In today's world (i.e. post-economic meltdown), many organizations remain cautious in their approach to recruiting. There are many questions to consider: Should we reengage our recruiters (if their efforts were previously put on hold), or should they ramp up their efforts (if, during the recession, they were told to scale back)? Do they have the bandwidth? Can we afford the additions to headcount? The list goes on and on.
Lately, we have seen a real surge in project-oriented RPO (Recruitment Process Outsourcing) solutions. There are an increasing number of companies out there that are experiencing a need to hire and increase their staff levels. However, over the past 16 months or so, they have cut their own internal recruiting departments completely, or have drastically reduced them in size. Either way, they need to hire now, and simply aren't equipped to do so without engaging a partner.
The easiest solution for companies who find themselves in this scenario is perhaps to farm the openings out to an agency. While this option is the simplest, it is also the most expensive. Plus, with agencies, the focus is often only on one job, or a handful of them, rather than how the talent and process followed to obtain talent can and will impact the hiring organization now and in the future.
For companies not yet interested in committing to a long-term RPO contractual agreement, finding an RPO company that is flexible and creative with their solutions, and willing to partner for project support, is a good bet. Often, these types of engagements are more about partnership and strategy, and are more in tune to the bigger picture.
Some real-life examples:
We recently partnered with a company that needed to hire 75 highly-skilled engineers for the development and launch of a new product line. With the right talent (i.e. recruiters and leadership) and a process tailored toward quick cycle times (in this case, only 30 days), we were able to successfully complete this project. What's more, once the rest of the company saw the results, other divisions of the company began coming to us to satisfy their project-based talent needs as well. Good news travels fast!
Another project we recently fulfilled shows how companies can use project-oriented recruiting to exceed their own hiring targets. A customer asked us to fill 65 engineering positions within a given quarter. By hiring more quickly than the customer expected, we shortened the project length and exceeded their hiring goals by 221 percent. This was a common case of a company not really knowing the full potential of an outsourced solution, and how many hires we could actually accomplish in a given time frame.
No matter how large or small your need, it's more important than ever to make sure you have a best-in-class recruitment strategy. And project-oriented recruiting can be an integral part of that.