capturing additional value.
Employers who leverage an RPO program – and
continue to renew it each year – typically look
for ways to achieve even greater value from the
engagement. According to Everest Group's RPO
Annual Report 2016, the larger RPO market is
focused on emerging expectations about what
else can be delivered through these solutions.
For instance, a growing number of buyers rely on
RPO providers for expertise about, and strategic
management of, components of their talent
management plans.
This includes value-added services that result
in new efficiencies and improved quality of
hire, such as: diversity and inclusion strategies,
talent community management, advanced
talent analytics, workforce planning, process
reengineering and more. An RPO partner can
also provide employer branding services, a
crucial aspect of any talent strategy to ensure
the company attracts the candidates it needs to
achieve growth goals.
gaining true talent innovation expertise.
As workforce needs continue to evolve, and the
competitive landscape broadens across sectors and
geographies, the ability to stay on top of the rapidly
changing HR technology landscape and how these
solutions can enhance the talent acquisition process
is crucial. From emerging artificial intelligence (AI)
tools, to sourcing, video interviewing, applicant
tracking systems (ATS), candidate relationship
management (CRM), assessments and more, it is
often difficult for employers to keep up with the
latest and greatest solutions — as well as vet those
technologies — to understand which will help them
gain a competitive edge.
Instead, they turn to RPO providers for expertise
on which technologies can make the greatest
positive impact at the organization now. More
importantly, talent leaders and their providers
also work together to provide the data and insight
needed for future planning.
4
an integrated talent solution.
Recognizing that the right person for a job may
be a permanent employee, freelancer or contract
worker, employers are breaking down traditional
talent silos and evolving their RPO or managed
services programs (MSP) into integrated talent
solutions. Providing a more holistic and flexible
approach to talent strategy, an integrated talent
model considers the workforce as a whole, and
the solution provider uses a combination of
technology and human intelligence to develop
strategy and manage the entire range of talent
acquisition activity.
Services often include workforce planning, supply
chain management, employer branding, sourcing,
talent assessment, hiring processes, reporting
and onboarding. With an integrated talent
solution in place, the business benefits from a
consistent, yet agile, high-touch program that is
customized to the company's culture, industry and
geographical footprint.
