Outsourcing in HR: How HRO relieves companies and optimises processes

Insights from Denise Moya Lopez, Head of HRO at ZAG

In the area of human resources, there are numerous opportunities to organise processes more efficiently and simultaneously conserve internal capacities. Denise Moya Lopez, Head of HRO at ZAG, explains where the greatest potential for outsourcing lies and how modern HRO solutions create real added value for companies.

Where is the greatest potential for outsourcing?

"We see the greatest opportunities in administrative and standardisable processes," says Moya Lopez. These include HR administration and payroll accounting - from contract management to time recording and reporting to authorities. Recruiting and onboarding, including applicant management, pre-selection and contract processing, are also ideal for outsourcing. This is complemented by the analysis of HR key figures, legally compliant offboarding and labour law issues.

Differences between temporary employment, permanent placement and HRO

Moya Lopez makes a clear distinction: in temporary staffing, employees are employed by ZAG and are loaned out to customers on a temporary basis - often on a seasonal or project-related basis. Recruitment, on the other hand, looks for candidates who are employed directly by the customer on a permanent basis. HRO, on the other hand, takes over all or part of HR processes on a long-term basis as an external partner, not purely as an employee supplier.

Advantages of HRO from the customer's point of view

HRO offers full transparency in terms of expenditure, clear cost structures and flexible scalability. It also increases process quality thanks to specialised expertise. "We relieve internal HR teams of operational tasks so that they can concentrate on strategic issues," explains Ms Moya Lopez. At the same time, customers benefit from faster processes and increased legal certainty.

Employer branding and active sourcing in the HRO

Employer branding plays a central role in recruitment in particular. "We represent the client's employer brand authentically in order to attract qualified candidates and retain them in the long term," emphasises Denise Moya Lopez. Active sourcing is often carried out on behalf of the client, which is why precise coordination of tone and messages is essential. The strategically structured talent pool makes it possible to fill vacancies quickly and cost-effectively.

Cultural matching as the key to success

At the start of the project, the client company is analysed in detail - culture, values and requirement profiles are defined. During the pre-selection process, the HRO team pays close attention to behavioural indicators and personality traits to ensure that candidates are a good professional and cultural fit for the company.

Current trends in the HRO sector

The market shows clear developments: Companies are increasingly specialising in individual sub-areas and relying more and more on hybrid models in which only selected HR processes are outsourced. HR tech solutions are automating processes and improving data-based management. Candidate experience, sustainability and diversity are no longer "nice-to-haves", but key success factors.

AI as a driver in HRO recruitingArtificial intelligence will speed up processes, improve matching quality and automate administrative activities such as job posting and pre-selection.

Flexibility as a driver for the future

Moya Lopez confirms an increasing demand for flexible HRO models: "Many companies want to outsource specific sub-processes in order to retain internal expertise, reduce risks and realise cost and efficiency benefits."