{"id":1717,"date":"2010-03-11T06:48:00","date_gmt":"2010-03-11T06:48:00","guid":{"rendered":"http:\/\/localhost\/projects\/horsesforsources\/rpo-empower\/"},"modified":"2010-03-11T06:48:00","modified_gmt":"2010-03-11T06:48:00","slug":"rpo-empower","status":"publish","type":"post","link":"https:\/\/www.horsesforsources.com\/rpo-empower\/","title":{"rendered":"Can Recruitment Process Outsourcing empower a more flexible, scalable workforce?"},"content":{"rendered":"
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Mindy Blodgett, Research Director, Horses for Sources<\/p>\n<\/div>\n

One of the facets of outsourcing that always challenges industry observers is\u00a0fuguring out\u00a0the timing of when (or if) companies will take the plunge.\u00a0 Delivering a value proposition for outsourcing\u00a0isn’t enough – it’s proving that those processes can benefit a company’s competitive position if they are\u00a0externalized in a managed services\u00a0environment.<\/em>\u00a0<\/p>\n

For example, most companies would never have dared move the management of their entire recruiting function over to a third party, but the squeeze of this post-recession economy, combined with fresh thinking from company leaders and a willingness to explore global sourcing models in business functions that can benefit from added expertise and flexibility, is moving services such as Recruitment Process Outsourcing (RPO)\u00a0up the corporate agenda for many firms.\u00a0\u00a0<\/p>\n

We’ve decided to take a deeper-dive into the RPO market, and have asked our new research director for HRO, Mindy Blodgett, to tee up her research into this area for us.\u00a0 In fact, taking a closer look at Mindy’s bio<\/a>, I see she likes “eating\u00a0at expensive restaurants”, so hopefully you’ll like what she’s working on enough to sign up for our research program and\u00a0help her maintain this past-time… over to you Mindy:<\/em>\u00a0<\/p>\n

Can RPO empower a flexible and scalable workforce?<\/strong>\u00a0<\/p>\n

\u00a0Although the global financial picture is still unclear, the signs of an economic recovery are tentatively drifting into view.\u00a0 However, this isn\u2019t your typical cyclical<\/em> post-recession market:\u00a0 industries are facing fundamental shifts in their very make-up and competitive dynamics, and this is impacting how many firms need to approach their recruiting strategies.\u00a0\u00a0<\/p>\n

\u00a0Many firms, fearing the worst, laid off staff aggressively in the crisis months, and now have to readjust their talent resources quickly to meet the business demands of a recovery that is \u2013 in many industries \u2013 appearing faster than many had anticipated.\u00a0 Without an agile recruiting strategy, vital market opportunities could swiftly pass by those firms with talent shortages. But there is risk in taking a bold recruiting stance; no one can be sure that the economy will not take another nose-dive, and the need for greater workforce flexibility<\/em> has never been so strong as it is in today\u2019s environment.\u00a0<\/p>\n

\u00a0Staffing back-up in the midst of uncertainty –\u00a0 Four critical questions to address<\/strong>\u00a0<\/p>\n

\u00a02010 is a year that threatens to expose many firms.\u00a0 Uncertainty drives some to be conservative and hold back on major re-investments; others to be bold and use the conditions to forge ahead in their respective markets.\u00a0\u00a0 Whatever stance firms choose to take, they need to answer these questions:\u00a0<\/p>\n