There ’ s a misperception that RPO is only for long-term , complex talent challenges . AMS partnered with Madeline Laurano , Founder of Aptitude Research , to explore when and why HR and talent leaders are using ‘ Project RPO ’ to fill their TA capability and capacity gaps – and the long-term value it can drive for their in-house teams .
Now more than ever , companies are adjusting their talent acquisition strategies in response to new challenges , pressures and priorities . They are shifting the way they compete for talent , focusing on greater efficiency and looking for ways to rebuild talent pipelines . Every organisation is currently going through some type of talent acquisition transformation , and many are heading into this shift under-resourced with close to half of all companies having downsized their recruiting teams in 2020 .
As hiring ramps up , companies need support to compete and enable growth . Once viewed as an option only for large or complex engagements , outsourcing has become a more flexible option .
What is Project RPO ?
Project RPO gives organisations the resources and expertise their in-house teams need to rise to changing business demands , but with the flexibility to outsource on a project-by-project basis , without committing to a lengthy RPO engagement . It is gaining momentum this year because it provides companies with immediate support and empowers them to achieve their TA goals without requiring a huge commitment or a change in direction . Companies can stay the course , but with a tremendous amount of expertise and support .
In March 2021 , Aptitude Research surveyed 342 TA and HR leaders ( director level and above ) to explore how they are leveraging Project RPO as a cost-efficient solution that can be rapidly deployed to support aspects such as hiring surges , market expansion or exponential growth .
What changes / accelerations have been brought about for recruiting functions by the COVID-19 pandemic ?
Recruiter burnout . Companies have been forced to do more with less over the past year , with layoffs within recruiting teams and fewer resources . Recruiters are feeling overwhelmed . We found that , on average , they spend 16 hours a week just scheduling . Companies need support in talent acquisition .
Remote recruitment . Companies have shifted to remote recruitment . They have had to re-evaluate their strategies and solutions to support remote recruitment overnight .
Technology investment . The events of the past year have accelerated the investment in talent acquisition technology . According to our research , 44 % of companies adopted new talent acquisition solutions in 2020 , and one in four companies are looking to replace their applicant tracking system in 2021 .
The number one priority for companies today is to improve efficiency
What did the research uncover as the main demands placed on TA functions today ?
Efficiency . The number one priority for companies today , and a key driver for investing in technology and service providers , is the need to improve efficiency . Companies want support with time-to-fill , response times , recruiter productivity and conversion rates . When TA teams feel overwhelmed and lack the right resources , they are unable to improve efficiency without outside support .
Reducing bias . Companies must provide a fair and equitable experience to all candidates . Companies often need support to reduce bias in every stage of TA .
What considerations should TA leaders take into account when considering Project RPO ?
When asked what is most important when evaluating providers , organisations highlighted simplicity , resources and expertise over price . Companies want to ensure that they are bringing in trusted partners to augment their recruitment function and become an extension of their team , creating simplicity to drive the efficiency they need to support business stakeholders effectively .
Project RPO should give companies flexible support as well as deep domain expertise .
How can recruiters make the case for Project RPO ?
Recruiters can make the case for Project RPO by identifying the challenges that they have and showing how Project RPO addresses these ; for example , high growth goals , critical talent gaps and growth in emerging markets .