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Reengineering the Recruitment Process

The skills needed in many roles are continually changing—and sources of talent are too.

The Covid-19 pandemic has upended many traditional business practices. When it comes to recruiting, the crisis has not so much disrupted as accelerated shifts in the talent landscape that were already under way, leaving many companies poorly served by their current hiring practices. In a period of steep unemployment, it might seem that companies looking to add workers would be in the driver’s seat. But job openings have also been rising in recent months, meaning that competition for top talent remains keen—and in uncertain times, bringing on the right people is more important than ever.

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Case Studies | Enterprise Solutions at Hays

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Australia | Local Government | MSP

Improved governance, compliance and cost controls through implementation of VMS with a complex organisation.

China | Chemical | RPO

We created a talent pool from internal and external databases to identify senior candidates who were a good match and whose non-compete agreements were set to expire.

Europe | Life Sciences & Pharma | MSP

Harmonised and efficient procurement process for contingent workforce as well as workload reduction for procurement and the managers.

Germany | Global Conglomerate | MSP | General Electric

GE and Hays have created a supplier portfolio, optimised in terms of quality and quantity by using scorecards, supplier development programmes and workforce assessments.

Germany | Semiconductors | MSP

We helped our customer obtain a complete overview of all external employee assignments, thereby maximising efficiency and standardising compliance policies.

Malaysia | Chemical | RPO

Increased candidate satisfaction with better service and engagement which resulted in higher rate of offer acceptance.

USA | Financial Services | MSP

Find out how we took an organisations' time to offer from 23 business days to 12 and saved them $41 million.

USA & Canada | Manufacturing | RPO

New processes provided better efficiency and standardisation allowing us to address four different hiring changes in the past three years.

Canada | Telecommunications | MSP

By enabling and streamlining these processes we were then able to focus on developing innovative and forward-thinking strategies for our client.

Europe | Automotive | RPO for Tech

Tailoring our engagement and focusing on improving the application process we have increased candidate applications by 40%.

Europe | Telecommunications | MSP

Success in rolling out a multi-country MSP in a complex environment, enabling us to roll out a cost saving strategy that saved £1m in year one.

Germany | IT | MSP

With the introduction of our central VMS 3 Story Software, the procurement processes could be centralised and the staffing speed increased.

Global & UK | Technology | Early Careers & Total Talent

Reducing time to hire from 116 days to 56 days, improving the candidate journey and increased satisfaction.

UK | Construction | MSP

With the right suppliers and segmentation, this organisation has seen a significant increase in supplier fill rates from 86% to 94%.

USA | Manufacturing | MSP

Read how we enabled an organisation streamline their processes to find and engage talent when they needed it at a fair price.

USA & UK | Manufacturing | MSP

Co-developed new polices after this company split from their larger Life Sciences group to achieve the business results they desired.

Through strategic sourcing and synchronisation we halved time-to-offer rate, from 156 days to 72 days.

Europe | Banking & Investment | Total Talent

Hybrid MSP model to reflect different supply channel requirements, with a Global account and governance structure​.

Germany | Engineering | MSP

Increase in process transparency and satisfaction by replacing an existing MSP and providing a neutral interface.

Germany | Media | MSP | Bertelsmann SE & Co. KGaA

We successfully replaced an existing provider with our MSP and VMS service and achieved a consolidation of eight independent companies of the group.

Halved time-to-fill rate in first 3 months, from 68 days to 32 days and now steadily maintaining time-to-fill under 25 days.

UK | IT | Total Talent

Building quantified talent pools ready for speedy deployment, stronger engagement with the contractors and the assurance of supply.

Based on our “Find and Engage” methodology to standardise processes and open channels not previously available.

USA & UKI | Financial Services | Direct Sourcing

How the implementation of Direct Sourcing in an outdated Managed Service Programme achieved unprecedented improvements.

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Outsourcing Case Studies Businesses Can Learn From

The rise in outsourcing and remote working opportunities is possibly one of the only bright spots among the dismal clouds cast by the COVID-19 pandemic. Many people were uninformed in the early phases of the pandemic, and many outsourcing organizations saw a drop in production.

Now, however, according to Gartner, around 74% of CFOs want to shift at least 5% of previously on-site personnel into permanently remote employment once the epidemic is over. 

However, as people became acclimated to the situation and accepted new technical solutions, outsourcing capabilities and economic opportunities, they found new avenues to explore.

A global IT outsourcing market analysis predicts that the industry would increase by 98 billion USD by 2024, with a compound annual growth rate (CAGR) of 5%.

Though outsourcing is a highly profitable and effective approach to develop your business, there are a few things to consider before implementing it. Learning from the experiences of companies that have done this successfully can be a simple approach to get started.

To this end, we’ve gathered 10 outsourcing case studies to help you get a better grasp of outsourcing.

1. CuriosityStream

Curiosity Stream is a global independent media firm and video-on-demand streaming service that experimented with outsourcing in 2019.

They employed six programmers to assist them in developing the video component that increased the number of hours watched. This aided them in increasing overall productivity while also lowering the cost of developing the software.

The CuriosityStream team drew inspiration from the many achievements of other companies and learned how to build a successful outsourcing program.

According to interviews with Andre Silva, CTO of CuriosityStream, his advice to other entrepreneurs is to work out how to combine the offshore crew with the on-site staff.

2. StudyTube Hires

StudyTube is a Dutch-based online education portal that relies on nearshore programmers. In the beginning, they worked with part-time engineers but quickly realized it wasn’t going to work.

As a result, they employed Ukrainian developers, and this nearshore outsourcing solidified their chances of expanding their firm. With a secured investment of €1,500,000, they are continuing growing at a rapid pace.

We’ve all heard of Skype, a telecommunications tool that specializes in video and phone chats between devices via the internet.

The majority of the software was developed by European web developers. Skype asserted that competent web development was required for its product concept, so it chose outsourcing as a solution.

The 300 million monthly active users and nearly 1 billion downloads attest to their success through outsourcing.

Slack has its own growth story among the success tales of organizations that have benefited from outsourcing. MetaLab, a Canadian design firm, was engaged by the company to assist in producing a viable product from the beta version.

In July 2017, the company raised a total worth of $5 billion, and it is still increasing. By outsourcing website design and mobile app development, the corporation increased its investment.

Slack’s rise from rags to riches is a prime example of outsourcing success. MetaLab offered crucial feedback to the Slack team, allowing them to design a solution that reached 15,000 users within two weeks of its launch.

GitHub hosts Git for version control in software development. This Microsoft subsidiary provides Git’s version control and source code management (SCM) functions as well as its own features.

One of the companies that outsourced its MVP is GitHub. They recruited a backend developer to build the product’s backend.

6. Whatsapp

Whatsapp has over 1.5 billion active users in over 180 countries, and the corporation is no stranger to outsourcing. With a limited cash reserve, creators Jan Koum and Brian Acton concluded that outsourcing was the best method to create the product.

As a result, they employed Russian software developers to reduce operational costs while obtaining highly experienced workers. 

Whatsapp is the third most downloaded Android app on the Google Play Store, with over 2 billion active users.

7. Waitwhile

Waitwhile, created by two ex-Google employees, solves a prevalent problem for people who are waiting in line for a phone call. We all despise getting held at “receiver point” for hours on end with an annoying tone that rings intermittently. Waitwhile is fixing that problem with the assistance of artificial intelligence; it will wait for you while you do whatever else you need to do.

Waitwhile began with a base program that was warmly appreciated by its early users, and scaling became inevitable. However, they were limited by their technology, so they outsourced the work to NeoITO.

They improved their previous framework, which was built with AngularJS, and added the functionality required to handle high scaling. Waitwhile has established its market position with over 2 million hits.

8. Widget Brain

Widget Brain is a startup company established in the Netherlands that is a pioneer in AI-driven labor management. It is one of the Netherlands’ hottest startups.

Outsourcing altered the game for them when they employed five Ukrainian developers; the high-quality labor they acquired at a reasonable cost aided their company’s growth.

Widget Brain has received a $2 million investment to develop globally thanks to software outsourcing.

9. Oktopost

Oktopost is a social media management platform that was launched in 2013. They operated in Israel, Ukraine and the US, with 22 employees.

Oktopost hired software developers through Daxx in 2018, which helped them extend their roadmap and scale their business. The offshore development team has undoubtedly assisted them in developing services that they struggled with in the early stages. Outsourced work assisted them in improving their company roadmap and attracting additional investors and consumers.

10. Alibaba

Alibaba is unquestionably one of the most successful outsourcing cases. Alibaba Group co-founder Jack Ma is a staunch supporter of an open and market-driven economy.

Initially, Jack Ma outsourced his software development job to the United States. This was done to appeal to a bilingual audience and to employ experienced computer specialists that he couldn’t locate locally.

This was not in vain, as Alibaba today controls 60% of the Chinese e-commerce market.

There is a rather prevalent misunderstanding that outsourcing results in weak management techniques and subpar customer service. To gain the benefits of outsourcing, you must first hire the right people who can match your needs.

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Topics: Offshore Recruiting, Offshore Recruitment Services, Offshore RPO Services

Offshore Recruitment Success with QX Global Group: Case Study Analysis

Posted on October 18, 2023 Written By Sakshi Sharma

Moving to offshore recruitment solutions can be a transformative strategy for staffing companies seeking growth and efficiency in talent acquisition. Here’s a compelling case study, highlighting how offshore recruitment services catalyzed the success of an engineering staffing company, illustrating the immense potential for scalability and excellence.   

Beyond the success story, we share invaluable insights and smart tips to guide any company aspiring to opt for offshore recruitment services. Discover how the synergy between offshore expertise and savvy outsourcing strategies can drive unprecedented success in building high-performing teams.  

Tips for Smart Offshore Recruitment 

Offshore recruitment services offer a strategic advantage to organizations seeking efficient and cost-effective solutions in the dynamic landscape of talent acquisition. To ensure a successful offshoring experience, consider the following tips:  

• Clear Communication Channels : Establish transparent communication channels between onshore and offshore teams. Clearly articulate expectations, project requirements, and key performance indicators. Regular meetings and updates foster collaboration and alignment.
•   Thorough Training and Onboarding : Invest time in comprehensive training for the offshore team. Ensure they are well-versed in your company’s processes, values, and specific role requirements. Effective onboarding sets the stage for a seamless integration into your workflow.
•   Define Key Performance Indicators (KPIs): Set measurable KPIs to track the success of your offshore recruitment efforts. Metrics such as time-to-fill, candidate quality, and cost per hire provide insights into the efficiency and impact of the offshore team.
•   Cultural Sensitivity and Alignment : Understand and appreciate cultural differences. Foster a culture of inclusivity and ensure that the offshore team aligns with your company’s values. This not only enhances collaboration but also contributes to the overall success of the partnership.
• Data Security Measures : Prioritize data security and implement robust measures to protect sensitive information. Clearly define data access levels and ensure compliance with relevant regulations. A secure data environment builds trust and mitigates risks.
• Flexibility and Adaptability : Embrace flexibility in your offshore recruitment strategy. The ability to adapt to changing needs and priorities is essential for success. Ensure that your offshore partner can scale resources up or down based on demand.
• Invest in Technology: Leverage technology to streamline processes and enhance collaboration. Implementing advanced recruitment tools and applicant tracking systems (ATS) facilitates a more efficient and data-driven recruitment process.
• Regular Performance Reviews : Conduct regular performance reviews to assess the effectiveness of the offshore team. Solicit feedback from both onshore and offshore stakeholders to identify areas for improvement and continuous optimization.
• Risk Mitigation Strategies : Develop robust risk mitigation strategies to address potential challenges. Having contingency plans in place ensures that you can navigate unexpected issues without significant disruptions to your recruitment goals.
• Cultivate a Long-Term Partnership: Approach offshore recruitment as a long-term partnership rather than a short-term solution. Building a strong relationship with your offshore provider fosters trust and allows for continuous improvement over time.

By implementing these tips, staffing businesses and companies can navigate the complexities of offshore recruitment services easily. Success stories like the one with a specialist Engineering Staffing Company and QX Global Group (one of the best offshore recruitment agencies ) are a testament to the transformative impact of strategic and well-executed offshoring initiatives. Read the detailed analysis of how our offshore recruitment services helped the client company succeed in its recruitment business.  

CASE STUDY: Engineering Staffing Agency Secures 654 Placements In 10 Months With Outsourced Offshore Recruitment Support  

Client : Engineering Staffing Agency  

Client’s Challenges :    

• Hiring Delays: The engineering staffing agency faced significant delays in filling open roles, impacting project timelines and delivery.  
• Limited Onshore Bandwidth: The onshore recruitment team had limited bandwidth to cover all open roles, leading to a backlog in the hiring process.  
• Candidate Pool Limitations: For locations with high open roles, the client struggled with a limited pool of qualified candidates.  
• Missed Hiring Deadlines: Critical hiring deadlines were consistently missed, affecting the company’s ability to meet project demands.  

Solutions Provided by QX Global Group :  

• Offshore Recruitment Team Setup: QX Global Group identified the challenges and set up a dedicated team of 15 experts to provide offshore recruitment services, addressing the client’s specific needs.  
• Rapid Team Training: The offshore team underwent intensive training, bringing them up to speed with the staffing company’s processes, systems, and role requirements in under 30 days.  
• Strategic Weekly Progress Reviews: Weekly progress review calls were established with the hiring manager to discuss urgent hiring needs, focus areas for the coming week, upcoming roles, and overall strategy.  
• Swift Job Coverage: New job openings were covered within 24-36 hours, ensuring a rapid response to the client’s hiring requirements.  
• Pipeline Building for Repetitive Roles: The team strategically built pipelines for roles with repetitive requirements, ensuring a continuous flow of qualified candidates.  
• Strategic Job Advertisements: Open roles were advertised on relevant job portals and social media platforms, expanding the reach and attracting a larger pool of candidates.  
• Streamlined Candidate Application Process: QX Global Group streamlined the candidate application process, integrating it seamlessly into the client’s Applicant Tracking System (ATS).  
• Continuous Optimization: Best practices identified from successful cases were applied to other openings as part of a continuous optimization process, ensuring efficiency and effectiveness.  
• Performance Tracking: QX Global Group closely monitored interview offers, success cases, submittal rates, and turnaround times to gauge the effectiveness of the recruitment process.  

Results and Impact:  

Our client, a leading staffing company offering engineering recruitment solutions, experienced a transformative shift in their recruitment process. With QX Global Group’s offshore recruitment services, they successfully filled 654 positions within a span of 10 months, overcoming hiring delays, bandwidth limitations, and candidate pool challenges. The partnership not only met critical deadlines but also contributed to the overall growth and success of the Engineering Staffing Company.  

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Originally published Oct 18, 2023 02:10:55, updated Oct 18 2023

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RPO Firm Humanity Improves Its Speed of Delivery in a Changing Candidate Market with Recruit CRM

“I can’t begin to tell you the amount of research I had put into this on finding the right CRM. There are tons of Sales ones out there, but it really took an effort to find something easy-to-use, not overly complicated, and non-bulky for recruitment.”

It’s no doubt that recruitment entrepreneurs have it hard with respect to making it big on a global scale.

A foolproof checklist has to include recruitment automation and thoughtful investments made in a suitable Applicant Tracking System and CRM software.

Following 5 years of continuous growth, in 2019 alone, the global recruitment and staffing industry generated an income of about half a trillion U.S. dollars.

Recruit CRM was built with a clear purpose in mind.

One among them would be to cater to the needs of the recruitment agencies and tap its way into the European and American markets.

We’ve honestly heard a lot about agency recruiters and general managers talking about how difficult it is to find the right software for their agency.

Here, it was no different for Humanity, The Employee Experience Company (based out of South Africa).

The Challenge

Humanity & recruitment process outsourcing (rpo).

The global recruitment market has been changing quite a bit, and several hybrid models have come into play.

Talking about Recruitment Process Outsourcing – it’s a model where clients and companies outsource their hiring needs from a third-party vendor like that of a recruitment firm or an RPO firm.

This involves a contractual relationship with the company.

Humanity has earlier worked with project-based RPO models , especially high-volume recruiting in the banking space.

They have done projects for three months, six months, to even two years.

They have worked with all 3 RPO models–

• An End-to-end RPO Solution: This may be used for a single market, country, region, or across the globe. It focuses on a specific business division or role (e.g., marketing) or encompasses all hiring across the organization.
• A Project RPO Solution: It allows a company to hire a team of expert recruiters to fill a specific need within a specified time frame, such as recruitment backlogs, launching a new Customer Success team, meeting an unexpected hiring demand, or talent pooling and candidate sourcing .
• An On-demand Recruiter Solution: This is somewhat similar to Project RPO but instead involves having one or two outsourced recruiters join your talent acquisition team for a specific project or period.

Why Did Humanity Choose Recruit CRM?

One of our team members quickly hopped on a call with the general manager of Humanity, Annie Osterloh , where she explained everything they were looking for and how they were stuck with us for good.

When asked for an introduction, she pointed out how she loved working for her company because it stands for all things diverse and positive.

Humanity is changing the journey for a lot of candidates across South Africa.

With its motto being fostering a positive employee experience, Humanity has been a game-changer in talent acquisition, employee engagement, employee development programs, culture transformation, and so much more.

When it came to choosing an Applicant Tracking System and Candidate Relationship Management (CRM) software for their agency, Annie, with a hint of laughter said –

I can’t begin to tell you the amount of research I had put into this on finding the right CRM. There are tons of Sales ones out there, but it really took an effort to find something that is easy-to-use, not overly complicated, and non-bulky for recruitment.

Why Recruit CRM?

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• Best CRM to provide a one-of-a-kind experience to clients and candidates
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• Not bulky at all
• Best customer support
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• Email integrations, sample email templates, and so much more.

As a result of choosing Recruit CRM, Humanity was able to improve its speed of delivery.

The search function and ability to code candidates significantly assisted them with keeping abreast with the continually changing candidate market.

Today, the company is on its way to becoming the top RPO provider in South Africa.

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Case study No. 1. RPO (Recruitment Process Outsourcing)

Our client was an American company that operates within the field of broad marketing. These are, primarily: marketing analytics, personalization, marketing automation, experience and content management, as well as customer experience analysis. The core of the client’s business is digital and mobile marketing. This service is modern yet demanding. The company has branches in many countries, and one of them is located in Poland. After separating a distinctive department from the IBM structure, the company decided to open a 300-person branch in Gdańsk. Therefore, the client chose to use our RPO (Recruitment Process Outsourcing) service.

What was the main goal of our cooperation within the RPO service? It was to present the client’s brand as an employer in the local market. And, subsequently, to employ specialized high-level staff and necessary professionals.

Our responsibilities included preparing the entire recruitment process along with relevant documentation that met formal requirements. We completed the recruitment project successfully, which strongly affected customer satisfaction.

A new employer branding

Our client needed a large number of professionals due to the launch of a new branch. And the RPO service provided by our recruiters proved to be 100% effective. Our specialists have created a recruitment team of eight, and, working together, operated under the client’s name and brand. Thanks to this move, we improved its Employer Branding already at the stage of preparation for the recruitment process.

The client’s brand has not been a well-known employer in the labor market in Poland. The recruitment team helped promote the company’s brand and business focusing mainly on social media and video materials. Using new media within the promotion process, we have gained the confidence of reaching a large number of recipients. Video marketing has enabled us to create valuable films and promote them on the web throughout all distribution channels. This way we’ve made it possible to meet the company – for its potential employees, partners, and customers.

RPO – the specialists’ main tasks

The recruitment team’s task was to develop in every detail the entire process of finding candidates for work. Besides, its members have prepared the mandatory documentation following the formal requirements of our country. Together with a team of employees from the United States, they also developed proper data processing policies and clauses. Ones that comply with the provisions of the GDPR (RODO) and European Union standards.

Why it is so great to use the Recruitment Process Outsourcing (RPO) service when looking for job applicants? It ensures that all stages of recruitment are carried out correctly. Cooperating with us, the client gained confidence that the recruitment specialist would perform all duties with due diligence. Our recruiters have created a recruitment plan and strategy, prepared job offers, and developed a candidate profile. They searched for employees actively and represented the company properly from the first days of cooperation. It resulted in the improvement of the client’s company image and its recognition in the Polish professional market.

The distribution of activities over time

For the first two months of the cooperation, our consultants lent the client their own ATS (Applicant Tracking System). Thanks to using the RPO service, the client’s company has gained a professional tool for managing job applicants. The implementation of ATS helped organize the entire recruitment process and ensured order in the client’s candidate database. Next, Sowelo Consulting specialists took care of the secure transfer of all acquired data to the new client system. All Hiring Managers have also received training in operating the new ATS platform. As a result, they gained knowledge about the advantages of software solution for the recruitment process.

As far back as in the first six months of our cooperation, we provided the client with 400 candidates. There were 70 people the client decided to employ among them. This result gives us a high hit ratio, the important effectiveness indicator, of 17.5%. This level was possible to achieve thanks to the best tools engaged in preparing and conducting the recruitment process. We filled vacancies quickly, employing the right specialists – programmers, testers, technical support engineers, DevOps, and automation testers. What’s more, those who gained employment in the client’s company was the specialized and highly qualified managerial staff. Among them, there were managers of programming teams (front-end, back-end, DevOps, QA) and technical support managers.

See other case studies :

Case study No. 2. Interim Recruitment

Case study No. 3. Executive Search

Case study No. 4. Direct Search

Case study No. 5. Direct Search

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In today’s fast-paced business world, rapid expansion brings both opportunities and challenges. Many companies, like our clients, face the uphill battle of managing business growth while grappling with an overloaded HR department.

The lack of a dedicated HR manager meant that our clients had to conduct a staggering 40 interviews per week to fill positions. Recognizing that they needed assistance to streamline their recruitment process and enhance efficiency, they sought external support. This case study explores how they successfully navigated this challenge by developing a professional recruitment strategy tailored to their unique needs.

Building a Tailored Recruitment Strategy with Process Management Outsourcing

Rapidly growing businesses often find their HR and recruiting teams struggling to keep up with the pace of expansion. In this case, the challenge was to create a holistic recruitment strategy that could manage the entire recruiting life cycle. This involved outsourcing process management and designing a comprehensive recruitment strategy.

To tackle the complexities of their HR challenges, our clients turned to an experienced external consultant. By leveraging their insights and expertise, they were able to develop their HR team and deploy successful strategies. These initiatives aimed to optimize the recruiting process for greater efficiency and cost-effectiveness.

One of the key solutions implemented was the creation of an automated applicant tracking system (ADP) to streamline and manage the candidate pool. By adhering to brand standards and partnering with contingency plans, the team successfully accomplished the recruitment within just one month. The integration of the team with the larger company and its brand standards was seamless.

The case study delves into the outcomes of these changes and how they positively impacted both recruitment outcomes and overall HR department efficiency. Through the implementation of the new strategy, our clients were able to fill positions more effectively and improve their HR processes.

Valuable Insights for Businesses

For companies looking to transform an underdeveloped HR team into a more effective and productive one, this case study serves as a valuable resource. It highlights the importance of leveraging external resources, such as experienced consultants, to craft successful professional recruiting strategies tailored to each unique business.

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• DOI: 10.1108/PR-10-2012-0172
• Corpus ID: 156879273

Recruitment process outsourcing: a case study in Malaysia

• Sim Siew-Chen , Gowrie Vinayan
• Published 19 July 2016
• Personnel Review

12 Citations

The core processes adopted for outsourcing hrm in australia and its outcomes, strategies for the effective management of human resources outsourcing and performance.

• Highly Influenced

Partnership in Recruitment Process Outsourcing Projects: The Outsourcing Firm Perspective

Conceptualising hr outsourcing effectiveness and scale development of hroservperf using pls-sem, strategic outsourcing's role in driving economic value by examining mediating role of organizational capabilities and sustainable innovation, information technology outsourcing strategies to ensure customer satisfaction, a study on effective recruitment process by a recruitment consultancy in india, in search of organizational strategic competitiveness a systematic review of human resource outsourcing literature (1999–2022), the role of recruitment process outsourcing on employer brand perceptions: the applicant perspective, the state of restroom facilities as a measure of cleaning service quality in an educational institution, 53 references, outsourcing hr services: the role of human resource intermediaries, outsourcing of human resource management services in greece, critical success factors from it outsourcing theories: an empirical study, making the decision to outsource human resources, how the transaction cost and resource-based theories of the firm inform outsourcing evaluation, a study of strategic hr issues in an asian context, hr outsourcing among malaysian manufacturing companies, a review of outsourcing from the resource-based view of the firm, outsourcing hr as a competitive strategy a literature review and an assessment of implications, hr outsourcing: threat or opportunity, related papers.

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Personnel Review

ISSN : 0048-3486

Article publication date: 1 August 2016

The purpose of this paper is to provide insights into the conduct of recruitment process outsourcing (RPO), based on a real-life case study of one company in Malaysia. The paper analyses the company’s process of recruitment outsourcing from beginning to end, in three sections: RPO decision, RPO implementation and RPO outcome.

Design/methodology/approach

The case study was carried out through semi-structured interviews with relevant respondents, including the country HR manager, the HR staff and operation managers in the organisation, plus with the RPO provider.

The key findings, from a theoretical and academic viewpoint, are that RPO decisions and implementation cannot be fully or properly explained by one theory, but are better explained by integrating transaction cost economics, the resource-based view and the Agency Theory. The study also highlights the importance of involving end users in the RPO process.

Research limitations/implications

While this single case study gives a clear, in-depth insight into the issues in this particular instance, future research extending to a wider range of organisations would serve to expand the findings and provide more generalisable results.

Practical implications

Practitioners and service providers should be able to draw valuable lessons from the experience of Tech-solution, particularly from the different perceptions and levels of satisfaction about the service provider’s performance between internal HR and the internal end users (operation managers).

Originality/value

This paper provides a specific and detailed analysis of RPO implementation in practice. It also addresses the call for more RPO outsourcing-specific research in the extant literature.

• Qualitative
• Human resource outsourcing
• Recruitment process outsourcing
• RPO decision
• RPO implementation
• RPO outcome

Acknowledgements

Special thanks to Associate Professor Dr Avvari Mohan, Associate Professor Dr Maniam Kaliannan and the late Associate Professor Dr Mohamed Khaled Omar from the Nottingham University Business School Malaysia for their encouragement.

Siew-Chen, S. and Vinayan, G. (2016), "Recruitment process outsourcing: a case study in Malaysia", Personnel Review , Vol. 45 No. 5, pp. 1029-1046. https://doi.org/10.1108/PR-10-2012-0172

Emerald Group Publishing Limited

Copyright © 2016, Emerald Group Publishing Limited

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Page Outsourcing partners with organisations across the Asia-Pacific region (APAC) to provide robust RPO solutions to complex recruitment challenges. Our consultants on the ground in countries such as China, India, Japan and Malaysia combine a deep understanding of the business landscape in their respective markets with years of experience crafting permanent and temporary hiring strategies across a range of sectors.

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