The need for a new approach to RPO is growing. While traditional metrics like cost-per-hire and time-to-hire are still a priority, today’s organisations are demanding more from talent solutions to tackle the challenges of the market. They need agility. They need to improve candidate experiences. Above all, employers need a capable partner who can bring a recruitment strategy that is both innovative and adaptable.
But not every RPO provider is up to the task.
Considerations for your recruitment strategy
The labour market is under increasing scrutiny, due to the demand for talent, the rising costs of recruiting and the ongoing uncertainty around the economic future. There are more unknowns and ambiguities for talent acquisition teams than ever before.
Unsurprisingly, these factors have made finding (and keeping) talent more difficult. Employers are facing skills shortages, increased competition for talent and higher salary expectations – making it harder to know how to move forward. Hesitate, and you risk losing out on quality candidates; react too quickly, and you could end up inflating your costs.
Despite these uncertainties, one thing is clear: the recruitment strategy of the past won’t work in the future.
Competition for well-qualified talent has increased over the last year, according to 69% of organisations. 84% have tried to fill some vacancies, and 64% of these experienced difficulties attracting candidates.
CIPD
Why is strategic RPO the answer?
Instead of pressing the panic button and bringing in more recruiters and CVs as fast as you can, a more nuanced approach is needed. This means going beyond ramping up resources to find a talent solutions partner who’s capable of delivering long-lasting change.
The most forward-thinking organisations understand this all too well. They’re actively seeking support from RPOs to not only adapt their offer to meet changing demands, but also capitalise on growth opportunities quickly. But the choice of providers is increasing – and not all of them can provide the capabilities employers need.
This is a critical moment for RPOs. They need to demonstrate their ability to design and implement strategic solutions to help their clients stay ahead of the game, with a focus on:
- Talent mapping
- AI and technology stacks
- Building talent communities
- Maintained candidate relationships
All of which need to be delivered fast.
What can a strategic RPO offer?
Instead of giving up ownership and outsourcing your entire recruitment strategy, modern RPOs will work in partnership with your team to create a tailored solutions that align with your unique goals and challenges.
Using a blend of expertise, resources and speed, the best providers will customise services around your changing business needs to ensure you’re one step ahead of the competition.
Here’s a breakdown of the best offerings a modern RPO partnership can provide:
Enhance the application journey and candidate experience
Candidates should be at the heart of your recruitment strategy, so you’ll need to be fully invested in their perception of your organisation. A quality RPO will be able to place themselves in your candidate’s shoes, understanding what they need during each stage of the application process and make continuous improvements.
Among employees who have moved to a new job in the last five years, those with an exceptional candidate experience at their current company are 3.2 times as likely to strongly agree they are connected to their organisation’s culture, and three times as likely to be extremely satisfied with their work.
Gallup
Improve process and efficiency for the long-term
Tangible process improvement relies heavily on technology. But it’s not enough for an RPO to simply utilise new platforms and tools – it’s about understanding how they can impact each stage of the talent life cycle. Modern providers will be able to bring a wealth of expertise to the table, drawing on everything from automation and AI insights to engagement and onboarding.
Manage costs without compromising on quality
Cost reduction demands a considered approach. Modern RPOs understand this, and will work as an extension of your in-house team to reduce your spend on head-hunters, contingent recruitment fees and job board advertising. This not only helps you eliminate costly placement fees, but also utilise your resources more effectively.
Maintain the ability to scale/slow quickly in line with evolving business needs
In the age of stop-and-start recruitment, future-thinking service providers can be agile enough to offer strategic support in both scenarios. Whether you’re experiencing rapid growth or a temporary slowdown, a proactive RPO will be able to provide the right solutions at the right time. Look for a provider that can plan for the future carefully and wrap their service offerings around your organisation’s specific needs.
Build employer brand awareness and differentiate your organisation
A partnership with a modern RPO allows your organisation to take a long-term view of attraction planning. Instead of churning out campaign after campaign, they will be able to research and activate your employer brand throughout the talent lifecycle, ensuring communications are consistent, engaging and noticeable. This will help you build trust and solidify your reputation as a go-to employer.
Set goals and build in metrics
A strategic RPO will be able to work alongside your TA and recruitment teams to lay out your objectives and metrics. They will not only take care of your cost-per-hire, time-to-hire, quality of response, retention rates and net promoter scores, but also use them to bolster continual optimisation and improvement. This sets them apart from traditional providers.
Your recruitment strategy can shape the future
To meet the new challenges of the market, you’ll need to move beyond a traditional outsourcing model – fast. It’s now more important than ever to find a strategic RPO who can nurture a solid partnership with your organisation; one who sees themselves as part of your talent acquisition team.
It’s these RPOs that truly set themselves apart. By prioritising candidate experiences, efficiency, agility and employer branding, they will help you gain a vital edge in the battle for talent.
