When struggling to fill an opening, many recruiters fall back on search firms, or temp agencies. In doing so, this first reaction is also the most expensive. If enough jobs are filled by outside agencies, it might make sense to outsource the whole recruiting effort. The difference between filling a few openings with search firms and outsourcing the entire recruitment process is a matter of degree; they're both points on the outsourcing continuum.

Recruitment Process Outsourcing (RPO) sends control of recruitment and staffing to a vendor. It is a hot topic today, much as Human Resource Outsourcing (HRO) was in recent years. This may be the solution for organizations that have no desire to develop or manage a recruiting department, and, it may be effective in some cases. Or, as we're seeing in HRO, companies may outsource recruiting for a couple of years, then reverse course after realizing that business-critical functions are best kept in-house.

What we offer is a less expensive (and less risky) form of outsourcing. By using our service you can outsource a small component of your recruitment effort, while maintaining control over the process as a whole. This also frees internal staff to spend time on higher value-adding activities than digging through resume databases and pounding the phone all day. The first reaction to hard-to-fill openings should be to augment the sourcing effort, not outsourcing the entire search. We can provide sourcing for a single opening, a list of current openings, or an ongoing staffing plan. Talk to one of our representatives today and see how we can help you.

Our clients have typically found that The A-List can reduce their costs of hiring by 40% - 50%. Compared to an RPO solution that may even increase costs, the choice is clear.