium is testimony to the fact that opinions have altered somewhat. One consequence is that a variety of a firm’s business functions are now often handed over to external providers. Outsourcing is especially prevalent within human resources (HR). Globally, the human resource outsourcing market is approaching US$200bn in value. This encompasses many different HR functions, with recruitment being among them. In the five years to 2015, the recruitment process outsourcing (RPO) market more than doubled. Much of this is down to its extensive presence throughout North America and Europe. The practice is less evident within many Asian countries. However, prevailing labor shortages suggest that considerable scope for greater use of RPO exists in the region.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Citation

(2017), "Recruitment process outsourcing: Towards effective implementation", Human Resource Management International Digest, Vol. 25 No. 2, pp. 34-36. https://doi.org/10.1108/HRMID-01-2017-0013