Nothing’s more frustrating than watching months of work literally walk out the door. When a new hire decides to jump ship, it represents time, money and effort down the drain. In this week’s RPOA Weekly, we take a look at how to keep your new hires from saying goodbye by identifying ‘flight risks’ and other high risk candidates, and developing processes to keep your new hires in-house and on the job.

As recruitment process outsourcing has been evolving over the past couple of decades, RPO delivery models have been changing and RPO engagements have become more defined. In this edition of our #AskAnRPOExpert series based on an interview with Pam Verhoff, Advanced RPO President, Verhoff explains common challenges of RPO customers and types of engagement.

To recruit top talent effectively, you need to be able to put yourself in a candidate’s shoes. Where are they looking for jobs? What challenges are they facing? What are they thinking? In this week’s RPOA Weekly, we answer these questions and more as we look at the biggest challenges of today’s top candidates.

When you’re considering implementing a recruitment process outsourcing (RPO) solution for your company’s recruiting needs, finding the right provider is only half the battle. For an RPO relationship to succeed, you need to make sure that you have the support of company leadership and other involved parties. In this article, based on an RPOA webinar entitled “RPO Implementation: Laying the Groundwork for Success” given by Heather McGotty of Welch’s and Ryan Baca of About Talent, we look at how to garner internal support for an RPO engagement.

It’s no secret that recruiting is a costly process. It’s costly in resources, time, and manpower, and can cost double as much if your new hires don’t stay long. In this week’s RPOA Roundup, we take a look at the cost of recruiting talent, from scouting new hires, employee turnover, and RPO costs to tips for demonstrating recruiting ROI and how to dramatically cut the costs of finding new employees.

The role of human resources is changing. As a department, it generally has one of the broadest mandates in a company, but can be seen as a non-core element of a company structure. This view is changing, however, as HR department and professionals rework themselves as drivers and implementers of business strategy. In this week’s RPOA Roundup, we take a look at some of the diverse and every-fluid challenges and changes of HR.

The road to the perfect hire is rarely smooth. While the hiring market is extremely competitive and companies are struggling to fill open positions, some of the biggest issues for recruiters lie in the candidates themselves. In this week’s RPOA Roundup, we take a look at how to avoid common hiring and talent acquisition hazards like high-risk candidates and new-hire no-shows, as well as how checking references and knowing how to hire to your company’s needs can result in the getting the right person for the job.

The most successful partnerships between recruitment process outsourcing (RPO) providers and their clients are not one-off deals. Rather, they are ongoing, long-term relationships, where the client trusts that the RPO provider will understand and meet their recruiting needs and larger business needs. In this week’s RPOA Roundup, we take a look at the best tips for a successful RPO relationship, from picking the right provider and why you should trust them, to how providers can ensure the client gets their best work as well as strategies providers can use to meet increasing client demand for RPO services.

The job market could see a talent crunch. The world is currently facing a shortage of talent, and this shortage will get worse as time goes on. A shrinking workforce means fewer applicants and longer waits to fill positions, with correspondingly fierce competition among recruiters. In this week’s RPOA Roundup, we look at the causes for this shortage as well as how recruiters can adapt to it, and provide some top recruiting suggestions for the coming talent crunch.

Recruiting and hiring candidates can be a risky business. Recruiters try to predict whether the candidate will be an asset to the company based on criteria such as skills, previous performance, and recommendations from other employers. However, one area that recruiters have not been able to measure is whether candidates will commit to the employer long-term. A second-best candidate who stays with the company is a better choice than a first-place candidate who only remains for a matter of months. A candidate who is a “flight risk,” or who is probably to move to another position before bringing value to the company, is a high-risk candidate that employers would rather avoid. While flight risk has been historically difficult to measure, Talent Analytics Corp. has recently released pre-hire flight predictions for job candidates and current employees, which recruiters and hiring managers can use to help assess whether a candidate is the right one for the job.