Never
play
the ‘B’
team.
Enterprise RPO might Just be
too big?
Recruitment Process Outsourcing (RPO) has gained popularity as a strategic solution for organisations looking to streamline their hiring processes, reduce costs, and improve overall talent acquisition efficiency.
However, despite its advantages, RPO might not be the right approach for every organisation. You might think that as a TA leader with an RPO in place, you have all your bases covered. Like any talent acquisition model, there are gaps in capacity and capability.
We have built a business around talent acquisition leaders. Whatever their TA operating model there are gaps in capability and capacity, and we sit between those gaps to provide seamless end-to-end solutions.
We have worked with a number of organisations that have a significant RPO element. While our core embedded recruitment can be applicable in meeting immediate hiring needs, often our work has been to look at hiring outcomes and RPO performance or provide services the RPO does not have the bandwidth for.
When we first met Takeda (NYSE:TAK), Japan's biggest pharmaceutical company, it was clear they needed some independent support to look at hiring outcomes in several key global locations. immersive deployed a small project team to deliver a combined workshop and desktop analysis of hiring patterns and outcomes in EMEA and North America.
Working closely with hiring managers, their leadership team and the global talent acquisition team, we quickly built a picture of where the issues were (without finger-pointing), providing detailed recommendations that could improve hiring outcomes and bring global TA, hiring managers and RPO closer together.
As a next step, we will expand the scope of our work based on the initial proof of concept to look at EVP Strategy and inclusive hiring and review the operating model in key locations.
immersive's approach deployed several people with different skills quickly and without the ‘baggage’ that might have been associated with an RPO.
THE RESULT.
As you would expect, we cannot tell you everything about the outcomes as they are confidential.
But what we can share is that we delivered a comprehensive site by site report. The focus was on a comprehensive a talent map of both obvious and less obvious target organisations, complete with talent density to give a sense of perspective and scale.
In addition, we make targetted, site-based recommendations that would allow Takeda and their RPO partner to significantly improve the speed to hire time and move to an ‘always hiring’ approach.
Finally, we provided a new perspective on Takeda’s attraction channels, building on their existing university and community relationships and reopening how their referral programme actually works for these critical business roles.
Takeda valued our external perspective. Large RPO providers can lose themselves in the volume of the task they undertake, whilst immersive with it’s more agile approach can quickly dive into the detail and identify the root causes of issues and what can be done to remedy them.
TACKLING TIME TO HIRE.
IF YOUR TA OPERATING MODEL FEATURES RPO DELIVERY FOR YOUR TA CAPABILITY AND YOU WOULD LIKE TO EXPLORE YOUR OPTIONS, We SHOULD TALK.
