HRO Today Global Winter 2015 - 12

Cover Story
FAST FACT:
According to Google's Our Mobile Planet report,
in 2013, 65 per cent of the population used a
smartphone and Australians spent 2 hours on said
smartphone each day.
has been a much stronger RPO market, " Hubble says. " It
took time to really get people to understand the benefits
of an MSP model. I think they've now realised as more
and more clients go down the MSP path that there are
opportunities to drive direct sourcing of contractors and
to save a lot of money, so we're definitely seeing an
increase in interest for MSPs. "
Organisations are recognising the need to put strategy
around temporary workers. " In Australia, the contingent
workforce is largely being ignored, " Hussey explains. " But
we're starting to see that our customers are looking to
put in place direct sourcing RPOs, where previously hiring
managers would just be going out to recruitment agency
and paying enormous fees, and carrying the risk. There's a
real focus on getting that under control and I think that's
a real opportunity in the market. "
That contingent need may be changing some of the " all
or nothing " thinking. " We're starting to see a little bit
more of the customer picking their head up and saying
look, 'I've got an RPO I should build that out, so that I've
got my contingent workforce managed under that same
umbrella.' [That way], we're looking at more of a total
workforce. "
Sourcing Strengths
Like other markets, technology is impacting the way
organisations approach attracting and retaining talent.
One spot for major change is how companies are
leveraging sourcing strategies. " Sourcing is always a big
trend in our market-finding sophisticated ways to source
candidates, " says Hussey. " It's traditionally a market where
we have a lot of customers who've got to find people for
dual roles. So global sourcing is something that we've got
to be doing to get more talent into this market. "
Sourcing is certainly branching out from traditional
methods. " Job boards are becoming increasingly
[12]
HRO TODAY GLOBAL
| WINTER 2015
irrelevant in the market with job aggregators coming in, "
says Hussey. " Mobile and social channels are increasing.
What does that all mean? We've had to respond by
building out the front-end solution to make sure that
we're mobile optimised. We've also got the links out to
the social and digital side of things. "
According to Google's Our Mobile Planet report, in 2013,
65 per cent of the population used a smartphone and
Australians spent 2 hours on said smartphone each day.
Plus, the report found that Aussies had a wide acceptance
of social media, with 89 per cent having a social media
account; 81 per cent on Facebook and 23 per cent on
LinkedIn.
Sourcing is playing a big role in attracting passive
candidates-the cream of the crop that isn't necessarily
looking for a new job. According to LinkedIn's global
research report, Talent Trends 2014, 42 per cent
of Australian respondents report they are open to
considering a new opportunity when approached by a
recruiter.
" In the RPO market, we're also seeing clients who really
want to be driving more proactive sourcing approaches, "
Hubble says. " By that I mean really trying to reach out
into the passive candidate market, not simply just looking
at active candidates, through ads and LinkedIn, but really
reaching out to people who have maybe never considered
their company before. "
Some organisations place such high value on passive
candidates that some are beginning to measure these
types of candidates in their service level agreements. " We
are now starting to see some clients who actually are not
just measuring source of hire, but measuring the level
of what percentage of candidates passive versus active, "
Hubble says. " So there's more scrutiny being placed on
sourcing techniques and more demand on as to bringing
to the table a passive candidate, not just the active
candidate, and to really drive social media sourcing. "
Organisations that are looking for passive candidates take
note: LinkedIn's 2014 Talent Trends survey found that
40 per cent of Australian respondents who are passive
candidates name better compensation as the top reason
to leave their current position, followed closely by 39 per
cent who are drawn to a better work/life balance. Take
heed: 63 per cent say job title is least important to them.

HRO Today Global Winter 2015

Table of Contents for the Digital Edition of HRO Today Global Winter 2015

HRO Today Global Winter 2015 - 1
HRO Today Global Winter 2015 - 2
HRO Today Global Winter 2015 - 3
HRO Today Global Winter 2015 - 4
HRO Today Global Winter 2015 - 5
HRO Today Global Winter 2015 - 6
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