Why RPO is crucial in the post-pandemic world?
As the companies are slowly resuming the work, HR and talent leaders are putting extra efforts with their priorities and processes. While there is a long road to travel, recovery is now the prime focus.
And as witnessed following the Great Recession of 2008, Recruitment Process Outsourcing (RPO) is a solution that offers many valuable answers to today’s emerging people challenges.
Covid-19 and its consequences have fundamentally altered our lifestyle and working practices. Conventional recruitment thinking, having already been subject to change, will be further challenged.
Therefore, when we navigate into the new normal, having external guidance for your recruitment efforts could make the journey a little comfortable and relaxed when there is a lot of chaos in the industry. Whether you need to hire on a mass scale to revolutionize your business, meet an influx of demand, or you’re reviewing your complete recruitment strategy so that it’s more suitable for ever-changing world; recruitment process outsourcing could support.
In some cases, outsourcing perceived as an expensive recruitment solution and it is more appropriate for large-scale corporations. However, a more flexible RPO model can be suitable for all business sizes whether you’re a startup looking to scale or a large business looking to hire talent that will help them survive in a post-COVID world.
Why RPO is the perfect solution for post pandemic world?
The hiring landscape looks bleak right now and the chances are that as part of widespread cuts, some HR and talent acquisition teams have seen their numbers decreased. This will naturally generate concerns surrounding people management and hiring when activity ramps up again.
But what about the important questions that are not only associated with unemployment and financial recovery?
“How can HR and TA operations take a motivated approach to meet fluctuating hiring demands and expenses?”
“How can we make our screening and recruitment methods more efficient while also enhancing our candidate experience?”
This is where Recruitment Process Outsourcing service providers can step in and add real value and objective expertise by creating a strategic partnership, one that goes beyond simply reducing agency spend and time to hire.
Advantages of RPO
In a nutshell, better recruitment ability, niche industry insight, and a better possibility for HR and executive teams to get time back.
RPO isn’t a one-size-fits-all solution, but there are some prevalent traits like attraction campaigns, sourcing, assessment, and selection, onboarding, and leaver management.
Other benefits are:
- Enhanced candidate quality.
- Cost efficiencies.
- Better stakeholder experience.
- Greater hiring flexibility.
- Robust reporting tools and insight.
- The freedom to focus on what your business does best.
How RPO can be beneficial in the current situation?
Working with an RPO can also bring some clarity and solutions to the immediate challenges due to Covid-19 by offering:
- Outsourced support for organizations that have been forced to decrease their HR and in house talent acquisition capability.
- Scalable assistance for the disruptive, resilient industries that have thrived throughout Covid-19. like tech vendors and start-ups.
- Objective consultancy for organizations who strive to review and redefine their people strategies for the future of work.
RPO is cutting-edge and agile, that is why businesses are accelerating towards RPO to get attracting, recruiting, and retaining the right talent. TalentOMind provides a unique and flexible RPO solution for businesses of all sizes from startups to big organizations. Our teams become ingrained in your business as an extended recruitment team, and you will have access to our in-house brand and insight, creative and digital teams to support all aspects of your recruitment strategy growing towards into the new normal. Contact us to learn more.