The challenge to attract and engage high-quality talent is especially acute in Latin America (LATAM). Cultural differences, disparate legal systems, and shifting politics play a significant role in recruiting and hiring practices. These challenges have been magnified by the COVID-19 pandemic, which has had a substantial impact on the region.

In June, the Recruitment Process Outsourcing Association (RPOA) launched a new initiative for global RPO leaders who operate in LATAM. The forum’s designed to bring RPO peers together and provide them a platform to connect and share experiences and perspectives on current talent issues.

We recently hosted the group’s first virtual event; a panel made up of experienced LATAM RPO leaders. Topics ranged from how hiring has changed during the pandemic to how organizations deal with inter-country issues. The exclusive forum was moderated by Cynthia Cohen, an RPO veteran and Founder & Managing Director at Mynt Consultants.

The vast region of Europe, the Middle East, and Africa, also known as EMEA, is incredibly diverse and complex. EMEA covers three continents, over one hundred countries, and two hundred languages.

For organizations hiring in this region, this complexity requires keeping up with talent expectations, policy and law, market-specific practices, corporate governance codes, language, culture, customs, and more. Recruitment process outsourcing providers can be the best partner to navigate these challenges and bring top talent to the organization.

Recruitment Process Outsourcing (RPO) has been expanding into new geographical regions globally including Asian-Pacific (APAC). This growth is mainly driven by requirements of global clients, who are perpetually looking for ground-breaking solutions to be competitive.

The world may be getting smaller. Still, its demands are growing daily, as are the needs to fill the ever-shrinking market of talent. Recruitment Process Outsourcing (RPO) continues to rise to meet these demands.  

Why? It's more than likely this ascension undoubtedly comes from a parallel demand to increase efficiencies of recruitment functions and the need for finding sought after quality hires.