While once associated with the technology sector, agility is now a term that can be applied to organisations in any industry who are able to embrace change and adapt rapidly to gain a competitive edge. 

Businesses with concrete continuity plans and practices in place are generally better prepared to deal with disruptions, even in the face of an unprecedented global pandemic. The ability to approach change as a matter of routine can also pay dividends when it comes to continuity in talent acquisition. 

Before the challenges associated with COVID-19, many companies were already facing significant and rapid shifts in talent acquisition due to growing skills shortages, changing employee demands, technological innovations and the rise of gig workers. Additionally, employers in more volatile or season-led markets had to adapt hiring models in line with business conditions, requiring teams to expand and contract as and when necessary. 

Now, with changes happening faster than ever before, businesses require agile talent acquisition solutions that are designed to embrace new developments and ease necessary transitions. 

Step forward, on demand RPO

Specifically created to be receptive to change, Recruitment Processing Outsourcing (RPO) solutions help businesses maintain continuity in talent acquisition, ensuring they can scale down when hiring needs are slow while being ready to spring into action when necessary. 

It is therefore understandable that demand for RPO has risen over the last six months to support furloughed in-house teams and help organisations in high-demand sectors, such as healthcare and food retail, scale their workforce rapidly. Not only do RPO solutions provide a proactive, flexible and high-performing resourcing solution, but they can also offer leaders and hiring managers a fresh perspective and help hiring teams identify continuous areas of improvement. 

Recently, Omni saw an uplift in both our Project RPO and inhouse training services, which saw us working closely with clients to upskill internal teams in various aspects of talent management to help them become more proactive and offer scalability to support the hiring of critical roles where internal teams needed support with the high demand. It highlights that businesses are finally moving away from a reactive approach to talent acquisition, which previously saw them struggle to keep up with both internal and external demands. Instead, they are embracing a more agile methodology that ensures business resilience in the face of whatever the future may hold.

Achieving agility

Our Adapting to Agile series explores how organisations can maximise business agility through effective talent management. Our experts explain how businesses can gain a complete understanding and take control of their talent supply, including:

  • Building a robust contingent workforce strategy 
  • Identifying talent strengths and gaps 
  • Forecasting future skills needs in the business 
  • Developing collaborative partnerships that deliver 
  • Establishing an employer brand and Employee Value Proposition (EVP). 

Stay tuned to the Omni blog to find out more. Coming soon: Our comprehensive guide Adapting to Agile: The Flexible Solutions You Need to Ease Business Recovery.