Before we talk about how to transform your business through best recruitment practices, let’s begin by defining recruitment process outsourcing (RPO).
RPO is a form of business process outsourcing by which an employer outsources or transfers all or part of its recruitment activities to an external service provider.
The Recruitment Process Outsourcing Association defines RPO as a provider act[ing] as a company’s internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, methodology and reporting. A properly managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.
How do you really measure the success of an RPO partnership? Reduction of cost-per-hire and reduction of time-to- hire, reporting and compliance are benchmarks that every RPO partner should be able to achieve. However, the real value of an RPO partnership is revealed when you see a difference in the increased quality of talent being attracted, hired and retained. Therefore, it is critical that the RPO provider and the employer have a deep and shared understanding of what “quality talent” means and how that fi ts into the overall strategic goals of the company.
For example, your RPO partner may be attracting the “top” people from their competitors, but are they a good match for you? How do their various cultural backgrounds, work habits and aspirations fi t within your organization? Do you have the metrics to measure the performance of your people by previous employer, tenure and education?
As the saying goes, people join companies and leave bosses. But what does that really mean? Understanding what “types” of people outperform in your individual company culture, structure and processes, and tracking where any talent that is leaving is going will have a massive bearing on your ability to achieve your strategic goals. Therefore, it is essential that before you go out and hire, you have the data and analytics to ensure you’re going after the right talent.
How can the RPO partner help? To begin, they should have the ability to help you find pertinent historical information and put the correct reporting in place to continually categorize, measure and evaluate talent by these various attributes. This will build an ongoing picture of the target talent, which enables you to develop a strategic plan to build the right and relevant talent communities.
Let’s assume you understand the common backgrounds, values and motivators of the outperformers in your company. With that information your RPO partner can build success profiles and a talent acquisition strategy to micro-target those specific pools of talent. This could mean everything from the functional, geographic-specific employee value proposition and employer brand messaging to which social networks they concentrate their efforts on. Today’s world of recruiting is far closer to marketing than ever before and social media has given us the ability to get the messages to far more people far quicker. Therefore, you need to make sure the messages that are being pushed out through those channels are relevant to the types of talent identified in your success profiles.
For many organizations, the problem is not the number of candidates who apply, but that they are the wrong kind of candidates. Looking at the challenge of branding through the lens of marketing, you would ask yourself the following questions:
How do we get the attention of potential consumers?
How do we turn that attention into attraction?
How do we convert an attracted consumer into a customer?
How do we create loyal customers?
How to we convert brand loyalists into brand ambassadors?
The same types of questions apply in the world of talent: How do you capture the attention of potential employees, turn that into attraction and convert attracted candidates into employees, then engaged employees, then ambassadors?
Fortunately, social media has provided an effective platform to accomplish all this and more. Back in the day, recruitment efforts centered exclusively around “attract, recruit and retain.” In today’s hyper-connected, hyper-transparent and hyper-cynical world, recruitment has to start well before that stage. There are now three more words to add to the challenge—“listen, connect and engage.”
To do this you have to understand how the target talent goes about doing this.
To summarize: a great RPO partner will work with you to understand exactly the type of talent that will meet your strategic goals, and they cannot do this without an in-depth partnership. Your RPO partner then needs to build success profiles based around role, function, geography, business line, culture and so on. This should form the basis of your go-to- market strategy, with the goal being to reach out to as many influencers in the market as possible with compelling stories that demonstrate your value proposition and capture the attention of relevant talent that matches the success profiles.
Remember, your employer brand is what people say about you when you are not in the room. So, what are the best ways for your RPO partner to start and guide those conversations? There are many channels to do this, including your employees, your existing database, social networks and the open web. In addition, when you build talent communities of relevant candidates, they themselves can become talent acquisition ambassadors and help to fill jobs.
Most organizations have thousands of candidates whose names are more than likely sitting in a database going out of date every day. In today’s world of rapidly changing skill set requirements, coupled with people’s changing their role within organizations quicker than ever before, databases are of less and less relevance. Your RPO should turn that outdated database into a live virtual network, allowing you to search for talent based on their social map, i.e., LinkedIn. Candidates’ information is far more likely to be up to date and accurate on their profile, because they know the world can easily access this information at any time.
A good RPO partner can also utilize your employees as ambassadors and channels to market. Let’s imagine you are trying to hire Java developers on the West Coast. Chances are you already have a number of these folks working for you, so why not engage them to reach out through their social networks to promote opportunities within your organization? A great RPO partner should be able to go a step further to let those employees know the types of people who would be suitable and further encourage them to spread the word.
The best outcomes occur when you invite your RPO partner into your business at a strategic level and together work to build talent communities that match where your organization is now and where it is going.
The challenge in today’s business climate is that the target market for talent changes so rapidly. Therefore, you will need to change your tactical approach often—one more compelling reason to work with a trusted RPO partner.
Allegis Global Solutions is founded on a culture that is passionate about transforming the way the world acquires talent by delivering client- focused solutions that make a difference for businesses worldwide.
Whether you are seeking to refine how you build and manage your contingent workforce or want to strengthen your employer brand to attract top talent to permanent positions, our scalable, flexible and integrated solutions drive the business results you’re after.
As an industry leader, we draw upon decades of experience to design innovative tools, products and processes. We look beyond best practices to competitive practices that position organizations for growth. And we deliver the insight and understanding needed to succeed in today’s global marketplace.
Bruce Morton and Zodiac Aerospace at the 2014 Global Executive Summit in Denver, CO when they present,
Search Capture and Engage: Three Components to a Strategic Talent Acquisition Strategy
When sourcing for passive talent, it is essential to have a strategic plan in order to search for, capture and engage potential candidates. With the widespread adoption of Web 2.0, communication that was once limited and restricted is now prolific and vast. Millions of users have created digital identities and self-organized into online communities, building a social map of their life. It is now more important than ever to understand your key candidate demographics, determine where they congregate online, establish what their core interests are, and deliver an employment brand that the right users will connect with.