“It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change.” – Charles Darwin, Naturalist
Charles Darwin’s theory of evolution states that evolution in itself happens through natural selection. Changes happen over a period of time to help the subject adapt to the environment or extinguish it completely for the sake of the environment. If there is one thing that we can say for certain, especially over the past 3 years, it is that the job market has seen massive changes, regardless of geography. With the onslaught of wave after wave of Covid-19 across the globe, the world essentially got frozen into place economically speaking.
Here’s the thing with evolution though, if you don’t keep moving forward, you begin to regress, and isn’t that exactly what happened with our economies? If we take Canada for instance, in recent times the country has seen a huge demand for skilled workers since things started opening up again. This presented an issue though. Although there was a demand for roles to be filled and even though there were candidates to fill said roles, the two did not always meet in the middle. It isn’t necessarily the best fit, not until you consider RPO agencies and the talent solutions that come with it.
If you speak to a hiring manager that has worked in the same company for the past 20 years, chances are that they will recommend outdated methods of hiring. They might suggest job boards, newspaper advertisements, and so on. The thing we often tend to forget as recruitment experts is that there is a whole sphere of people who do not know that there are better ways to hire. As experts we take for granted the high-flying, fast-paced, streamlined operations that we have going on these days. We only know about the latest trends because we are recruitment natives.
Having said that, the challenge nowadays has become one of adaptation. Each year there are more and more conditions, expectations, and measures tagged onto talent acquisition. This leaves the process far less transactional than it once was. It is not all about quality control, while still adhering to the standards of globalisation.
Speaking of globalisation, you have to consider how much harder the recruitment process has become for companies that have their businesses rooted in one location. Let’s say you’re a company based in North America for instance. You would have to deal with the complexity of hiring in smaller volumes across different countries.
Other factors include the growth of AI-automation processes in recruitment operations and gig-economy for example. They drive how organisations have to engage with talent. They also determine how they manage the process and still run the business. In a way, recruitment is a business in itself. This brings us to the core of this article- the seeking out of talent solution partnerships.
“Evolution is the secret for the next step“ – Karl Lagerfeld, German Director
All the previously discussed points bring us to one final thing and that is, how much recruitment process outsourcing (RPO) has changed over the years. This is especially true for those ‘pure’ RPO service providers who don’t conform to legacy recruitment agency values. RPO and talent solutions as a whole are no longer just a way to manage recruitment but rather a means by which clients can leverage services that go beyond hiring.
While the total talent solutions options are the goal for many organisations, more often than not, we see that there is a need for customised solutions. Organisations are choosing to hire fewer people of specialised backgrounds or just short-term hires. In such scenarios, RPO providers need to be able to scale up and scale down the operations of their teams at a moment’s notice.
Hiring will always be a part of the talent solution process. However, these days there is more to it. Different factors like client needs, employee needs, globalisation, the rise in recruitment technology, and so on, come together to make for a complex situation. Modern talent solutions require that the internal teams have a highly sophisticated recruitment process. At the same time companies should outsource scalability, market expertise, and employer branding to the RPOs.