avoidable overheads, Fauzia Kerai Khan, head hunters, HR manager, job boards, proficiency gaps, recruitment costs, Recruitment process outsourcing, RPO, talent acquisition function, talent-driven economy
As an HR manager in today’s talent-driven economy, you are constantly challenged to acquire and manage talent to fill vacancies in a business niche, or positions requiring a ‘mix’ of skills. You may be frustrated by not being able to get the ‘right’ talent on board, or find yourself bogged down by recruitment costs, often considered ‘avoidable overheads’ by executive management.
An optimal solution to overcoming your hiring challenges is Recruitment Process Outsourcing (RPO) – a practice gaining traction globally and within Pakistan – whereby you can transfer all or part of your organisation’s recruitment functions to recruiting specialists.
RPO is no longer considered a ‘quick fix’ cost-cutting measure; instead it is viewed as a long-term strategic approach to extend recruitment and selection beyond the existing channels of head hunters, job boards and social media marketing. It reduces a business’s recruiting costs by streamlining the hiring process and short-listing quality candidates using less time and money.
You can engage an RPO provider to supplement the entire talent acquisition function, or opt for limited scope services for particular business units, hierarchical positions, designated projects or geographical locations.
The three types of RPO contracts you can execute with an external agency are:
1. Fully-outsourced. You transfer the end-to-end recruitment processes – from vacancy announcements to the final selection – to the RPO provider. The outsourcer assumes responsibility for hiring activities across the organisation; contracts are typically long-term, ranging between one to three years.
2. Hybrid supplements. You use an RPO agency to fill your ‘proficiency gaps’ during recruitment peaks. This entails the RPO provider supplying a wide-ranging variety of services on an ‘as needed’ basis; these can include resume searches, initial pre-screens and even first round interviews; contract tenures vary.
3. Project specific. You hire an RPO organisation to manage your recruitment requirements for a specific project, when there is a pressing need to increase the headcount substantially within strict deadlines; the arrangement ends with the completion of the project.
– Fauzia Kerai Khan The writer is Chief Consultant, i&b Consulting, Training, e-learning. email@example.com
First published in the ADBUZZZZ Section of The DAWN National Weekend Advertiser on October 19, 2014.