Recruitment process outsourcing (RPO) sounds like the promised land of talent acquisition, with its ability to improve efficiency, streamline recruitment, and enable you to hire higher-quality talent. But like all business investments, it needs to be directly tied to measurable outcomes for it to be right for your organization. It’s not enough to go RPO just for the sake of creating a better hiring experience for candidates and hiring managers. In addition to improving constituent experience, you have to predict and deliver substantive gains that will directly impact the business financially as a result of the improved experience.... read more
Author: Greg Karr
You’re thinking about hiring an RPO firm, and you have a wish list for all the ways the company could improve your talent acquisition: best-in-class tools, a more consistent process, improved candidate experience, better candidates, happier hiring managers – all valuable things an RPO firm can bring.
Yes, those are great goals, but if you can’t prove just one thing, I guarantee you that you don’t need RPO. What am I referring to? It’s simple: Return on investment through increased revenue and/or margin.
Now, why is the executive vice president of an RPO firm telling you that you may not need the very services we provide? Because I’ve seen companies eager to jump into a long-term RPO relationship only to find that, when they assess their situations, they can’t prove the business case for it. I don’t want you wasting time or resources on services that you can’t prove will make you money. What I am here for is to help you determine whether you can prove a business case that validates engaging an RPO provider.
So, what do you need to do?... read more
For years, recruitment process outsourcing was viewed as an efficiency play with big companies tapping outside vendors to hire a lot of low-level people as quickly and cheaply as possible. But times, they are a-changin’. Today’s RPOs are being brought in specifically to unearth the hard-to-find talent that companies need to fill highly specialized and critically important roles. ... read more
As the New Year dawns, it’s a great time to consider what you’ll do to attract and retain top talent in 2015. I spend a lot of time networking with peers in talent acquisition and am lucky to get an inside view on what is at the top of the list for those on the forefront of recruiting. Here’s my take on the top 10 things that you need to do in 2015 to take your TA program to the next level.
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In the talent acquisition world, where so much emphasis is put on the latest technology, tools, and processes, it’s validating to see how the Talent Board’s Candidate Experience Awards (CandE) have gained momentum by highlighting the importance of creating a great candidate experience. I had the honor of recently attending the CandE award ceremony (four of our clients won awards!) and it just drove home the value of making sure that every candidate – hired or not hired – has a positive experience with your brand. ... read more