Pittsfield, MA (PressExposure) April 23, 2009 -- The economy is down. Unemployment is up. Hiring is slow. Candidates are plentiful. All of these factors combined are making HR leaders refocus their strategies for the future. This is the perfect time to consider looking at recruitment solutions such as RPO to position your business for the imminent upturn in the economy.
Now is the time to establish a competitive advantage by building a world-class recruiting process and to consider RPO as a means to achieve that advantage.
Markets in technology, energy, bio-tech, security-cleared government departments, and even financial services are struggling to recruit the very specific and hard-to-find skills needed to grow their businesses. Also, many firms have reduced their recruiting capability to below levels needed to support the hiring required to staff important openings.
Strategically, forward thinking organizations should be viewing the late stages of this downturn as an incredible opportunity to implement new systems and processes that will truly give them a competitive advantage in the coming hiring surge. One obvious example is in banking, where some banks that took the TARP money want to give it back so they can escape the restrictions on compensation in order to steal the talent from those that are unable to give the TARP money back and not escape those restrictions in a timely fashion. This is one of the reasons why the Feds are holding up on accepting the money back, in order to sort out that unintended complexity.
Savvy hiring managers are now stockpiling talent and utilizing technologies such as CRM Web 2.0 applications to leverage recruitment best practices in order to have the candidates warm once the footrace begins. Doing this now will greatly reduce cost per hire and cycle time once the hiring begins. Having an RPO provider with the right Web 2.0 technology will help with that process and accelerate the implementation and can actually save time and money today as well.
The great thing about RPO is it is completely scalable. Forward thinking organizations can start small and ramp up the program as needs increase. This is more feasible than building the entire recruitment capability in-house brick by brick. The buyer benefits from the RPO providerâs accumulated experience in building highly efficient, continuous improvement recruitment operations. The ramp from 0-60 from a good RPO provider will, by definition, be more rapid than most corporate operations can possibly deliver.
For more information regarding RPO and TalentFusion services contact the CEO and President David Pollard or visit their website for testimonials and case studies.