Recruitment Process Outsourcing (RPO)

A guide to building a business case for outsourcing your contingent recruitment

We've created a guide providing you with information and insight into all the different areas of a thorough business case, and advice on what you should include in each section. This information comes from over 40 years' experience in the industry, working with some of the UKs most well known brands. Your business case should cover areas such as: Problem and goal statements ROI drivers Benefits Risks Financial analysis Not to mention a full situation analysis and audit of your current contingent workforce. It should also answer the following questions: 1. Why do you need to consider a sole supplier when outsourcing your contingent recruitment? 2. Why now? 3. What does the current process look like and how will this be improved? 4. What are the project requirements? 5. What do you want to achieve? Our guide covers all these elements, giving you a step by step guide in building a winning business case.

Five signs your hiring strategy needs a serious overhaul

Recruitment isn’t static. As your business evolves, you may find your hiring strategy will need to as well to keep pace. If your hiring process is feeling sluggish, expensive, or just plain frustrating, you’re not alone. What is a hiring strategy? Simply put, your hiring strategy is the blueprint behind how you find, evaluate, and onboard talent. When it’s working, it keeps recruitment efficient, cost-effective, and consistent. When it’s not, the signs start to show. How do you know when your recruitment model has stopped working for you? 1. Time to hire keeps slipping If your hiring process is dragging on, or strong candidates are dropping out before you can make an offer, something’s wrong. Long waits, vague comms, and endless interview rounds are the enemy of a good candidate experience. It could be anything from approval bottlenecks, interview delays, or slow feedback loops. If you’re not speeding up, you’re losing out. And it’ll only get worse if nothing changes. 2. Inconsistent hiring quality You’re filling positions, but the results are all over the place. One hire is a rockstar, the next doesn’t even make it through probation. This inconsistency can indicate issues across more than just your hiring processes; it could also be highlighting issues with engagement, employee retention, and onboarding, too. Are your candidates aligned with your culture? Is your onboarding process setting them up for success? Poor alignment and engagement during these early stages can lead to higher turnover and lacklustre performance down the road. If you’re not consistently setting hires up for success from the get-go, your model needs a rethink. 3. Peaks and troughs are causing chaos Hiring demand isn’t consistent. But your recruitment capacity usually is. The unpredictable nature of hiring demand can send your team scrambling, or leave them twiddling their thumbs during quiet periods. To avoid this chaos, you need a scalable model that flexes with your needs without sacrificing quality. If your hiring process isn’t adaptable, you’re in for a rough ride. You need a system that can flex with your needs. 4. Your team is always playing catch-up If your talent acquisition team is drowning in admin tasks and spreadsheets, you’ve got a problem. The real value of a recruitment team isn’t in managing systems and logistics; it’s in finding, engaging, and closing the right people. Automating administrative tasks and outsourcing non-strategic functions will free up your team to focus on the high-impact stuff. 5. You lack market intelligence Hiring in the dark is a surefire way to waste time and money. If you’re relying solely on internal data or gut feel to make decisions, you’re missing an important piece of the puzzle. Without access to market trends, salary benchmarks, and competitor insights, you’re essentially guessing about what talent is available, what they expect, and what they’re willing to accept. The right insights give you a clear view of the market, so you can make smarter hiring decisions and avoid costly mistakes. So, what’s next? If any of this sounds familiar, it’s time to take a hard look at your recruitment model. You need a process that aligns with your business goals and adapts to your evolving needs. At Rullion, we specialise in flexible, integrated recruitment solutions that adapt and scale to your unique business needs. Instead of treating recruitment as a problem to solve, we’ll help you make it a strategic asset. Ready to make recruitment work for you? Let’s chat to find out how we can help you get work done and build a strategic, data-driven recruitment strategy that can improve time-to-hire, candidate quality, and recruitment efficiency. Book a discovery session or learn more about our RPO solution for more information.