For next generation of economy it has been evident that innovation and efficiency are essential factors to prosper in business. Today, in order to be successful, organisations look for talented staff members for this purpose and continuous expansion of strategies are being developed to bring the necessary talent to fill permanent or full/part-time roles. Zachary (2013) explains in global context, the workforce seems decreasing in many regions than they’re growing. However, technology that facilitate data sharing and high quality collaboration seems to have helped a little to supply the expertise for the demanding requirements.
Understanding the above concerns many researches have suggested several ways organisations to reconsider how permanent or temporary labor is purchased and managed. These include new strategies on how firms find candidates, how to connect with them and how to understand candidates’ requirements in terms of employment. Therefore, to stay ahead in recruiting the right talent, organisations now tend to seek assistant from Recruitment Process Outsourcing (RPO).
Forbes Insight, meanwhile points out today’s global workforce has become a complicated mixture of changing demographics and expectations. Zachary (2013) by examining the global workforce and recruitment outlook for tomorrow mentions, to enroll the right candidate to the right position is becoming a challenge than ever before. This is due to:
- global markets require a greater focus on unforeseen labor;
- markets need to maximise value from people resources;
- higher competition for key skilled labor in the science, technology, mathematics and engineering fields;
- inadequate efficiency of hiring decisions and the management.
Because of shifting demographics and pace of change has created a competition among companies it has become a challenge to find the right quality of skilled labour. The research of Talent Shortage Survey (2013) reveals “more than two in five Europe, the Middle East and Africa (EMEA) employers who face a talent shortage at present say that 22% who adopt strategies focus on work models and 19% include talent sourcing solutions. However, the region has the highest proportion of employers who are facing skills gaps but don’t have a strategy to deal with them”. In the AsiaPacific region, where 67% of recruiters report that they are having difficulty filling positions with qualified workers. So, it shows that talent appears to be becoming scarcer in the key growth regions.
In-terms of organisational HR departments at present have many aspects to fulfill. A highly targeted approach of this nature needs expertise and considerable effort that only a few can commit. Therefore, many are seeking RPO to fulfill their recruitment targets and this move brings RPO providers enormous opportunities to meet the recruitment demands of organisations. However, as organisations often look for ways to create efficiencies and save money Tim Nelson and Brett Gerard (2005) in their published white paper suggested partnership approach is the best with RPO agencies will to receive long-term advantages.
Instead of simply determining the opportunity and seeking the right person to fill, the right person for the right job now helps to model the opportunity according to Business News Daily. It further advises recruiters will have to go beyond static job postings, phone calls and networking to find top talent and more effectively match the opportunity to the person. This move will help where to look for the person and how to model the opportunity.
Apart from this how to target new sources of talent, including retirees, free agents as well as employees in emerging markets is becoming a concerned factor to recruiters. Traditional methods such as cold calling and in-person networking, brand recognition, plus social media, blogs, microblogs, meet-ups are important the platforms for both the recruiter’s and the job seeker’s to fulfill their objectives.
In summary, to successfully manage the new recruitment strategies, a greater partnership between RPO providers and their clients (candidates) is needed. Also new approaches must be explored to find what companies truly need, as well as what job seekers actually want. Ultimately, organisations need a single solution to global hiring, and are seeking the simplest, most cost-effective way of accessing it. Nonetheless, it is the opportunity for RPO providers to recognise the organisational demands and deliver the service effectively.