HRO Today October 2019 - 43

Talent Acquisition
RPO during the opening of a new call center would
eliminate the need to hire in-house recruiters and
then end their contracts some time later. RPO partners
typically offer a variety of programs depending on
needs, including project RPO, staff augmentation or
" try-before-you-buy " services for short-term needs (less
than a year in duration), and long-term, end-to-end RPO
programs.
Driving
effi ciencies through
RPO saves between
10% and
33% in
time-to-hire rates.
Source: NelsonHall
To get a better understanding of the current state, look
at those roles that have input into the hiring of talent,
and ask: Are responsible team members up to date
with-and using-the latest recruitment technology,
tools, methodologies, processes, and skills required to
source, attract, and hire talent effectively to the best of
their ability?
If the answer is no, hopefully that is incentive enough to
act. But an in-house team, focused on their day-to-day
corporate challenges, is not likely to have the in-depth
market knowledge required. The level of expertise will
likely need to come from a HR services partner.
Organizations partner with RPO vendors for a variety
of reasons. NelsonHall's 2019 RPO research showed that
the top driver is their fl exibility to support organizations
during peaks of hiring activity. For example, leveraging
The research found that organizations also leverage
RPO in order to use their expertise to source talent and
get advice on appropriate technology and tools for
their needs. RPO partners also have experience hiring
candidates with specialist skills in a specifi c industry
sector and can deliver the best talent based on the
nuances and challenges of the sector as well as access to
the talent pool.
While most organizations have existing technology
in place and often a limited budget to spend on
new platforms, RPO partners can provide advice on
where to focus on enhancements, like robotic process
automation, artifi cial intelligence, machine learning,
and analytics. Plus RPO partners are agnostic: They
recommend the best tools to overcome the hiring
challenge whether they have proprietary technology or
they are third-party offerings. Gone are the days when
RPO engagements would only include specifi c platforms.
Smaller organizations with limited existing tech have
the ability to seek out RPO partners who focus on SMBs,
as they offer multifunctional recruitment platforms
aligned to organizational size and spend expectations.
Standardizing recruitment processes is another driver
for organizations. RPO partners can help make processes
more effi cient, especially for multinational and global
organizations that leverage a plethora of localized
processes and technology. Aligning processes can also
ensure a great and consistent candidate experience.
Some reduction in the number of platforms used may be
advised, but RPO partners can offer a platform layer to
sit across all technology, providing a standard interface
or portal for candidates. This gives the perception of a
unifi ed system while existing technology and additional
tools have been integrated behind the scenes to
deliver the required functionality and user experience.
NelsonHall research fi nds that driving effi ciencies saves
between 10 percent and 33 percent in time-to-hire rates
and a quick-apply process sees application completion
rates that exceed 90 percent.
OCTOBER 2019 | www.hrotoday.com
[43]
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HRO Today October 2019

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

HRO Today October 2019 - 1
HRO Today October 2019 - 2
HRO Today October 2019 - 3
HRO Today October 2019 - 4
HRO Today October 2019 - 5
HRO Today October 2019 - 6
HRO Today October 2019 - 7
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