Talent acquisition is difficult. And recruiting, in general, is no longer “one-size-fits-all.” So, is recruitment process outsourcing (RPO) the right talent acquisition strategy for your company? Yes, but you probably need a little more information and preparation to be sure.
Our next webinar, “Is RPO the Best Talent Acquisition Strategy For You?” on July 14, can help you answer that question (and give you that information). Sign up for it now, but in the meantime, here are two important areas to think about that may help prepare you for the webinar and for RPO.
The world is round and so is talent acquisition
The better you engage employees, the better you retain them, and the easier it is to recruit them into your company. And so on, and so on… Understanding your company, its culture and your employment brand is critical to not breaking the cycle.
However, to some companies or non-HR leaders, they persist with the notion that the talent acquisition world is flat. Many will say, just having HR hire and fire people is good enough and, “we don’t need consultants and RPO providers talking about employment brands and retention within our company.”
While that may be true, a good RPO program should look at the recruiting process and the overall employment brand to improve the recruiting/hiring experience and support the entire cycle. A good experience in the employee recruiting and hiring process is a good start to employee engagement and thus, a good start to employee retention.
Preparing for RPO is preparing for success
We get it. Not every company is comfortable with outsourcing. So the first step is to not think of RPO as outsourcing. Think of it as “talent acquisition process enhancement.” I just created a new acronym: TAPE. Thinking of RPO in this way, it’s more about enhancing what you already have, or enhancing the whole process in one area of you company. Like the adhesive kind of tape, it’s reinforcing, strengthening or bringing multiple parts of your business’ employment, hiring, recruiting and retention together into a solid, functioning entity.
This is where the flexibility of utilizing RPO in only certain parts of the business may work for your company. Or, you may need help across the entire enterprise, but only with certain parts of the recruiting process. The point is, we can stop calling it “outsourcing” as we used to think about it. Think of it as “TAPE.”
In preparing for RPO, you are looking for areas where it can enhance your current recruiting and talent acquisition strategies, not simply replace them (or even replace people). That could be a critical cultural step in preparing your company for RPO.
Join us on July 14 for the RPO Webinar
Our webinar, “Is RPO the Best Talent Acquisition Srategy for You?” is tailored to companies still looking to fit RPO into their talent acquisitions strategies. So, is RPO for you? Well, I’m willing to bet the answer is “yes”, if you are a talent acquisition leader and looking for ways to improve recruiting in your company. Even if it’s not needed for your entire company, then it’s most likely still valuable for at least part of your company.
This blog was written by Matt Rivera. Matt serves as Vice President, Marketing and Communications and is responsible for overseeing all aspects of Yoh’s marketing and brand communications. Matt holds a degree in Journalism/Public Relations and has been working in the staffing industry for more than 25 years. Prior to this role, Matt held many different roles from branch recruiting and proposal writing to technology management and online marketing.