Category: Industry insights

Recruiting the right people at the right time is critical to business success. However, managing recruitment internally can become challenging as hiring demands grow, markets shift, or specialist skills become harder to secure.

This is where Recruitment Process Outsourcing (RPO) can provide a practical and scalable solution.

What Is RPO?

Recruitment Process Outsourcing (RPO) is when a business partners with a recruitment specialist to manage part or all of its hiring activity. Rather than handling recruitment internally, the process is supported or fully managed by an expert partner.

An RPO solution can be tailored to your needs, whether you require support for a single hiring project or an ongoing recruitment programme.

When Does RPO Make Sense?

RPO is particularly effective when:

  • Hiring volumes increase quickly

  • Internal HR or recruitment teams are stretched

  • Specialist recruitment skills are required

  • Recruitment costs are rising

  • Hiring processes need improving or streamlining

By outsourcing recruitment functions, businesses gain flexibility and expertise without increasing internal workload.

Benefits of an RPO Solution

  • Scalable recruitment support – An RPO model adapts to your business needs, allowing recruitment activity to scale up or down as demand changes.

  • Reduced hiring costs – An efficient recruitment strategy reduces advertising spend, improves candidate attraction, and shortens time-to-hire, helping lower overall recruitment costs.

  • Access to recruitment expertise – RPO providers bring specialist knowledge, recruitment technology, and market insight, helping secure the best talent more effectively.

  • Improved candidate experience – A professional recruitment process strengthens your employer brand and ensures candidates have a positive experience throughout the hiring journey.

  • Better hiring outcomes – With dedicated recruitment support and refined processes, businesses benefit from higher-quality hires and improved retention.

How People Solutions Can Help

At People Solutions, we work closely with businesses to design recruitment solutions that meet their operational goals. Our RPO approach is built around partnership, transparency, and delivering measurable results.

By acting as an extension of your business, we help attract, engage, and retain the talent needed to support long-term growth.

Is RPO Right for You?

If recruitment demands are increasing or internal resources are under pressure, an RPO solution could help improve efficiency while delivering better hiring outcomes.

If you’d like to explore how RPO could support your business, our team would be happy to discuss a tailored solution to meet your needs.

What Employers Need to Know About Minimum Wage Changes in April 2026

From 1 April 2026, statutory pay rates in the UK will rise, affecting millions of workers and employers across sectors. These changes were confirmed following the Government’s acceptance of the Low Pay Commission’s (LPC) recommendations.

New National Minimum and Living Wage Rates

The updated statutory pay rates are:

Worker Group
Rate from 1 April 2026
National Living Wage (21 and over)
£12.71 per hour
18-20 Year Old Rate
£10.85 per hour
16-17 Year Old / Apprentice Rate
£8.00 per hour
Accommodation Offset
£11.10 per day

These increases represent a real-terms uplift in pay, with higher proportional rises for younger age bands as part of the LPC’s longer-term objective of narrowing the gap between minimum and median earnings.

Why This Matters for Your Business

These statutory changes have several immediate implications for employers:

  • Payroll budgeting – A seemingly modest per-hour increase can meaningfully impact annual wage bills, particularly for large hourly-paid or seasonal workforces. Planning ahead ensures your budgeting remains accurate and compliant.

  • Compliance risk – Statutory minimum rates must be applied correctly to all eligible workers, including part-time, temporary and zero-hours staff. Non-compliance can lead to financial penalties and reputational risk.

  • Recruitment and retention – Higher baseline pay rates can influence job attractiveness and candidate expectations. It’s important to align role offers and employment packages with the new statutory framework.

Strategic Actions to Consider

To prepare effectively for April 2026:

  1. Review payroll systems and contract terms to incorporate new rates ahead of the April deadline.

  2. Update workforce cost models to reflect the revised pay floor across departments and workforce segments.

  3. Assess recruitment strategies, especially for roles traditionally on minimum pay bands.

  4. Engage with partners – such as payroll providers and agencies – to confirm their readiness for the updated rates.

Beyond Statutory Minimums

While statutory minimum and living wage rates set the legal floor, some organisations choose to adopt voluntary benchmarks such as the Real Living Wage to further support retention and worker satisfaction.