1. what is my hiring volume and what will it be
in the future?
The first consideration is to identify how hiring
volumes and any expected increases will impact
recruiting efficiency. As hiring volumes grow,
internal recruitment functions can become
overwhelmed. As a result, companies often rely
more on external agencies, which may not only
eliminate the in-house level of high-touch service,
but also increase costs. On the other hand, an RPO
provider serves as an extension of the recruiting
team, promoting the company's own employer
brand and ensuring a strong candidate experience.
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Even if hiring volume isn't expected to ramp
up, relying on internal functions still requires
continuous investment and keeping up with best
practices to ensure the best talent is identified
and engaged.
2. what additional value does my talent strategy
need to deliver?
Some organizations leverage RPO to take on
the end-to-end recruiting process, while others
seek solutions to complement or replace select
functions. To determine the best approach, it
is important to measure how well the internal
function performs on key fundamental recruiting
metrics. The evaluation should include things like
cycle time, monthly requisitions filled, on-time
delivery, open requisitions and headcount.
The company should also consider how RPO
can improve other areas, such as employer
brand, technology enablement or talent
analytics, to further enhance its capacity to hire
high-quality talent quickly. Understanding where
the company excels, and where there is room for
improvement, is crucial to determining how RPO
can be most effective.
3. what do I need to invest to maintain
a world-class talent function?
A successful talent acquisition function is key to
a high-performing, competitive organization. Yet,
achieving and maintaining a strong operation
requires a great deal of investment — whether
managed in-house or outsourced — to identify and
implement best practices, sourcing methodologies
and technology.
For example, the use of mobile technology, social
media and analytics are all key to hiring the right
talent, but neglecting to keep up with changing
sourcing methods and tools will significantly hinder
recruiting efforts.
