governance in an effective RPO strategy: practical insights

November 30, -0001

Over the past several years, companies have found themselves competing for talent in a business environment shaped by a combination of growth and uncertainty, changing workforce demographics, talent scarcity, and globalization. Given these developments, it’s no surprise that organizations are turning to providers of Recruitment Process Outsourcing (RPO) solutions to drive critical aspects of their talent management strategies. RPO offers companies the best practice capability to succeed in a highly competitive talent market, and it provides the flexibility to adjust talent acquisition quickly to meet changing business demands. While RPO is not new, it is changing and maturing.

Traditionally, companies engaged RPO providers for a value proposition that emphasized cost savings and efficiency in recruiting. This value still applies today; however it is only part of the RPO picture. Today, the functions and expectations for RPO solutions have matured. Companies are moving toward solutions that address a growing array of strategic needs – from achieving business impact by driving the employer brand to delivering results by aligning talent strategy to core business objectives. Likewise, companies are also adopting RPO that is broad in geographical scope, implementing solutions that span multiple countries across global regions—a practice known as Multi-Country RPO (MCRPO).

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