Are you keeping up with recruitment demand?

The need to recruit in earnest seems to be our reality once again. I see that the newspapers are full of adverts offering a wonderful array of outstanding career opportunities, and online job boards are churning adverts almost quicker than you can read them. I’d speculate that somewhere in amongst all of this, there are HR managers and their teams working feverishly to try and keep up.

It seems to me that Australia has been blessed  by only having  been lightly touched by the effects of the GFC - well certainly when compared with many other nations - but we didn’t escape completely unscathed. Here at Prospect we witnessed firsthand the decline in staffing levels across the resources sector, and the effects of the recruitment and headcount freezes that often accompanied ‘right sizing’ initiatives.

Now that the need to recruit additional staff has once more found its way towards the top of the corporate ‘to do’ list, we’re seeing many HR managers working hard to keep up. I think the reason for this is that often they have competing priorities themselves, and that’s assuming they’re sufficiently well resourced in the first place.

It seems to me that many really could use some help. But what are the options? They clearly can’t afford not to hire the required number of staff, as that will certainly have an adverse impact on production. So how can they reliably recruit large numbers of trades and production staffwithout paying a king’s ransom for the privilege?

Recruitment Process Outsourcing or RPO as it is often referred to, is definitely one of the most effective solutions that I know of. Basically, in situations where there are multiple requirements to be filled and a significant number of candidates to be processed RPO will deliver high quality results in a cost effective, efficient and scalable service framework.

The way we tailor our Project RPO approach to meet the specific requirements for our clients means that it’s designed to effectively facilitate the entire recruitment process right from the taking of the initial brief through to candidate acceptance and on-boarding.

As a recruitment professional, I see first-hand the wide range of benefits that our clients experience, from decreased time to hire, to improved fill rates, and the outsouring of recruitment administration – there’s so many pluses to this approach that it’s hard to overlook it.

Can you really afford not to consider Project RPO as a solution for your organisation?

Author - Carl Lovelock, National Manager - Recruitment