There is various definition of RPO in today's time, Managing activity/processes if one calls as RPO, the other talks about owning the entire Recruitment function of the client as RPO while few say having the recruiters deployed at a client location is considered to be RPO.

Ultimately all these convey about outsourcing the functions to the specialized organizations so that resource optimization and timely delivery is ensured while the functions which are cost centers ensure there is a tab on the cost by retaining or reducing cost.

Recruitment as a function is becoming challenging every day with dynamic changes in business demand and a short supply of talent fitting into business needs, the task of hiring the right talent at right time at the desired location is the most challenging and herculean.

Understanding today's challenge, the need of customers, and our core strengths, We have offered the following services under Recruitment Process Outsourcing

● Activity owned delivery
● Success based or End delivery
● Recruiter on demand


We work closely with clients to understand their current process and the expected delivery and suggest as well own the responsibility to improve the internal processes by adopting our experience and technology to attain increased efficiencies.

As analytics play a key role and every activity have to be measured, We have introduced multiple metric-based activity measuring tools in the recruitment processes enabling us to analyze and work on continuous improvement by introducing training, technology, and customized process.

The activity kicks off at the stage of need expectation from the business on the type of resources required, by sharing the true market intelligence and best possible resources that can be attracted to the supply chain management (Sub vendors, internal recruitment, sourcing tools, etc.), pre-screening and selection process, scheduling, offer process, background verification checks, and onboarding,


HBR takes complete ownership of business requirements, having resources onboarded as per TAT is the delivery commitment and undoubtedly the quality of the candidate pool available as per the business requirement plays a bigger role and obviously, all commercials are evaluated on the results.
This method not only ensures the delivery commitment, but it also gives the cost advantage as there is a dedicated team focused and their 100% efforts are only on one assignment/business requirements.
The scope includes the entire process from analyzing business needs to onboarding, but most importantly the resource planning, downsizing, or increasing recruiters’ strength based on fluctuation of business.


HBR has a huge team having expertise and experience at various stages of the recruitment process and is trained to wink in a more efficient manner to deliver results at lower costs, shorter turnaround time, and better quality.

This capability is the result of our presence in the industry for the last 2 decades and has diverse experience in various domains and a variety of clients in terms of size, type, and culture.

This pool of recruiters is deployed at your end for the required duration based on your need hence avoiding your fixed cost and allowing you to use our resources based on your business requirements fluctuation.

➔ The seven stages of an RPO are as follows:

  • Prepping for the ideal candidate
  • Sourcing and attracting talent
  • Converting applicants
  • Selecting and screening candidates
  • Carrying out the interview process
  • Verifying the background of the candidate through a reference check
  • Onboarding

➔ How is RPO different from other outsourced recruiting options?

In contrast to other outsourced recruiting methods, RPO is a strategic alliance that offers additional value-added benefits such as:

● Candidate care
● Candidate assessments
● Sourcing and engaging talent
● Extensive job marketing
● Analysis and planning

➔ How does an RPO work?

A. In the RPO model, a team of consultants works with a firm to identify their hiring requirements and engineer a solution centered on them. The RPO team then takes over a part of or the whole recruitment procedure in producing qualified candidates, filling existing roles, and even handling future requirements.

➔ What technologies are used in RPO solutions?

A characteristic RPO technology stack traditionally involved an ATS, but currently, solutions include chatbot functionality, CRM platforms, video interviewing, and much more.

Obtain quality candidates who hit a position between meeting the job's qualifications and complementing your organization’s aura.

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