Seeking the New Normal in Outsourcing Delivery survey<\/a>, conducted by Horses for Sources in January of this year revealed that in the coming year, close to 50% of respondents report they are either likely to increase or are already increasing their participation in some form of HRO.\u00a0\u00a0<\/p>\nThe survey also showed that there is a growing interest in RPO, whereby some 35% of buyers said they were actively evaluating the outsourcing of some aspect of their recruiting function, while another 12% said they were actively interested in pursuing RPO. More importantly, some enterprises are moving into RPO immediately, with 6% reporting that they are engaging in RPO in the 2010-2011 timeframe.\u00a0<\/p>\n
So while RPO is still relatively low on the HRO totem pole, it is occupying a more significant piece of the total HRO pie. As enterprise leaders are increasingly scrutinizing RPO as a viable, and potentially formidable, weapon in the HR arsenal.\u00a0<\/p>\n
Why RPO claims to make sense:<\/strong>\u00a0<\/p>\nManaging the talent life cycle has always been an intimate process for many firms, and finding staff which are a cultural fit, as opposed to simply filling immediate task-oriented and transactional needs, has been a major reason why enterprises have clung to managing the bulk of this process inhouse.\u00a0 However, in today\u2019s maturing outsourcing environment, both providers and buyers are vying to become more sophisticated at working together to achieve common business outcomes.\u00a0 RPO is no exception, and there is no reason why a quality RPO provider cannot work with a client today to understand its culture and work in a personalized manner to meet its recruiting needs. In an ideal world, an RPO provider should be able to deliver:\u00a0\u00a0<\/p>\n
\nFaster time and lower cost to hire<\/li>\n Easier requisition management<\/li>\n The potential of better talent retention<\/li>\n Standards that meet the need for regulatory or corporate compliance<\/li>\n A more organized, focused, modern and swifter hiring process that should lead to improved service quality and lower cost-per-hire<\/li>\n Removal of some non-core and low-value functions, allowing greater focus on developing talent, as opposed to acquiring it<\/li>\n Access to the latest in technology, applications and recruiting best practices, including such benefits as updated skills and behavioral assessments\u00a0<\/li>\n<\/ul>\nBreaking old habits is hard, and many enterprises cling to the belief that their recruiting needs are unique, not easily adapted or standardized into universal templates. Hence, a rapid increase in RPO adoption is not yet a sure bet as many HR leaders will continue to resist transferring such processes into the hands of a third-party. Still, it\u2019s clear that RPO is now firmly on the agenda for many firms ready to embrace new recruiting strategies that add agility, and do not cost the earth to deploy.\u00a0 Enterprises pursuing RPO need to be committed to change and to effective outcomes \u2013 but the goal of finding a true service provider\/partner is not easy to attain.\u00a0<\/p>\n
At Horses, we\u2019re committed to tracking RPO in addition to many other developments in the wonderful world of HRO\u00a0\u00a0– stay tuned! We\u2019ll be asking the hard questions about adoption challenges, analyzing buyer successes and failures, as the markets mature.\u00a0<\/p>\n
If you are an organization engaging in RPO, are interested in RPO, or if you are a service provider with an RPO solution and a strong message for how these relationships are working to build a new global work culture, we want to hear from you. As part of our research efforts in the near future, we will be surveying buyers; analyzing\u00a0service provider\u00a0offerings; conducting case studies \u2013 you name it, we\u2019ll be doing it.\u00a0<\/p>\n
So please\u00a0email me<\/a>\u00a0if you\u2019d like to participate in our RPO research, or\u00a0whether you have some suggestions or questions.\u00a0 It\u2019s an exciting time to be watching the RPO space, and we look forward to sharing our insights\u00a0 and hearing about your experiences.\u00a0<\/p>\nMindy Blodgett (pictured), is Research Director for Horses for Sources, her prime focus being Human Resources services and Business Process Outsourcing areas.\u00a0\u00a0 Mindy’s role is to deliver research analysis and thought leadership for Horses clients and readers in areas related to recruitment process outsourcing, total benefits outsourcing, workforce analytics, talent management and broad HR areas, such as compliance, payroll and compensation.\u00a0 You can read more on Mindy’s background and expertise by <\/em>clicking here<\/em><\/a>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"Mindy Blodgett, Research Director, Horses for Sources One of the facets of outsourcing that always challenges industry observers is\u00a0fuguring out\u00a0the…<\/p>\n","protected":false},"author":3,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[48,79,80],"tags":[648],"ppma_author":[19],"yoast_head":"\n
Can Recruitment Process Outsourcing empower a more flexible, scalable workforce? - Horses for Sources | No Boundaries<\/title>\n \n \n \n \n \n \n \n \n \n \n \n \n \n \n\t \n\t \n\t \n