More clarity, closer coordination, lower costs – Ever thought of outsourcing your recruiting?

Today, good people are in short supply and business operations span the globe. These two facts routinely confront companies everywhere with similar challenges when it comes to recruiting: Decentralised processes across different regions and departments are often not standardised, leading to inconsistent cost tracking and making it hard to identify cost-saving opportunities. At the same time, a lack of advanced analytical tools prevents firms from properly assessing trends, benchmarking their recruitment activities and reliably forecasting the resultant costs. Instead of managing costs proactively, they typically struggle to react when expenses spiral out of control. And even reacting is made more difficult by a lack of continuous monitoring and predictive insights, leading to outdated recruitment processes that frequently push costs up further and result in painfully long hiring cycles.

All these issues are compounded by a lack of transparency about the details of recruitment spending – a serious issue at nearly half (45%) of all organisations in 2023, according to the researchers at Gartner. Worse, such poor visibility often costs companies much more money than they think: Data from Deloitte and SHRM shows that inefficient recruitment processes can add up to 30% to hiring expenses and extend time-to-hire by a similar amount. The result? Costs of between USD 500 to USD 2,000 per day for each unfilled position are not uncommon. Substandard tracking also correlates with a 25% increase in employee turnover. That is doubly expensive, since replacing an employee can cost anything from 50% to 200% of their annual salary (according to LinkedIn; data from 2023). 

Taken together, these issues cannot simply be accepted as a ‘necessary evil’ or an implicit business cost: Soaring expenses and lost productivity can blunt an organisation’s competitive edge and cost literally millions of dollars a year.

The wastage and inefficiency described above is all the more painful when one realises that proven solutions to all these problems already exist! One such solution is Recruitment Process Outsourcing (RPO), a service which is provided by Brunel. This scalable package comes in a variety of forms, depending on the client’s needs:  

• Project-based RPO ​ 
  Here, recruitment support helps companies manage temporary surges in hiring demand to successfully steer phases of expansion.  
• Hybrid RPO ​ 
  The service provider becomes an extension of the internal recruitment team, potentially incorporating contingent labour requirements and/or multisite locations.  
• Enterprise end-to-end RPO  
  Here, the service provider takes complete ownership of the client’s recruitment process, including design, technology, execution, onboarding and strategy ​issues.  

No two recruitment solutions are the same, of course, so Brunel fine-tunes even these separate categories to suit individual requirements. That said, any good RPO solution will always have a strategic aspect to it. Unlike the kind of reactive, case-by-case approach adopted by many staffing agencies, Brunel takes a forward-looking approach and is happy to operate as an extended arm of the employer – even as far as managing the client’s entire recruitment cycle. The aim is nothing less than to build a strategic recruitment programme that attracts, recruits and retains high-quality, full-time, permanent employees. 

Working with a global specialist like Brunel that provides RPO services and boasts more than 45 years’ inhouse expertise, companies are free to concentrate on their own core business. While they do that, Brunel draws on industry insights and global recruiting expertise to deliver superior talent, reduce attrition rates among new hires, boost on-the-job competency and improve business outcomes, all while ensuring full legal compliance in every industry and at every location. Better still, vacancies are filled in the shortest possible time thanks to efficient, centralised hiring processes – all at predictable cost based on the scalable, flexible models agreed in advance.

Operating in conventional energy, mining, renewables, the life sciences and a host of other sectors, Brunel’s strategic partnership team delivers a recruitment programme tailored to the specific requirements of each organisation. By managing the full cycle and attracting a high class of permanent employees, we deliver outstanding results and faster hires at lower overall cost. We can handle short-term hiring demand, take full ownership of your recruitment function and even support your strategic workforce planning – reengineering your entire recruitment process, if that is the best solution for your organisation.

Interested? Then simply fill out the form below and tell us the kind of recruitment services you are looking for. Our experts will get back to you as quickly as possible to discuss how Brunel can help you regain control over and improve the quality of your recruiting processes.