HRO Today Global Spring 2014 - 24

Talent Acquisition
Figure 2
HOW WILL YOU USE OUTSOURCED RECRUITING FIRM FOR HIRING IN NEXT 12 MONTHS?
the demand for talent in life sciences within the same
region will rise by only 8.2 per cent. In North America,
the energy sector will require a 22.7 per cent bigger
workforce, while the demand for talent in financial
services will drop 8 per cent.
Even in the face of relatively high levels of
unemployment, recruiting professionals are still vying to
capture top talent-a heated competition that will not
abate anytime soon.
Approaches to Outsourcing
As complexity of the talent management function
grows, companies rely on outsourcing to fill gaps-
particularly recruiting high-value professionals. We
asked companies whether they outsource HR activities.
Specifically, we wanted to understand to what extent
companies outsource parts and portions of recruiting to
multiple vendors (e.g., screening, sourcing, assessments,
interviewing), as well as whether companies are using
end-to-end recruitment process outsourcing (i.e.,
outsourcing the entire recruiting process to a single
vendor).
The complexity of the HR function-as well as the
pressure to attract and retain high-value workers-
continues to stretch the resources and technology of
in-house HR departments. Not surprisingly, well over
half (58 per cent) plan to use third-party recruiting
firms to engage hires in next 12 months. Of those using
[24]
HRO TODAY GLOBAL | SPRING 2014
recruitment firms to augment recruiting needs, the
most common applications include sourcing, screening
and testing (86 per cent); applicant and recruitment
performance tracking (45 per cent); and reference
checking (43 per cent). (See Figure 2.)
In this case, third-party recruiting is a carved-out
function, a tactic applied to parts and portions of the
recruiting function. Almost 70 per cent use outsourced
recruiting for less than a quarter of their hiring-meaning
outside assistance is likely only used for particularly
challenging hires. The majority of recruiting is still
conducted within country borders. More than half of
respondents (56 per cent) say less than 10 per cent of
vacancies are filled cross-borders.
One step beyond external recruiting support is
recruitment process outsourcing (RPO), which was first
introduced nearly 20 years ago. An RPO firm manages
the end-to-end recruiting process, including onboarding
of new hires. It differs from traditional staffing and
recruitment outsourcing because it assumes full
ownership of the recruitment process, including strategy,
systems, methodology, and technology. Unlike traditional
outsourcing, the full continuum of recruiting activities-
for all or a select group of skill sets-is handled by a
single vendor, which is solely responsible for delivering
results.
In the hunt for high-value talent-and in particular

HRO Today Global Spring 2014

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