RPO (recruitment process outsourcing) partners can support a variety of business landscapes. Hudson RPO has supported clients in many different industries from pharma to finance and manufacturing to music distribution. Clients have been supported in transitions, times of growth, as well as times of challenges and uncertainty.
Your enterprise may have experienced many changes in 2020, and with a mostly unpredictable year ahead, chances are that you have also seen changes to your usual operations and hiring practices. These are the four tell-tale signs that an RPO partner could be right for you, especially now.
Now more than ever, the need for talent can rise and fall. Sometimes in tandem with a shifting marketplace, or with the unique requirements and opportunities of your enterprise. Today’s rapidly changing market especially can cause companies to overspend on hiring, for example by 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. You can find an example of some or our insights and predictions related to the current market situation in our postpandemic predictions report.
Recruiters are often the first point of contact a candidate has with your organisation. They sell the opportunity to work for you day and in out. Ideally, a recruiter should be with the business long enough to develop the understanding that comes with time and commitment. Particularly when your recruitment functions lean on recruitment agencies, this can be difficult to achieve. Also, it can be hard to keep track of hiring spend, quality of hire, recruitment timelines and the accountability for hiring results.
The benefit of an RPO partner is that whether our recruiters work inhouse or onsite, they get to know your business over the long term. This enables key insights that help drive effective, tailored hiring with an improved candidate experience.
With the world changing quickly, it is important to check in to see where your recruitment strategy needs an update to stay relevant to the market and future talent. Questions that could arise are how your recruitment function stands up against the competition, how cost and time to hire can be reduced, or how to improve your quality of hire. Or perhaps you need assistance to keep your recruitment process up to date with the recent transition to working from home with new recruitment technologies and tools, or to renew your commitment to Diversity, Equality, and Inclusion.
An RPO can help complete and implement these critical assessments and brings expertise and insights into the best-fit technologies, strategic and predictive talent management, industry trends and engaging diverse talent.
Do you identify with one or more of the signs above? It might be time to seek extra support. RPOs are prepared to hit the ground running and are flexible to your needs and circumstances. They can scale to support your business with a single recruitment challenge in a short time frame or even refresh your entire talent acquisition function if requested.