Our Recruitment Process Outsourcing (RPO) solutions are flexible, scalable, and tailored to your individual needs. Whether you are looking for a fully outsourced solution or need support on a project-by-project basis, Sanderson has the experience to attract, select, onboard, and retain the best permanent talent for you.
Our approach is simple, we take the time to listen and fully understand your needs, deploy the right blend of people, processes and technology and work in true partnership to deliver a service and tailored solution that meets your immediate requirement and evolves in line with the changing needs of your business.
RPO (Recruitment Process Outsourcing) is when a company appoints a partner to manage all or part of its permanent recruitment process.
The scope of RPO services varies depending on the individual needs of the organisation, but can include recruitment strategy and process design, workforce planning, employer branding, attraction, assessment, screening and onboarding, as well as the provision of an embedded talent acquisition team and technology platform.
In our Enterprise RPO solutions, Sanderson take responsibility for all your permanent hiring needs in a long-term partnership. This approach suits businesses with complex talent acquisition requirements, high volumes of recruitment, or who simply prefer to avoid the fixed costs associated with managing recruitment internally.
Sanderson’s Flexible RPO solutions are designed for businesses who need access to talent acquisition expertise but are not looking to outsource everything. Our solutions are agile and can be used to address short-term spikes in hiring demand or to tackle specific recruitment challenges, often aligned to a particular location, division, or skill set. In this hybrid service, we work as an extension of the talent acquisition team either to support a specific project or as part of a longer-term partnership.
Talent Partnering is a resource augmentation solution in which Sanderson deploys a dedicated team to work in partnership with the wider talent acquisition team, aligned to your values, technology, and processes. This can be particularly effective for addressing challenging locations or ongoing demand for niche or specialist skills.
Benefits of RPO vary from client to client but typically include the following:
We partner with you to shape your talent acquisition strategy, facilitate workforce planning discussions, and support DE&I initiatives.
We deploy quickly, scale to meet peaks in demand and evolve in line with your business requirements.
Our outstanding direct sourcing capability provides significant cost savings.
Our candidate attraction and delivery capability provide access to the best active and passive candidates.
Enhanced reporting blended with real time market intelligence to help you make data driven decisions.
We promote your employer brand, helping you to stand out in a competitive market.
Our expert delivery teams provide a high touch candidate experience throughout the entire process.
To deliver efficiencies through automation and enhance both candidate and hiring manager experience.
We look for ways to simplify, innovate and enhance our service
Our specialist Government & Defence team provide talent solutions to the UK Government sector and their critical supply chains.
Our expertise lies in sourcing hard to find, hard to reach talent for a wide range of public sector opportunities.
With 20 years experience, we understand the protocols, frameworks and policies that surround delivering resource solutions into this sector.
No, Sanderson’s flexible RPO solutions are tailored to the specific needs of each client. You can either outsource everything in an Enterprise RPO solution, or partner with us to address a specific hiring challenge. This could be a particular location or business division, a specific type of hiring such as customer services, a challenging skill such as software engineering or for a stage of the recruitment process such as employer branding or talent pipelining. Our services range from multi-year RPO partnerships through to short-term project solutions to address a sudden spike in hiring demand.
Both RPO and MSP models involve outsourcing all, or part of the recruitment process to a partner. RPO typically refers to the outsource of permanent hiring, whilst MSP usually refers to the recruitment and management of contingent workers.
The length of RPO implementations can vary greatly depending on the nature of the required solution. The geographic locations, scope of service as well as the number of agency suppliers and technology platforms all have an impact on implementation time. We estimate a typical RPO implementation for one country to be 12 weeks.
Your RPO supplier should take on the bulk of the implementation workload to minimise business disruption but will need access to stakeholders in HR, procurement, marketing, legal, technology and the hiring manager community secure sign off and effectively communicate the new service.
Sanderson’s Project RPO solutions are typically deployed within 1 week to provide clients with immediate access to recruitment expertise to address unexpected spikes in hiring demand.
Yes, RPO can be used for any level of hiring. At Sanderson, each RPO solution is tailored to the specific needs of the organisation. Our RPO services include Executive and Leadership, Specialist, Volume and Early Careers hiring, as well as internal mobility.
Karen joined Sanderson in 2020 and leads our RPO and MSP Solutions team as Managing Director and has a proven track record in delivering personalised recruitment solutions to her clients with the goal of driving change and enabling performance. Karen’s passion for barrier-free recruitment and equal opportunities for all means she is a perfectly placed partner to help our clients enable their own business objectives.
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