Four myths about outsourcing your recruitment dispelled


Often just mentioning the idea of outsourcing is enough to cause a visible and immediate reactionary response that comes from a place of fear and anxiety. That’s because there is a very rich mythology surrounding outsourcing – and it’s not often a flattering one. The good news is that once you become aware of the mythologies surrounding outsourcing recruitment, they are easy to dispel. 

To start, let’s look at some myths that are often spoken about: 

Individual vision is enough

Outsourcing myths are about more than just what your employees think. Many employers believe that their vision for recruitment is enough to convince their stakeholders that it’s the right decision. However, even if you’ve assessed the business needs and determined that a full or project RPO solution will address your business problem, it’s still historically not enough. The process for undergoing transformational initiatives has changed. Across organisations, both large and small, rarely is there a unilateral decision-maker. The authority to make decisions rests with groups of individuals, many of whom often have veto power. That is why it is vital to identify your key stakeholders and ensure you have the right functional representation in your business case discussions.  

Headcount reduction 

Business change, in general, can bring a range of concerns to the table. As mentioned before the word “outsourcing” can also bring an additional level of fear about possible headcount reductions or ownership. Every organisation’s scenario is unique, so there is no single answer to address every concern; however, based on our internal research, there are some valuable points of focus to have in your discussions with stakeholders. Importantly, stress the matter on how outsourcing enhances and does not replace existing teams. 

Takeover versus support 

Alterations within the structure of your organisation may bring up fears that existing teams will not be adequately supported or that their roles will be taken over. The RPO model is designed to support internal team member roles, enabling them to focus on and drive more high-value strategic activities such as core competencies, in-demand skills hiring, strategic talent discussions with business leaders, and/or internal mobility schemes. Lean into how an RPO will lend more control to your in-house teams. Engaging an RPO provider should be a partnership, not a hostile force. 

Brand dilution

When someone new enters your organisation, it’s only natural that many will believe this will negatively impact the employer brand. After all, how could someone from the outside understand the brand enough to ensure their recruitment practices are aligned with brand integrity? 

In our consultations and research, we typically find that an organisation’s employer brand is not as clear to the external marketplace as the organisation believes and that most candidates are not receiving the same experience. An RPO partner will help to clarify your brand and employer value proposition, provide an external, honest view of the brand, design and provide a consistent, market-relevant brand message and deliver a better candidate experience throughout the candidate and employee lifecycle. 

The move to outsourcing can seem intimidating but with the right information, you can dispel any myths your stakeholders have and welcome in this new change for your organisation. 

To discover more about the myths you should be prepared for, download our guide to Building a Business Case for Outsourcing your Recruitment.