Are you prepared for the future of recruitment?
It can be an ongoing challenge meeting the everyday needs of your business, let alone the future ones. But failing to re-engineer your resourcing processes for the future could result in costly mistakes, wasted time and, ultimately, losing your talent to your competitors. But how do you prepare for a future of the unknown?
According to PWC, 30% of jobs will be automated by 2035, yet according to McKinsey, up to 280 million new jobs could be created during that time. People are working longer, technology is advancing, priorities are changing, and no one truly knows how this affects the future of recruitment. However, what we do know is that you can futureproof your resourcing processes to succeed whatever tomorrow holds. How?
If your recruitment processes aren’t effective today, they won’t be effective in the future. Assess your current resourcing performance by analysing data including how many candidates are lost through the recruitment process, how quickly candidates reach the right levels of productivity and ultimately how long candidates stay with the business.
These figures can help you assess and improve the effectiveness of your current resourcing processes, changing factors such as who handles recruitment, how you attract and select the right candidates and how you strategically plan your workforce.
The best way to keep up with the latest and predicted resourcing trends is by regularly topping up your knowledge. In-house training, external seminars and benchmarking ensures that you’re legally compliant, you’re using the best methods for attraction and that you’re demonstrating the qualities that make you an employer of choice.
And this knowledge isn’t only reserved for HR directors and executives. Basic recruitment training on hiring essentials, interview skills and bias-free resourcing can be delivered to your entire management team to ensure that everyone is future proofed and working in the same direction.
If you read our recent blog on the key takeaways from the Global Recruiter Summit, you’ll know that the recruitment industry doesn’t yet agree on whether job boards are dead, Instagram is the new hiring tool or if everyone will be freelancing by 2030. But what is does agree on is that whatever the best platform for resourcing in the future, candidate engagement will remain crucial to success.
Your employer brand is what attracts talent to your vacancies and through your recruitment approach to their desk on day one. By perfecting your employer brand and candidate journey today, you can carry that attraction through to whatever attraction methods you use in the future.
Technology will advance, automate and disrupt traditional recruitment processes, but data will always remain essential to future performance. Recording and analysing your key recruitment metrics will enable you to highlight gaps in service, identify opportunities for improvement and determine areas where you need external support. Our recent blog from TALiNT’s benchmark summit describes the critical measures you should be using to truly transform your recruitment practice and pave the way to changing it for the better.
Therefore, it’s essential to use a technology-led system that enables you to capture and analyse your end-to-end recruitment data.
No one really knows what the future of resourcing looks like, but we do know are the resourcing fundamentals that will prepare you for it. If you’d like help future proofing and re-engineering your resourcing processes, get in touch today.
RPO, or Recruitment Process Outsourcing, is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider.
In traditional hiring, organisations typically manage recruitment processes in-house, from sourcing candidates to onboarding. This often requires significant time, resources, and expertise from internal HR teams or hiring managers. However, traditional hiring methods can sometimes struggle to keep pace with changing talent demands, especially in industries facing skill shortages or rapid growth.
RPO offers a holistic and strategic approach to talent acquisition. RPO providers like Omni act as an extension of an organisations brand, assuming responsibility for recruitment activities such as candidate attraction, sourcing, screening, assessment, and even onboarding. By outsourcing these functions to specialised experts, organisations can benefit from industry knowledge, resources, and technology to give access to the best talent at pace.
One of the key differences between RPO and traditional hiring lies in the level of specialisation and scalability offered by recruitment RPO providers. RPO partners often have dedicated teams of recruiters who specialise in specific industries or skill sets, allowing them to access niche talent pools and identify high-quality candidates more efficiently. Additionally, RPO solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs, whether it’s scaling up recruitment efforts during peak periods or adjusting to changing market conditions.
Recruitment Process Outsourcing (RPO) can significantly enhance your Talent Acquisition strategy by providing specialised expertise, scalability, and strategic partnership. Here’s how:
Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. These experts possess in-depth knowledge of the labour market, industry trends, and sourcing techniques, allowing them to identify and attract high-quality candidates efficiently. By leveraging their specialised expertise, RPO partners, like Omni, can access niche talent pools and ensure high-quality people for your organisation.
Scalability: One of the key advantages of recruitment RPO is its scalability. RPO providers can quickly scale recruitment efforts up or down based on your organisation’s hiring needs. Whether you’re experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can adapt to accommodate your changing requirements. This flexibility ensures that you have the right resources in place to meet demand without overburdening your internal HR team or sacrificing recruitment quality.
Cost-Effectiveness: RPO recruitment can offer cost savings when compared to traditional hiring methods. While there may be an initial investment in outsourcing recruitment to an RPO partner, the long-term benefits often outweigh the costs. RPO can help reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for your organisation.
Strategic Partnership: RPO goes beyond transactional recruiting by forging a strategic partnership between the RPO partner, like Omni, and your organisation. At Omni, we become an extension of your employer brand and we work closely to understand business objectives, culture, and talent requirements. This collaborative approach allows RPOs to tailor recruitment strategies that align with your organisation’s goals. By working as an extension of your HR team, RPO providers can provide valuable insights, leading practices, and innovative solutions to help achieve talent acquisition objectives.
Recruitment Process Outsourcing (RPO) is a strategic approach to talent acquisition where organisations outsource some or all of their recruitment processes to an external provider, like Omni. The partner is known as the RPO provider and assumes responsibility for various aspects of the recruitment process, including candidate attraction, candidate sourcing, screening, assessments, interview coordination and onboarding.
Recruitment RPO is about leveraging specialised expertise, technology, and resources to streamline the recruitment process and improve hiring outcomes. Rather than relying solely on internal HR teams or traditional recruitment agencies, organisations partner with RPO providers to access a broader range of talent to enhance efficiency and drive better results.
The specific services offered by RPO providers can vary depending on the needs and preferences of the organisation. That’s the beauty of RPO. Some organisations may opt for end-to-end RPO, where the RPO provider manages the entire recruitment process from start to finish. Others may choose to outsource specific elements of the recruitment process, such as candidate sourcing or interview scheduling, while retaining other aspects.
There are several key advantages:
Access to Specialised Expertise: RPO providers have dedicated teams of recruiters who specialise in various industries, roles, and skill sets. This expertise allows them to identify and attract high-calibre talent more efficiently than internal HR teams or traditional recruitment agencies.
Scalability: RPO recruitment solutions are highly scalable, meaning they can quickly adapt to fluctuating hiring needs. Whether your organisation is experiencing rapid growth, seasonal fluctuations, or project-based hiring spikes, RPO can flexibly adjust to accommodate your changing requirements.
Cost Savings: RPO can offer cost savings compared to traditional hiring methods. By outsourcing recruitment processes to an external provider, organisations can reduce time-to-fill, cost-per-hire, and turnover rates, resulting in overall cost savings for the business.
Strategic Partnership: RPO recruitment goes beyond transactional recruiting by fostering a strategic partnership between the RPO provider and the organisation. At Omni, we work closely with our organisations to understand their organisation’s objectives, culture, and talent requirements, allowing us to tailor recruitment strategies that align with the organisation’s goals and values.
