DECEMBER - 2022HR TECH OUTLOOK19CXOInsightsTIPS ON SOURCING TALENTS THROUGH RECRUITMENT PROCESS OUTSOURCINGToo many job openings and not enough Recruiters! Similar to many other tech companies, our recruiting team was on fire at the beginning of this year, experiencing hyper-growth. We nearly doubled our team size by hiring and developing strong internal talent. However, we still found ourselves in need of additional support to fulfill the high demand of volume and time crunch.We researched various options and decided to pilot a partnership with Recruitment Process Outsourcing (RPO). Our reasoning was that we needed expert knowledge from recruiters who are plugged into the workflow process, and we needed the RPOs to perform fast within a finite timeframe. At first, the idea of onboarding outside contract recruiters was daunting since we knew that would mean an increased workload for a team that was already operating above 100 percent capacity, but we knew we could not fulfill the needs of the business otherwise.The RPO recruiters came equipped with their own talent-sourcing tools and were able to manage a full requisition load, supporting us throughout the entire hiring process, and were held accountable by their (the RPOs) direct managers to communicate performance results. This was our first time working with RPOs, so we had an opportunity to learn a great deal through the experience. I have highlighted some of our biggest takeaways, which may help others in deciding whether or not to enlist the support of RPOs.Simone Bolton, Talent Sourcing and Pipeline Manager, Custom Ink.BySimone Bolton
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