Talent Evolution Group - TEG

Recruitment Process Outsourcing - RPO

Not sure what you want, but know that you need support to grow your organisation?

Recruitment Process Outsourcing (RPO) is the answer.

Our model is ideal if you have a mix of short-term needs, customised requirements, or larger-scale end-to-end hiring. Key benefits include:

  • Greater flexibility
  • Reduced costs
  • Improved compliance and reporting
  • Improved employer brand
  • Exceptional candidate experience

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Our teams offer unrivalled industry expertise and a focus on transformation driven by our Core Values, long-standing industry relationships and access to leading technologies.

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Types of Recruitment Process Outsourcing (RPO)

Project RPO

Our short to medium-term RPO offering is best suited to start-ups, ramp-ups or project hiring needs. Our project consultants will work with you to develop a solution that covers all or part of the recruitment process. This RPO will fit in with your current talent acquisition teams and strategies with zero disruption.

Selective RPO

Our selective offering allows you to customise the support your company needs. Choose the part or parts of the recruitment process you need to outsource, and we’ll provide the best solutions. Examples of past Selective RPO solutions include sourcing and screening, onboarding or pipeline and candidate assessments. This system has a 'proven track record' of supporting volume or niche hiring. Our team can help you tailor a Selective RPO to fit your needs.

End-to-End Enterprise RPO

Our fully scalable end-to-end Enterprise recruitment solution brings together the best in people, processes, and technology. Enterprise can include all or part of the process – it’s up to you. Sample elements include:

Talent Mapping
Talent Sourcing & Attraction
Candidate Engagement
Interviewing & Offer Management
We will work with you to find the best solutions and co-create an RPO that meets your talent needs and strategic goals.

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Embedded Talent Acquisition

We have developed an embedded talent acquisition implementation and ramp-up model that enables us to integrate into your existing TA team and processes with minimal disruption and immediate benefit. Our embedded TA models are purposefully designed to allow us to scale up and down rapidly or bring in new skillsets, capabilities, or service elements to evolve your solution as needs change.

RPO Elements

At the core of our talent solutions services is what we call Elements of talent innovation - an approach that enables us to bring, at speed, the most relevant services, competencies, and skillsets together based on where you are on your talent journey. 

Our group and services have been built to deal with all the myriad of talent solution requirements that you may have- large or small! Each element can be dialled up or down during the talent journey with you.


Our RPO Elements

The coordinated planning, management, and execution of multiple related projects that are directed toward the same strategic, business, or organizational objectives. Effective programme management ensures people and teams are focused and collaborating across departments who are working together to achieve a shared strategic vision.

The process of identifying organizational staffing needs, proactively build applicant pipelines to meet current and future business needs, recruiting qualified candidates and selecting the candidates best suited for the available positions to fulfill a company’s business needs.

Customising the talent management process to best reflect the needs of the talent source market. This involves adjusting various aspects of the process, including employer branding, candidate journey and experience to best meet the needs and expectations of the candidate pool.

Strategically focused on attracting and retaining international talent and/or ramping up hiring efforts in new locations to fulfill specific business needs. For employers, it means accessing certain skills that are available on the global market in order to bridge their skills gaps.

The range of processes in place to cultivate and nurture meaningful relationships with talent while showcasing your employer brand and keeping your data—which is their personal information—clean. It’s effective managment of the talent pool to maximise its potential.

Enhancing the employer brand reach, identify new and existing stakeholders and connect with them in a way that builds trust and the foundation of a lasting relationship. Amplification is an on-going process which requires time to nurture and grow. 

Delivering a satisfactory candidate experience with smooth facilitation of the prospect through the recruitment process. It's how well a company maps and facilitates a candidate journey from posting a job listing to conducting background checks, and dealing with any issues arising in the hiring process.

A business function that aims to attract and engage potential job candidates for future hiring needs. Recruitment marketing adopts the methodology of traditional marketing for hiring purposes: to attract not customers, but candidates, and to promote not the commercial brand, but the employer brand of the company.

The set of unique financial and non-financial attributes that the talent marketplace and employees (current, present, and past) perceive as the value they gain through employment in a role

The process of organizing data into summaries.Insights are the result of exploring data and reports in order to extract meaningful information to improve business performance. 

Market-entry advisors provide services to private companies, corporations, or government or non-profit organisations for solving various business problems related to commencing sales, manufacturing or outsourcing operations in a new market or geographical territory.

The perceptions and related feelings caused by the cumulative effect of all interactions with a supplier’s employees, systems, online and in-person channels or products throughout various experiences.

Data driven creative process of making a recruitment function a reality, with the assistance of transformative resources and inputs for business purposes.

A standard and scientific method designed to measure candidates' suitability for a role based on the required personality characteristics and aptitude (or cognitive abilities). Employers use the information collected from the psychometric test to identify the hidden aspects of candidates that are difficult to extract from a face-to-face interview

Diversity and belonging create an inclusive environment where employees can be themselves, are valued for their differences, and are supported. Inclusion is where people’s differences are valued and used to enable everyone to thrive at work. Diversity is about recognising differences. It’s acknowledging the benefit of having a range of perspectives in decision-making and the workforce being representative of the organisation’s customers.

Equipping employees with the knowledge and skills they need to carry out their daily duties effectively, to ensure compliance, so they can learn and grow.

Creating a skilled workforce which will benefit your business in the future.

Supplier relationship management is a core skill for all procurement and supply service managers. It is the relationship formed between a buyer and supplier.

A business-focused, always on discipline focused on reducing spending and costs, while maximizing business value.

Technology platforms is an umbrella term for HR software and associated hardware for automating the human resources function in organizations. It includes employee payroll and compensation, talent acquisition and management, workforce analytics, performance management, and benefits administration

The expertise required to correctly operate and manage technology platforms. The ability to clearly assess the needs of the organisation and choose the right solutions to drive effective solutions from a wide array of options.

Speak to our expert team today

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