In today’s world where there is a global man-hunt for solid talents that are becoming scarce, Talent Acquisition has become a major challenge for most Talent Acquisition leaders. This situation is not dissimilar be it a talent hunt by a global multi-national corporation or a regional/local company. Multi-national corporations used to reap gains from labour arbitrage through employing labour from emerging and developing countries. Now labour costs in once haven for low-cost labour like China are rising. Another issue is the rapid ageing workforce in Western multinationals’ home markets and also Asia including Japan and Singapore. The net result of this is an intensifying global war for talent.
Talent Acquisition challenges include the below (definitely not an exhaustive list):
With tough KPIs and abovementioned challenges, Talent Acquisition itself at times is a role hard to fill. Hence, Recruitment Process Outsourcing (RPO) becomes an option worth implementing. This is a form of Business Process Outsourcing (BPO) where an organization can transfer all or part of its recruitment process to an external service provider.
An effective RPO partner handles a myriad of tasks including:
The RPO Team becomes fully accountable for quality of hire, cost per hire, cycle time to hire, fill rate, client satisfaction, candidate satisfaction and retention of placed candidates.
The RPO proposition has become real for its meaningful benefits:
Given the continuing challenges when acquiring talent, Recruitment Process Outsourcing is definitely going to be an integral part of many organizations.
This article is written by Kannan Chettiar, Managing Director of Avvanz. Avvanz has 3 business pillars – Avvanz Hire (Recruitment Process Outsourcing and Comprehensive New Employee On-boarding), Avvanz Screen (including Psychometric Assessment and Background Screening) and Avvanz Develop.