HRO Today October 2019 - 42

Talent Acquisition
RPO
On Top
New research shows the drivers of RPO are changing as the market
matures.
By Nikki Edwards
Fact: The world of work is changing, and so is the world
of recruitment. The accelerating pace of technological
advancement and the global shortage of talent are
probably the two most signifi cant factors driving that
change. So too are preferences for a more consumerized
and personalized experience and having a social
media presence. Alongside are the complexities of
working with a multigenerational workforce, an aging
workforce, economic and political uncertainty, and the
emergence of next-generation industries and jobs.
So how do organizations assimilate these factors and
ensure that recruitment processes are fi t-for-purpose for
the 21st century workplace?
RPO partners have had to adapt and continue to adapt
to these changes in order to survive: HR and TA teams
expect them to be at the top of their game. Adaptation
means offering new services, enhancing existing
[42]
HRO TODAY MAGAZINE
| OCTOBER 2019
services, and putting signifi cant monetary investment
into technology and tools. In 2019, tech platforms help
enable the ability to deliver competitive recruitment
services.
In contrast, RPO partners report that the gap is
widening between their expertise and rate of
adaptation and their customers' knowledge of
market trends and rate of adaptation. While HR and
TA are well versed in the advantages of leveraging
recruitment expertise, they are not keeping up with
the accelerating pace of change. In a candidate-driven
market, basic errors are being made: Organizations are
failing to respond to job applicants (ghosting them)-
or are taking too long to respond to candidates so
candidates are now ghosting them! Missteps like this
will jeopardize their ability to fi nd, attract, and keep
talent, which ultimately will put their long-term survival
in doubt.

HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

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