As digital technologies and a growing demand for non-traditional workforce reshape the notion of workplace, it is vital for HR to rethink talent engagement. This is why 91% of companies are choosing an integrated approach to talent acquisition and 79% are utilising technology to attract, engage and retain talent. The changing workforce dynamics present an opportunity to explore the unmapped territories of talent. But the question remains: what’s the best way to effectively leverage such opportunities?
Enter Recruitment Process Outsourcing (RPO) - a growing trend that lets you outsource your end-to-end talent needs to an experienced third party provider. RPO providers adopt best practices and proven methodologies that appeal to a changing workforce, help attract world-class talent and enable talent mobility. Leveraging an RPO offers other advantages as well: it enables organisations to integrate flexible talent acquisition and retention models to create competitive advantage.
Here are three ways in which a partnership with an RPO provider can bolster your HR function:
As the talent war intensifies; your company should be able to make a compelling case of why you are the employer of choice. This requires clear definition of employee value proposition (EVP), review of competitor brand strategies, and communication of the core values that your company stands for. An RPO can help you build an authentic brand strategy, leverage the voice of alumni to turn up volume on your employer brand, and reinforce EVP to enhance retention.
Embrace technology to recruit high-performing talent:
47% of companies are investing in recruitment marketing and video interviewing platforms. The reason: proliferating HR technologies are enabling companies to recruit top talent, better manage candidate lifecycle and reduce hiring costs. However, technology investments can be complicated and can lead to frustration when they do not provide expected returns. Here’s where you can take advantage of an RPO service provider who can help identify the gaps in your current talent acquisition process and determine the right technology to fill them. RPOs can either provide the complete technology stack or a simple point solution, based on your company’s cost tolerance and integration needs.
Adopt an integrated talent approach:
Talent acquisition is no longer just an HR initiative but a business imperative. Given the competitive labour markets and shortage of skills, 55% of business leaders find it challenging to hire right fit candidates on time. RPOs can help find critical talent for specific job roles - in sync with organisational growth and performance. In a true RPO relationship, talent advisors work with hiring managers to determine the best resource fit through an integrated talent approach. Such an approach breaks traditional talent silos to create a holistic talent strategy that leverages predictive insights, rather than merely react to business and market dynamics. This helps organisations optimise resources, improve overall time to fill, decrease costs and create strategic value.
Disruptive changes in digital technologies, growing role of non-traditional talent, and increasing use of robotics are rocking the foundations of organisations across the world. To thrive in this new digital workplace, HR and C-suite leaders need to move beyond out-dated recruitment approaches, and leverage opportunities provided by gig economy and emerging technologies. Partnering with an RPO can help transform your organisation’s talent acquisition function by enabling you to design and execute programs that leverage the right technologies to attract and retain high-performing talent.