Recruitment Process Outsourcing

Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) adalah bentuk pengalihan tanggung jawab proses perekrutan suatu perusahaan ke pihak ketiga penyedia jasa perekrutan. Hal ini berarti seluruh proses perekrutan, mulai dari memprofile pekerjaan, metode perekrutan yang digunakan, proses merekrut tenaga kerja baru, membangun infrastruktur recruitment dan pelaporan, dilakukan oleh penyedia jasa perekrutan.

Keuntungan yang didapat dengan menggunakan RPO adalah:

  1. Better candidate. Perusahaan mendapatkan lebih banyak alternative kandidat yang bagus. Ini dapat terjadi karena adanya jaringan luas ke sumber pasar tenaga kerja yang dimiliki penyedia jasa perekrutan.
  2. Better offering. Penyedia jasa perekrutan dapat memberikan informasi tentang dunia tenaga kerja yang lebih akurat untuk menghindari kelebihan atau kekurangan penawaran comben (compensation and benefit) oleh perusahaan kepada calon tenaga kerja
  3. Faster process. Karena penyedia jasa perekrutan dapat fokus pada proses seleksi, proses perekrutan dapat berlangsung lebih cepat tanpa mengurangi kualitas kandidat.
  4. Cheaper hiring. Meski biaya jasa RPO mungkin lebih mahal jika dibandingkan oleh department recruitment perusahaan, tetapi dengan kemampuan jasa perekrutan untuk menyeleksi lebih banyak kandidat, perhitungan biaya per kandidat bisa menjadi lebih kecil. Selain itu bagusnya kualitas kandidat yang didapat menjadikan biaya perekrutan menjadi tidak begitu berarti.

RPO dapat diterapkan pada berbagai jenis organisasi, khususnya akan sangat bermanfaat bagi organisasi yang memiliki karakteristik:

  1. Organisasi yang sedang membutuhkan tenaga kerja baru dalam jumlah sangat banyak. Kemampuan perusahaan dalam merekrut tenaga kerja tentunya sangat terbatas. Jika tidak dilakukan PRO, potensi mendapatkan kandidat yang tidak sesuai persyaratan menjadi lebih besar. Selain itu, proses recruitment bisa menjadi lebih lama. Inilah manfaat RPO yang dapat melakukan perekrutan masal dengan waktu tidak begitu lama dan dengan kualitas kandidat yang tetap sesuai standar perusahaan.
  2. Organisasi yang membutuhkan tenaga kerja berketerampilan khusus yang sulit dicari di pasaran tenaga kerja (Contoh: teknisi perminyakan, spesialis R&D, dll). Karena perusahaan jasa perekrutan memiliki akses dan jaringan luas ke pasar tenaga kerja, diharapkan tenaga – tenaga kerja berketerampilan spesifik ini dapat lebih mudah dicari dan didapatkan.
  3. Organisasi yang belum memiliki deskripsi pekerjaan (job desc) dan kompetensi yang jelas (required competencies) untuk suatu posisi pekerjaan. Tanpa deskripsi pekerjaan yang jelas, berpotensi menyebabkan proses seleksi yang dilakukan tidak sesuai dengan kebutuhan perusahaan. RPO sangat membantu dalam proses memprofile job desc dari suatu posisi untuk efektifitas dan mempermudah proses perekrutan.

Meski RPO sangat membantu dalam proses perekrutan perusahaan, tetapi jika citra perusahaan (corporate branding) jelek dimata calon kandidat tenaga kerja, RPO menjadi tidak begitu membantu dalam mencari kandidat yang terbaik. Oleh karena itu, citra perusahaan sebagai perusahaan idaman bagi pekerja (employer of choice) menjadi lebih utama daripada RPO itu sendiri.

by : Marcellus Hermawan

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