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Solving for Scalability so you can Focus on What’s Next

by Kerri Taix, Global Head of Client Services, Alexander Mann Solutions

As we are all going through the ups and downs of the pandemic none us can know the full extent of the impact on the economy, but what we do know is that it is critical for leaders to get ahead of the curve and plan for what comes next. In a recent Everest Group presentation, the analyst firm pointed out that while an economic recession can cause organizations to collapse, it can also provide the opportunity to strengthen a company’s position and reputation if done right. To take advantage of that potential upside, it is critical that organizations prepare as soon as possible to manage the downturn, get ahead of their competition and accelerate their recovery.

We are hearing over and over again that the prevailing benefit of an RPO solution in the current climate is the ability to scale (up and down) for hiring needs with little to no impact on their forecast, budget or headcount planning. 
 

As a talent leader and outsourcing partner, I am riding the waves of this crisis and remain optimistic and supportive of my clients’ needs. At the same time, I am interested to know how other organizations are planning for the remainder of this year and into 2021 – as we all begin the forecasting exercise for next year.

Just last week I spoke to a client stakeholder whose talent acquisition team was reduced from 60 to 10. She was feeling the weight of these cost of reductions; from the significant expense of severance payouts to the more profound loss of great talent and institutional knowledge. The client had recently invested heavily to build a best-in-class team only to lose most of its members in pandemic cost cutting.

A few of her biggest concerns are how the drastic team reduction will impact their employer brand, their ability to deliver a quality candidate experience with a smaller team, and their capacity to rebuild when hiring volumes return. With these looming unknowns, this talent acquisition leader is considering all options, now more than ever, to minimize organizational risk.

This client conversation – on how to balance risk and growth – has become the norm. Clients who never truly understood the benefit of outsourcing, now are quickly coming to terms with the value of outsourcing some or all of their recruitment services to a Recruitment Process Outsourcing (RPO) provider. I believe these enlightened organizations will have an advantage coming out of the pandemic.

While the RPO offering has evolved well beyond its roots in reducing agency spend to providing specialized recruitment services from candidate attraction all the way through to onboarding, we are hearing over and over again that the prevailing benefit of an RPO solution in the current climate is the ability to scale (up and down) for hiring needs with little to no impact on their forecast, budget or headcount planning. 

Flexibility and scalability have become imperatives for the recruitment function but are often burdens that companies are not prepared to bear on their own.

While in “normal” times in-house talent acquisition teams might be able to adapt to the predictable fluctuations in hiring levels to meet business needs, the pandemic has made these cycles more erratic and nearly impossible to accommodate.

Flexibility and scalability have become imperatives for the recruitment function but are often burdens that companies are not prepared to bear on their own. Keeping all facets of recruitment in-house during this time of uncertainty can place undue stress on recruiting teams, and lead to hasty hiring decisions that cause long-term financial strain for the organization. 

With dedicated administrative resources, experienced recruiters, advanced technology and social recruiting methods as part of an RPO, organizations are well-equipped to deal with their scalable hiring needs. When companies outsource recruiting, it’s usually to resolve specific needs such as rapid growth, hiring for short-term projects, saving money or reducing turnover.

Market leading RPO providers can not only scale these services to fit the demands, but they solve to find the best fit for roles.

Scalability is an important consideration, but it is just one aspect of many considerations when it comes to building your RPO talent strategy. Other issues such as cost-reduction, access to recruitment experts, TA technology also remain essential. We are all in unchartered waters and live in unprecedented times, but I believe organizations that plan and prepare will end up surviving the turbulence of the global pandemic.

 



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