Recruitment process outsourcing (RPO).
MCI Outsourcing runs the hiring pipeline on behalf of clients, including sourcing, screening, interview coordination and offers, with recruiters assigned only to the client's roles.
Delivered by MCI Outsourcing, part of MCI Group of Companies.
How RPO differs from a recruitment agency.
Under RPO, MCI Outsourcing runs your recruitment function rather than filling roles one at a time. A named team manages your requisitions end to end: defining the brief, sourcing, screening, coordinating interviews, managing offers and reporting on the pipeline. The team works under your employer brand and within your process, and its capacity changes with the number of open requisitions rather than with a fixed headcount plan.
Performance is measured against service levels agreed at the start of the engagement: time to shortlist, the requirements a shortlist must meet, and the proportion of open requisitions covered each month.
RPO suits hiring that is variable or concentrated, such as a site opening, a seasonal peak or the rapid growth of a single function. MCI Outsourcing won Gold for Best Recruitment Firm – Recruitment Process Outsourcing at the 2023 HRM Asia Readers' Choice Awards.
Key benefits
A named team
The same recruiters work on your requisitions each week and learn your hiring standards.
Adjustable capacity
Recruiting capacity matches the requisitions open each quarter, without the need to hire permanent recruiters.
Measured on the pipeline
Time to shortlist, shortlist quality and requisition coverage are reported on a fixed cycle.
Your employer brand
Candidates deal with your brand and your process throughout.
How it works
Scope the requisitions
MCI Outsourcing confirms volumes, role families, locations and the hiring calendar for the period covered.
Agree service levels
Time to shortlist, shortlist requirements and the reporting schedule are agreed.
Embed the team
Recruiters are trained on your process, systems and brand before sourcing begins.
Run and report
Requisitions are worked each week against the agreed measures, and capacity is adjusted as the pipeline changes.
Common questions
How is RPO different from using a recruitment agency?
An agency is engaged per role and paid on placement, usually alongside other agencies, so no single party is responsible for the pipeline. Under RPO, a team is engaged to run the hiring process itself against agreed service levels. For a small number of roles each year, an agency is the simpler option. Where hiring is continuous or occurs in waves, RPO is the more suitable model.
Do the recruiters work under the client's brand?
Yes. Candidates see your brand, your advertisements and your interview process. Where you prefer, the team works within your own systems.
Can RPO cover only part of a company's hiring?
Yes. A single function, a single site or one season is a common scope. Some clients use RPO only for high-volume front-line hiring and keep specialist roles in-house.
How is RPO priced?
Pricing is based on the scope: the requisitions covered, the role families involved and the length of the engagement. RPO is not charged as a per-placement fee.
How long does it take to start?
Scope and service levels are agreed first, and the team is then trained on your process before sourcing begins. The timeline depends on the number of requisitions in scope and the level of system access required.
What happens when hiring slows down?
The team is reduced in line with the requisition count. This is the main reason to use RPO rather than build a permanent in-house recruitment team for a peak that will not last.