Recent Trends in Recruiting Leading into 2016

by Carrie Kolar

Recent Trends in Recruiting Leading into 2016Recruitment methods and offerings constantly evolve to meet the changing needs of clients and the circumstances of the broader economy. In this week’s RPOA, we take a look at on-demand RPO and scalable and “artisanal” recruiting as examples of at recent trends in recruiting leading into 2016.

On-demand Recruiting Services for Fluctuating Recruiting Needs – RPOA - @RPOAssociation

When recruiting needs fluctuate by season, contract, or a sudden spike or downturn in business, companies need a way to meet the hiring needs of the high points without maintaining expensive recruiting capabilities they won’t need for the low points. This article introduces a solution to this problem in on-demand recruitment process outsourcing. On-demand RPO gives companies the option of having a strategic partner for their recruiting that can scale up or down their recruiting services to meet client needs. The article explains what on-demand RPO is, where companies can find on-demand RPO vendors, and suggests some best practices for partnering with an on-demand RPO partner.

Scalable Recruiting: How to See Past Soaring Hiring Demands – Yoh - @YohCorporate

Planning for future hiring and how you’ll meet future personnel needs is an important part of ensuring your company’s growth is smooth. However, it can be difficult to plan to for unexpected spikes in hiring needs or rapid, unanticipated growth. This article introduces the concept of creating a workforce plan to ensure future hiring needs with mesh with the goals and priorities of the business. It discusses what to do when hiring demands suddenly shift, and what a company’s options are when they face a sudden departure from their existing plan. It concludes with a warning about the business cost of neglecting scalable recruiting efforts and options.

New Trend in Recruiting: Project RPO – RPOA - @RPOAssociation

In today’s world of on-demand companies that span dozens of industries, customers and clients increasingly expect companies to provide services on their schedule, the moment the client needs them. This trend has moved into the recruiting sector with the birth of project RPO. This article describes the conflict between the drive for companies to both get the talent they need, when they need it and manage the costs of recruiting, which can be high if companies maintain in-house recruiting capabilities year-round. It presents project RPO as a solution that allows companies to access recruiting capability when they need it, without the in-house cost.

Artisanal Recruiting – Try it on High-Value, Must-Hire Candidates – ERE - @ERE_net

‘Artisanal’ is popular buzzword that denotes a customized, high quality, probably small-batch product. This article applies this definition of artisanal to recruiting, arguing that normal corporate recruiting, with its assembly line feel and lack of customization, will not get companies that highest quality, most sought-after candidates. Instead, it recommends using an artisanal recruiting approach to secure the high-impact mid-organizational level talent that companies need. It includes reasons for using an artisanal recruiting approach, what an artisanal recruiting program looks like, and what it takes to be a successful artisanal recruiter.

When to Call on Project Based RPO – Yoh - @YohCorporate

Project-based RPO is a flexible, scalable RPO solution that you can apply to meet specific needs or as a pilot program before taking on an enterprise-wide RPO solution. This article discusses when using project-based RPO makes the most sense for companies, and how to use project-based RPO providers to meet recruiting goals. It suggests using project-based RPO during peak season sourcing and rapid recruiting projects as well as to improve candidate quality or take over one or more specific recruiting functions. The four best practices it recommends for using project-based RPO include determining which recruiting areas need the most assistance over the next year, determining where you do not have in-house capabilities and hiring to cover the gap, determining the strengths of your in-house resources and outsourcing the weaker points, and measuring and monitoring project RPO performance.

Suggested resources: Roadmap to hiring success (eBook)

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