Do you recognize these 4 signs? If so, it’s time to consider an RPO partner.

Crystelle Reyes

Many organizations are experiencing fluctuations in their hiring needs and increased pressure on their recruitment function and practices. For the year ahead, we expect more changes to follow in response to a competitive and candidate-led market. An RPO can help mitigate business disruptions as your trusted partner in times of change and fluctuating needs. Our talent experts have listed four tell-tale signs that it’s time to consider an RPO partner.

1. Do fluctuating hiring needs impact your operations and recruitment costs?

The past two years demonstrated how quickly the need for talent can rise and fall in tandem with a shifting marketplace, events like ‘the Great Resignation’, or with the unique requirements and opportunities of your enterprise.  Rapid change can cause companies to overspend on hiring or revert to reactive hiring, leading to low quality hires and low retention rates.

An RPO partner can stop the cycle of overspending on hiring and offer the flexibility to scale to your needs and circumstances. Through expertise and insights into your recruitment process and the talent market, an RPO can help you predict your hiring needs, improve the quality of hires, while reducing your time to fill and recruitment costs.

2. Are you experiencing high turnover of recruiters?

Recruiters are the first point of contact between talent and your organization. They sell your employer brand, culture, benefits and opportunities daily. When your recruitment function relies on agencies or experiences high employee turnovers, it can be difficult for a recruiter to achieve the required understanding of your organization that comes with time and commitment. Additionally, it can be  harder to keep track of hiring spend, quality of hire, recruitment timelines and accountability for hiring results.

An RPO partner can support your existing recruitment function and teams when and where they need it most. A tailored approach paired with outsourced on or offsite recruiters can relieve pressure, offer your team a better employee experience and more time to engage with talent. Our outsourced  recruiters get to know your business over the long term, delivering key insights that drive effective hiring and an improved experience for recruiters as well as candidates.

3. Are you losing time and resources trying to attract and retain niche talent?

Finding Talent
Talent acquisition takes industry-specific knowledge and insight into local markets, this is particularly true for competitive roles. Hudson RPO speaks the language of hard to fill roles and combines this with the expertise of our international team and the local knowledge of onsite recruiters in various regions. 

Attracting Talent
What is your employer brand telling potential candidates if it appears outdated, unpolished, or is non-existent? In an RPO partnership, the combination of market insights and knowledge of best in class employer branding strategies and campaigns an RPO partner can provide, can help you compete for niche talent more effectively.

Retaining Talent
Without guidance, training, and one-to-one attention, even the best of new hires can disengage quickly. Unfortunately, many companies lose sight of the vital function of onboarding processes during high-growth phases or uncertain times. An RPO partner can help design consistent and effective onboarding processes across departments and regions, helping new hires to be effective in their roles more quickly and reduce employee turnover.

4. Do you need more insights to make and review strategic hiring decisions?

To stay competitive in a candidate-led market, recruitment strategies need to pivot quickly. Regular review of the competition, market, cost and time to hire, quality of hire and employee retention are essential. But gathering and reviewing data can be timely and expensive when decisions need to be made rapidly to attract the right talent.

An RPO partner can help complete and implement critical assessments and brings expertise and insights into your recruitment data, strategic and predictive talent management as well as industry trends. Depending on your needs, the insights provided by your RPO partner can help you make strategic decisions, but also advise best-fit technologies to improve your recruitment function, engaging diverse talent and what touch points in your interview process need to be streamlined.

When to consider RPO partners

Do any of the 4 signs apply to you? It’s time to consider an RPO partner. They can scale to support your business with a single recruitment challenge in a short time frame, or even refresh your entire recruitment function if requested.

Hudson RPO works with clients in many different industries from pharma to finance and manufacturing to technology. We are there for their talent needs whenever and wherever, both in times of transition, growth, as well as time of challenges and uncertainty. Find out how we can help you, chat to one of our experts today.

Crystelle Reyes

Global Content Lead

Crystelle is responsible for our global content activity. Having started in the industry as a talent sourcer in the Hudson RPO academy, she has first-hand experience in recruitment strategies. In her role she combines this experience with her background in marketing to write and coordinate relevant content across our three regions.

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