Recruitment process outsourcing has gained strategic importance in the workforce management process.

1. RecruitmentProcessOutsourcing:Findonthe Mind
Recruitmentprocessoutsourcinghasgainedstrategicimportance inthe workforcemanagement
process.
For years,recruitmentprocessoutsourcingwasviewedasanefficiencyplaywithbigcompanies
tappingoutside vendorstohire alotof low-level people asquicklyandcheaplyaspossible.But
times,theyare a-changin’.Today’sRPOsare beingbroughtinspecificallytounearththe hard-to-find
talentthatcompaniesneedtofill highlyspecializedandcriticallyimportantroles.
“RPOsusedto be all aboutthe time and cost of fillingpositions,buttheyare movingupthe value
chain,”saidStaceyCadigan,principal consultantforInformationServicesGroup,amarket
intelligence firmbasedinStamford,Connecticut.“Now itisall abouthow to attract the right
candidatestothe organization.”
Recruiting’sCatch-22
Thisshiftiscomingmostlyas the resultof internal businesspressures.Onthe heelsof the economic
crisis,global hiringisreboundingandshortagesof keytalentare forcingcompaniestoseekhelp
fillingstrategicrolesastheyrampup for a new growthphase.Accordingtothe “Global Trendsin
RPO & TalentRecruitment2014” report fromKellyOCG,nearly3outof 4 companies — 73 percent—
planto increase full-timehiresthisyear,but61 percentsaytheyface difficultiesrecruitingstaff.
Ironically,one of the positionstheystruggle mosttofill isrecruiter.Shortagesof skilledrecruiting
staff was citedasthe topimpedimenttohiringin the report.
At the same time manyindustries,includingoil andgasextractionandconstruction,are bracingfor
the mass exodusof agingbabyboomers.Those workerswillinevitablyneedtoleave the highly
technical senior-level positionstheymayhave heldfordecades,whichwill create asubstantial talent
gap.
This isdrivinglarge andmidmarketcompaniestouse RPOsmore strategically — streamliningtheir
ownrecruitingprocesswhile reducingthe burdenonHR — andto use vendors’expertise tobuild
theirsocial mediabrandandpresence toconnectwitha broadercandidate pool.
RPOsGo Global
The growingdemandforhard-to-findskill sets,coupledwiththe loomingtalentcrisis,hasbeena
boonfor RPOindustryleaderswhowere able totransitionthemselvesfrombeingtransactional,low-
cost providerstostrategicHR partners — thoughit leftotherRPOprovidersinthe dust.The shiftin
whatcustomerswantfrom theirRPOprovidershascauseda dramaticchange inthe industry
makeupoverthe past five years,withformerleaderslike AdeccoandAonRPOdroppingoff industry
top 10 lists,while newplayerslike SevenStepRPOandCielo(formerlyPinstripe&Ochre House)
have risento the top.
There have alsobeenseveral mergersandacquisitionsinthe pastfew years,manyof whichinclude
international pairinginaneffortforRPOsto create an instantglobal footprint.U.S.firmPinstripe
Inc.,for example,mergedwithBritishcompanyOchre House inJuly2013 to formCielo,andthe U.S.-
basedWilsonHuman Capital Group’smergedwithCPHinthe U.K. to expandinternationally.

2. Goingglobal isa majortrendinthe industryasvendorstryto aligntheirservice offeringwith
customers’expansiongoals.“Companiestodaydon’twanttowork witha differentRPOinevery
country,”InformationServicesGroup’sCadigansaid.“Theywantvendorswhocanoffera common
global processandgovernance structure.”
Many of the top RPOproviders — suchas AlexanderMannSolutions,CieloandRandstad
Sourceright— nowhave a presence orpartnershipsinregionsaroundthe world,givingclientsthe
optiontouse one vendorforall of theirrecruitingneeds;othersare partneringwithkeyclientsto
openofficesinsupportof theirspecificexpansiongoals.
Analytics,the NextBig Thing
Analyticsofferingsare alsotyingintoRPOs’desire topositionthemselvesasstrategicpartners.Like
manyHR industrysegments,theyare tryingtorapidlyrampup theiranalyticscapabilitiestoprovide
customerswithdemonstrable proof of the value of theirservice,andtohelpthemperformmore
strategicworkforce planningforthe future.
It isenablingsome vendorstotie theirrecruitingeffortstothingslike time toproductivity,improved
retentionandthe effectonsales,all of whichhave businessimplications.
Source : www.workforce.com(SarahFisterGale)
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