Are you ready to send an SOS on your company’s internal recruiting efforts? You don’t need a message in a bottle. Whether it can be attributed to internal or external factors, you need to determine how to effectively increase the number of permanent hires sourced, screened and hired. But before diving head first into what could be a shallow talent pool, take the necessary time to assess which staffing solution is best suited for your recruiting bottom line.
While we hate to admit it, sometimes talent acquisition is not fully streamlined; operating on a number of different technology platforms or without documented recruiting processes. This lack of program efficiency can make it extremely difficult for the individuals managing this function to identify where within the organization the weakest link lies. As a result, this creates confusion and uncertainty regarding how to boost recruiting resources accordingly.
In this upcoming webinar, we will share how to develop a rock solid HR business case for one well-known and commonly-used staffing solution, Recruitment Process Outsourcing (RPO). While the use case for this solution is specific, the recruiting assessment we will present can be used to identify when a third-party resource is necessary, and more importantly, what information is needed to support your business case.
Before determining which staffing solution is the best match for your organization, let’s walk through the costs of each scenario below.
Typically, when recruiting hits a boiling point, the knee jerk reaction is to call on a combination of search firms and contract recruiters. While effective for immediate and sudden hiring needs, this strategy is best suited for minimal or difficult-to-fill positions. Consider that if you have a clear line to your cost-to-hire, you’ll likely find almost universally that this approach significantly increases your recruiting costs.
Hire More Recruiters
The next logical thought might be to look inward, and either promote from within or hire additional recruiters to supplement the hiring demand. However, depending on your workforce plan, this could be a costly short-term fix to a long-term problem. If you have access to historical hiring trends, then you’d be able to clearly and definitively identify peak hiring seasons. From there, depending on the length of the season, you can properly allocate your budget to accommodate for these ebbs and flows.
Recruitment Process Outsourcing
Depending your experience level, you may or may not have heard of Recruitment Process Outsourcing. Companies will typically implement an RPO program when recruiting levels reach a sudden and staggering threshold or difficulty, like recruiting in a new geography or for a new skill set outside of the department’s expertise. This approach is most cost and process effective when hiring for high volumes or specialized niche talent. While many organizations fear losing control of their recruiting teams and/or processes, RPO provides deep analytics that can be used to benchmark future recruiting initiatives; in essence, providing more transparency than before the start of the program.
In any of the above scenarios, you’ll want to monitor your recruiting costs, key metrics (and relate them to business objectives) and employee performance levels to determine whether this is the right solution for your organization. At the end of the day, you want to avoid the disconnect between hiring managers who are hiring out of necessity (not quality) and clueless recruiters who are uninformed and unable to improve their performance. Be diligent about accounting for everyone’s role in this process, and you can confidently determine which solution is right for you to ensure smooth sailing ahead.