We are entering a new age of workforce demographics. For perhaps the first time since the Industrial Revolution, we now have five generations in the workforce – each one with different views, opinions and ways of working.

Managing this array of talent poses challenges. After all, how do you make sure everyone is on the same playing field, working together to deliver business success?

In a recent survey we posted to herald our latest DEI Knowledge Exchange webinar, “How do organization’s embrace a truly multi-generational workforce?”, 57% of respondents worked for businesses who did not have a multi-generational workforce strategy.

They could be missing out, according to panellists from Rolls-Royce, LinkedIn, Uber, Paycor and Chubb Insurance, who joined us to discuss the topic on our recent webinar.

We looked at the steps businesses can take to create successful strategies which embrace candidates from all experiences to deliver a truly inclusive workforce.

Connecting generations

A core theme among the organisations represented was the challenge of effectively connecting the different generations. We are all shaped by experiences, perspectives, education and surroundings, so it’s important to identify common ground when learning from one another. This then acts as a springboard to develop successful connections going forward.

Key takeaway:

The overriding consensus was that embracing a multi-generational approach should be driven from the top down. In spearheading these connections, leadership teams needed to focus on their ability to demonstrate curiosity and act with empathy. The empathy to choose to connect with individuals for who they are, and not the year they were born. And the curiosity to ask what you can learn from people, not what they can learn from you.

Career development

Unsurprisingly, different generations want different things from their careers in terms of opportunity and development. Organisations that offer the best work experiences will hold an advantage: able to hire the best people, retain them, engage them, and ensure their business culture thrives.

But delivering balance for everyone is challenging. Older people with children may want to move to a 4-day week, while younger talent may find this more problematic.

Key Takeaway:

Embracing a multi-generational workforce requires businesses to also be flexible in their approach and strategy.

Putting together the right benefits package

The right benefits package may not be right for everyone. What works for one generation might not work for another.

One panel expert spoke about an example in which a business was offering a 6-month sabbatical after 25 years of service. A more helpful option may be to split the sabbatical into bite-sized chunks, providing a break and respite more frequently. This allows employees to use those sabbatical moments at different stages in their life.

Key Takeaway:

Businesses need to look at the whole picture, not just one generation; making sure the benefits offered appeal to the many, not just the few.

Asking the right questions

Employee engagement surveys are incredibly important in finding out what your employees really think and want. Businesses believe they know their employees, but true understanding comes from asking the right questions.

Designing listening strategies that tailor questions to each demographic shows an organisation is considering their whole workforce. It also provides the insights to really get under the skin of what’s going on in the business.

As one of the panellists put it, “Employee engagement is not a nice to have, it is a must for business success.” The better an organisation understands the needs of their teams, the better the engagement, retention, internal mobility and alumni advocacy.

One expert told us, “KPIs, objectives, OKRs … The only way to be able to do any of that is to get the information from the workforce.”

Key Takeaway:

A survey is more than just a survey. They can help businesses set goals to create truly inclusive environments, providing opportunities for cross-functional and cross-generational conversation.

Moving towards a skills-based business

The way we work is changing. Companies are now moving away from hiring talent based on job titles and experience, to a more skills-based approach.

This new way of thinking about talent can be super-charged by leveraging the generational talent and experience within an organisation.

Key takeaway:

A skills-based strategy can unlock talent that teams were unaware existed in their organisation. This approach is a gamechanger when facing a skills crisis.

As one of our experts put it, “by unlocking skill view, we unlock new talent”.

Getting it right for everyone

We’ve all heard the expression, “you’ll never please everyone”. But when it comes to looking after the generational needs in a business, organisations really should aim to please everyone.

Here are the key points our panellists agreed would help deliver a more inclusive workforce:

Connecting generations – Sharing experiences and learning from each other to identify new ideas to help drive the business forward. Also, showing empathy and curiosity, asking people how they feel instead of assuming that they know what they want.
Career development – Providing opportunities to develop skills and deliver the best working experience for everyone.
Enhanced benefits – Understanding it’s not just ‘one size fits all’ and that benefits need to be tailored for each generation.
Conducting surveys – Getting insights on what people really think to deliver improved inclusivity in the workplace.
Skills-based approach – Hiring people based on skills not job titles and helping to unlock new talent within the business.
Attracting and retaining – Adopting approaches like mentoring, training, communication and workplace design to ensure employees are happy and engaged.

This is just the tip of the iceberg. There’s a lot more that can be done to support a multi-generational workforce and promote and enhanced age diversity at work.

Need advice on how to make your multi-generational workforce more inclusive?
Talk to AMS about how to create workforce strategies that meet the needs of every generation.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

The economy may be cooling off, but the search for talent is heating up. Despite years of advancements in recruitment technologies, data shows that hiring is getting progressively harder and taking longer than at any time in the last five years. As time to hire increases, businesses are working harder than ever to find the right talent for the right roles.

View the story

Time-to-hire getting longer?

6 ways to reduce it.

Jim Sykes
^{Global Managing Director of Client Operations, AMS}

But there are practical steps that talent acquisition leaders can take to have an impact in the short to medium-term.

“The average global time to hire in 2022 was 43 days but has risen by a full day in just the first quarter of 2023.”

The Talent Climate Series ‘Time to Hire’ report by AMS & The Josh Bersin Company

What’s happening?

There are three key things impacting time to hire in the job market right now.

Unemployment rates are still low. Thanks to the low birth rate and the exit of many Baby Boomers from the workforce, the working population in most companies is stagnant or decreasing. Year-on-year the demand for talent continues to outpace supply.
Jobseekers are becoming more selective. Even with lay-offs in many business sectors, today’s talent wants better pay, flexible working conditions, and enhanced benefits.
Skill requirements are constantly evolving. Jobs in sectors such as technology, IT, supply chain and finance are demanding new skills and business needs are urgent. Employers are having to pay more for cutting-edge skills that fit with their business needs.

6 ways to reduce time to hire

So, how can businesses thrive in this new landscape – and attract, source, and hire the right talent as quickly as possible?

With organisations competing against each other for the right people, they must look at talent acquisition from a new perspective; a new angle. It’s about thinking more strategically and looking inside, not just outside, to fill the gap.

Here are six ways organisations can set new paths in hiring the right talent at speed.

Leveraging Talent Intelligence

Using insight, or ‘talent intelligence’, to drive the hiring strategy is a game-changer for talent acquisition professionals. By looking at historical hiring data, they can understand how best to hire for similar roles in the future. For example, if a business has hired 100 accountants, that historical information will give them a strong idea on where and how best to find that talent again. It also provides insights on strategies that have not worked historically and should not be repeated. On top of that, current external market information such as competitors the candidates are likely to come from, their specific skill sets, salary expectations and the locations that have the greatest supply of the required talent compared to demand will also prove useful.

Talent intelligence is invaluable in empowering recruiters to become talent advisors. Ten years ago, the ability for recruiters to truly consult with hiring managers about the parameters of a specific job were almost unheard of. Today, with access to advanced market insight, recruiters can leverage their knowledge of the market to advise managers on how to best adjust hiring requirements – enabling success and reducing time to hire.

Insight should be the foundation of all hiring. It should inform, consult and advise TA leaders on the best steps forward. To be informed is to be empowered.

“Insight should be the bedrock of everything we do.”

Tailoring recruitment brand messaging

If you want the right candidates quickly, you need to appeal to them directly. A tailored, segmented approach to employer branding will better help attract and engage the right talent in the marketplace. Companies, especially those with a global reach, need to understand that their standard EVP (Employee Value Proposition) will not be compelling enough for everyone. Candidates for sales roles will be seeking very different things from candidates looking for technology roles. Direct, bespoke employer brand messaging will help to target and recruit talent more quickly. Let’s start thinking about Candidate Value Propositions.

“Leading organisations should move from considering their Employee Value Proposition, to considering the Candidate Value Proposition.”

Building an expert sourcing capability

Engaging passive talent is a difficult task. Organisations can’t rely on brand, attraction, media, or job boards alone. They need experts who can identify talent in the marketplace and proactively contact and engage.

Many businesses still have 360 recruiters who look after every aspect of the hiring process. They do their own candidate sourcing, manage attraction channels, screen every applicant, even schedule interviews for hiring managers. Not only is this model inefficient, but it lacks expertise.

Best practice is to segment recruitment operations to create specialisms – specialist recruiters to guide and partner with hiring managers, specialist administrators to provide candidate care, and specialist sourcers to manage talent outreach. By structuring the team around specialist skills focussed on specialist tasks, businesses can significantly increase their ability to hire at pace.

Putting candidate experience first

Once the talent has been identified, it’s critical that an organisation can deliver an incredible candidate experience. In today’s market, talent will be pursued by several prospective employers. So, the experience offered can make a huge difference. It not only attracts candidates to apply, but it can be a critical factor in how candidates choose one organisation over others. Businesses need to treat candidates like customers, offering them a consumer-grade experience.

Sometimes it’s not about big changes. Simple things can make a big difference. For example, giving talent the ability to apply for roles on their mobile phones. Or ensuring the organisation’s application system is easy to navigate with minimal steps involved. For example, does it take three minutes to apply for a role, or 30 minutes? Does the candidate need to click through two screens, or 10?

Seemingly minor elements like this can have a massive impact on whether organisations can move candidates successfully and speedily through their hiring process.

“Today’s talent will be being courted by a number of organisations. The experience provided to candidates can be a huge differentiator.”

Innovating and automating

Inefficient recruitment is the bane of many TA team leaders’ days. It can slow down the process to a crawl. So, looking at ways to improve speed is vital. That’s where automation can help.

Processes such as automated interview scheduling allow administrators to arrange an interview with a potential candidate in minutes, as opposed to days. Automation tools for tasks like completion of reports, or inputting data into a new system, can also be invaluable. Tools like these can shave anything from a few hours, to days, off a hiring process. And in a market in which the average time to hire for a role is over 43 days and competition for almost every new candidate is fierce, the ability to reduce this number wherever possible offers a significant advantage.

Delivering on candidate care

Candidate care is not to be confused with candidate experience. This is not about what the candidate gleans from their side of the process, but rather the effort an organisation puts into maintaining a meaningful relationship with that candidate.

For example, one of the biggest impacts on the time to hire process is candidates dropping out after they have accepted an offer. When this happens, many organisations will return to ‘Step 1′ and restart the whole hiring process. Investing more in candidate care can generate a enormous return. It’s important to give recruiters more capacity to maintain candidate relationships. They should be empowered to check-in with candidates throughout the hiring process (even after the candidate has accepted an offer) to connect on the role, answer questions, or addresses issues. This helps to encourage talent to stick with the process and move forward with their offer.

When you consider how much time an organisation puts in to get the right candidate, keeping them engaged and offering them meaningful, genuine communication is critical.

“In most countries, the average dropout rate post-offer acceptance is about 5 to 10%. A shocking waste of the hard work that went into the hiring process.”

What’s next?

Challenging times demand new approaches to attracting and recruiting talent. That’s where partnering with a world-leading RPO partner can help. With up-to-date market insights and expertise, they can find, attract, and retain the right talent for your business – whatever the talent outlook.

It’s time to access a new pipeline of future talent.

It’s time to communicate the right employee value proposition that attracts the right candidates.

It’s time to explore new and innovative solutions that speed up the hiring process.

It’s time to put candidates first, delivering an experience that’s second to none.

Want to find out more about what RPO can do for your business? Make time to talk to us today and see how we can reduce time to hire and optimise your recruitment process.

Get in touch

www.weareams.com

With unpredictability the new normal, agility is a crucial characteristic of modern organisations. Record low unemployment rates are causing poor candidate confidence levels and significantly reduced talent circulation. Now more than ever, organisations are struggling to find the people they need. Skills shortages across multiple sectors are plaguing business growth. Over 75% of UK organisations cite a decline in output and profitability as a result of lacking available skills. What’s more, many businesses are now faced with a sudden need to rapidly scale down their TA functions following a 2022 hiring boom.

Amid constantly shifting market conditions, businesses are having to make frequent and fast decisions at all levels. In this uncertain environment, being able to react quickly helps keep them future ready.

But building agility into an organisation is easier said than done. In the world of Talent Acquisition, today’s ever-changing talent landscape makes workforce planning a significant challenge. Not only are organisations struggling to rapidly scale up and down as needed between sudden hiring surges and periods of slow-down, but demand planning for just a few months into the future can be a near-impossible feat.

Talent teams are also experiencing a lot of pressure from decision-makers to react quickly. However, they’re not always adequately resourced (or skilled) to do this, especially if they have only recently had to scale down teams in the face of uncertainty. It can be a vicious circle that depletes morale and effectiveness.

“We are in a market of volatility. And there will continue to be peaks and troughs over time. So, organisations need to know, ‘How can we navigate these shifts with flexibility and agility, to be able to scale up and down when
we need it?’”
–Rob Matthew, Client Director, AMS

“The market is becoming more technical. Both in the types of skills being hired for and in sourcing talent. Accessing talent and converting the interest of talent is a far more technical and specialist job than it’s ever been.”
–Roberto Magliocco, Client Director, AMS

So, how can today's organisations regain control by building agility into their TA function?

Agility and problem solving

Many companies are familiar with the concept of recruitment process outsourcing (RPO). Larger enterprises rely on RPO as a way of managing tranches of employee-hiring or specific resourcing bursts, for example, to staff new locations or capabilities.

But RPO is not just for large scale, enterprise-level activity. It can also be deployed very effectively on a more bespoke and tactical level, on a time-limited or project basis. Whether organisations need to hire in much smaller numbers – in the tens or hundreds, for example – or are sourcing for niche, hard-to-find skills for a particularly sensitive project.

At its simplest, resourcing projects might involve:

A TA team bringing in one or two extra recruiters for a short period of time to boost their capabilities.
Small-scale resource augmentation like this can avoid adding permanent headcount costs to a recruitment budget, as well as help core teams better manage workloads.
Case study: small-scale resource augmentation in practice
AMS partnered with a global technology and IT consulting services organisation to provide a small-scale resource augmentation solution.
The challenge: The organisation needed to deliver key hires into their USA and UK business units. They asked AMS to rapidly deploy embedded recruiter resources to work under the full management of their own internal TA team and deliver full lifecycle recruitment.
The solution: AMS quickly sourced and deployed experienced recruiters in both the USA and UK. The recruiters adapted quickly to their new environment, operating autonomously when required, to deliver the key hires needed.
- UK team of 2x 360 Recruiters
- USA team of 2x 360 Recruiters
‘Parachuting’ in a specialist team with experience in sourcing hard-to-fill roles to avoid an ongoing reliance on staffing agencies.
Not only does this help to reduce sourcing and recruitment costs, but specialist teams afforded by a trusted RPO provider also enhance other elements of the recruitment process – improving time to hire and crafting a more engaging candidate experience. This option may also have the added advantage of upskilling core teams through cross-pollination of sourcing expertise.
Outsourcing all recruitment to an RPO specialist for a short period (e.g. 6 months – 2 years) with the flexibility to extend as required.
This is particularly popular with small or medium-sized organisations looking to expand and often leads to the establishment of revised, agile, in-house recruitment processes that help organisations better embrace volatility. This solution could be built on people alone (bringing in additional recruiters, specialist advisors, or both). Or, a combination of tech and touch (introducing bespoke talent technology to improve an organisation’s TA processes).
Case study: deploying Project RPO to grow a business
AMS partnered with a leading global assurance provider to deliver resource augmentation support across BAU recruitment and new sales activity in their international hubs.
The challenge: client engaged AMS to support them in becoming a stand-alone business after separating from their parent organisation. They needed to cope with their growing recruitment demands with flexibility while identifying a new recruitment partner.
The solution: AMS quickly deployed an interim team to manage BAU recruitment and built a new team to support the recruitment of 39 sales executives and managers into three new international offices.
BAU:
1x Client Service Manager + 1x Administrator
226 open vacancies
136 offers accepted
85% direct delivery
Sales:
1x Recruiter + 1x Sourcing Specialist + 1x Administrator
210 CVs submitted
79% shortlisted candidates invited to interview
35+ offers made
The impact:
- Peak hiring period support: Recruiters managed up to 35+ live requisitions each.
- Improved hiring manager experience: Single point of contact for their recruitment.
- Client expectations managed: Bespoke market insights improved progress reporting and oversight.
- AMS partnership extended: AMS will continue to offer support to managers with a permanent vacancy.

Crucially, Project RPO can give organisations more control. It can help bring agile thinking and systems towards their problem statements, in a more proactive way.

Maturing the TA function

Partnering with Talent Acquisition and RPO experts to manage recruitment delivery can also give talent teams the opportunity to elevate their own roles. They can create an environment for agile thinking around skills, talent streams and existing processes. With immediate sourcing or project needs taken on by a trusted partner, TA can concentrate on strategy and enhancing internal capabilities, instead of simply managing demand.

Outsourcing recruitment processes for a specialist project allows teams to devote time to more high-value and strategic tasks such as:

Long-term demand planning
Exploring new ways to widen the organisation’s talent pool
Succession planning: reviewing the skills in their organisation that already exist, and uncovering adjacent skills
Upskilling current team members
Preparing skills-based solutions that could be implemented in a variety of market scenarios

Tapping into the expertise that has been brought in for a specialist project-based solution is also a valuable way of upskilling in-house teams or trialling new processes and technology without making permanent new hires or committing to new systems. With an experienced partner, specialist project RPO is a microcosm of possibility. It’s a way of trying out new ways of working to give organisations the opportunity to experiment on a restricted scale, rather than across the whole organisation.

Allowing the talent function to catch up like this ensures organisations are on the front foot when the market picks up, or when the next challenge arises.

“At AMS, we work across so many different sectors and deliver hundreds of thousands of hires globally every single year. That’s the expertise these in-house TA teams can have access to. It’s a supplementation and an augmentation of what organisations already have, to enhance existing capabilities.”
– Rob Matthew, Client Director, AMS

Plugging in a vast range of experience

Working with a trusted RPO provider gives businesses the opportunity to harness decades of market experience and expertise across a huge range of global industries, organisation types, and niche resourcing projects. Whether the challenge calls for rapidly building a team of thousands, or just a few specially skilled professionals, an RPO partner has seen it all. Because of this, they can offer exceptional advice and a fresh outlook.

Working from the viewpoint of a single problem statement, or through the lens of a defined project or limited period of engagement, expert RPO partners will frequently spot opportunities for improvement that help optimise agility inside TA functions. For example, around cost-savings, or taking the right tech solution to the problem.

But the right RPO provider is not simply an expert. They will also be deeply passionate about solving their clients’ challenges. As a first step in any Project RPO parentship, they will listen, question, and immerse themselves in an organisation’s culture to fully understand the pain points and objectives of any resourcing project. Only when armed with an in-depth understanding of an organisation’s challenge will they look to offer a solution that is tailored entirely to their needs.

“We invest a lot of time up front with any customer, to really get under the skin of not just the hiring need that they have, but what environment they’re working in, what technology they have available to them. We always want to get a full picture.”
– Roberto Magliocco, Client Director, AMS

“In any conversation, we are asking, ‘How can we support and add value?’ and ‘Where are the opportunities to drive some innovation, to drive some enhancement?’”
– Rob Matthew, Client Director, AMS

Tailoring your resourcing project

Project RPO is defined by agility. It takes exactly the shape the organisation needs it to, meaning they benefit from a tailored and bespoke solution that addresses their specific challenges. Whether the business is large or small; or the support needed is all-encompassing or in just in a few areas, RPO can provide the right solution.

But whatever the nature of the deployment, Project RPO leaves an organisation in a stronger place by injecting greater agility into their talent function. It gives teams more power to respond and anticipate. A better prepared, clearer-thinking team is then ready to take on the next opportunity – not succumb to the pressures of a volatile market.

“It’s not an off-the-shelf service. Everything is customised and curated to the customer’s problem statement … We’ve got the wonderful gift of being able to look at your challenge from a million different directions, all around the goldfish bowl, and pick out what we actually think is the best tailored solution for you.”
– Roberto Magliocco, Client Director, AMS

Conclusion: No project too small

At AMS, we are a trusted partner for global organisations large and small looking for support with their resourcing project challenges. From a single resource to full end-to-end delivery, our solution can be flexed to your exact needs.

Our industry and sector advisors offer unmatched expertise in everything from talent technology to candidate experience and employer brand. Think of us as your true talent partner – when and where you need us most.

If you're ready for a more flexible and agile approach to Talent Acquisition, talk to us today.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

In today’s uncertain economy, HR professionals are facing a tougher-than-ever talent market. As hiring fluctuates, businesses are necessarily downsizing their TA teams, only to be met with a sudden need to rapidly assemble a larger talent function. What’s more, a global talent shortage is making the right candidates harder to find.

Now more than ever, organizations need to do more with less. They need a more strategic, more holistic, and more innovative approach to recruiting and retaining talent. They also must be agile in their own teams – ready to scale up or down when the market demands it.

Thankfully, this is not a challenge that organizations need to tackle alone. An RPO partner can help to supercharge your TA processes and optimize your hiring power in an increasingly competitive market.

But exactly how does RPO work, and why should you consider outsourcing recruitment to an RPO partner? This guide covers frequently asked questions about RPO, from different types of RPO models, to typical RPO services and benefits.

What is RPO?

The acronym ‘RPO’ can have several different meanings when used across a range of industries. But what does RPO stand for in the recruitment space?

Put simply, Recruitment Process Outsourcing (RPO) is a form of outsourcing in which an employer transfers part or all or part of its recruitment processes to a third-party provider.

RPO services can include everything from advertising roles and resume screening, to candidate sourcing, interviewing, and hiring. An RPO partner can be responsible for managing your applicant tracking system, coordinating with hiring managers, and ensuring legal compliance. They may support all or just a few of the above areas, depending on your needs. In most cases, they will manage all pathways to talent.

But in recent years, RPO has evolved beyond simply supporting foundational hiring processes. Today, many RPO providers have more holistic expertise that ranges from Talent Acquisition advisory, to employer branding, and diversity, equity and inclusion (DEI).

How does RPO work?

RPO providers act as a seamless extension of a business’s HR team to become part of your TA function. Having the right RPO partner will not feel as if your recruitment is being outsourced, but rather that your own team’s expertise has simply grown. They will become embedded in your organization to form a deep knowledge of your culture and build a real relationship to fully understand the pain points and gaps in your recruitment processes.

This level of immersion and collaboration means an RPO provider becomes a true talent partner –crafting an optimized talent acquisition function that creates tangible value for your business. This is measured against a clear Scope of Service, with defined SLAs and KPIs in areas such as:

Improved candidate quality
Improved time to hire
Reduced costs
Candidate and hiring manager satisfaction rates

An RPO partner’s goal is not simply to fill headcount. Armed with an in-depth understanding of your business and unmatched expertise in the talent market, they will work rigorously to secure the very best people for it – whether that’s filling current vacancies or building your future talent pipeline – as efficiently and cost-effectively as possible.

What are the different types of RPO models?

When it comes to the simple question, ‘how does RPO work?’, there is no one-size-fits-all answer. While there are three main RPO models, all can be tailored to meet your unique needs. An RPO provider will work alongside you to determine which model best suits your organization.

Enterprise RPO

Enterprise RPO, sometimes called Traditional RPO or Full-Service RPO, involves a long-term RPO partner taking on all your recruitment needs.

This model is best suited to businesses looking for support with complex, long-term talent acquisition strategies and/or high-volume recruitment. Enterprise RPO services will see your outsourcing partner manage the entire recruitment process from start to finish.

As this type of RPO is typically used by organizations who need continuous support with their overall processes, Enterprise RPO partnerships often last over two years.

Learn more about Enterprise RPO in our digital whitepaper, ‘Partner Up to Power Up.’

On-demand RPO (or Project RPO)

On-demand RPO is an agile and flexible alternative designed for organizations not looking for a lengthy outsourcing partnership commitment.

Typically lasting between six months to two years, On-demand RPO partnerships address short-term talent needs on a project-to-project basis amid rapidly changing business demands. This may be to quickly bridge an internal talent resource gap during uncertain times when hiring is fluctuating, or to support with a specific urgent ask – like staffing up a newly-opened office.

On-demand RPO allows businesses to solve short-term hiring challenges while creating long-term value as expertise is often transferred from the RPO partner to your inhouse team. You can temporarily access the support, resources, and expertise available with an Enterprise RPO solution, but flexed to suit a shorter timeline.

Learn more about the benefits of On-demand RPO in our digital whitepaper.

Hybrid RPO

This model offers a tailored combination of both Enterprise and On-demand RPO services across the business depending on specific needs. It is quite common for an outsourcing partner to provide shorter-term, project-based support in one business unit or location, and full-service support in others.

Fitting in recruitment support to scale where and when it’s needed, a Hybrid RPO approach puts flexibility at the forefront of your talent strategy.

RPO benefits: why should I consider an RPO partner?

Working with an RPO partner means harnessing decades of market expertise across a wide range of global industries and recruitment campaigns. Whether you are hiring for a team of thousands or just a few, if you are seeking permanent or contingent, hourly or executive talent, your RPO partner has seen it all.

Rather than replacing your TA team, partnering with a trusted RPO provider will future-proof and supercharge your existing in-house capabilities. If you need support in just one or all the below areas, outsourcing your recruitment process offers a range of benefits:

Increase agility

To mitigate the uncertainty caused by a fluctuating talent landscape, RPO partners are masters of scalability. They can support HR departments in managing these peaks and troughs – moments of high growth or a hiring surge, followed by periods of employee reduction – at speed.

Crucially, an RPO partner will also take on internal hiring risks, allowing businesses to scale their own TA capabilities as the market demands. This helps avoid any rapid decreases or increases in team headcount, which can be a hit to brand reputation.

Working closely with an RPO expert, you can always be ready for what’s next.

Reduce costs

The built-in agility afforded by an RPO partner allows businesses to scale cost up and down in line with demand, as well as your TA function. As a result, organizations typically find that they make significant savings with recruitment outsourcing, especially against the use of a staffing agency, due to improved processes, economies of scale, and the ability to leverage lower-cost recruiting channels and technology.

Access the best and widest talent pool

RPO providers have access to an expanded talent pool. Their extensive network of expert recruiters can quickly source, engage, and hire the right people for the right roles.

An RPO partner will also help organizations tap into hidden talent streams. These include existing internal networks – nurturing and upskilling talent already inside the organization. They will also have data-led insights on different industries that are ripe with skills-adjacent talent, which your TA team may not have considered before.

Rethinking internal mobility and bringing in more strategic, skills-based hiring practices has huge advantages in terms of loyalty and recruitment cost, leading to increased productivity and reduced turnover. An RPO provider will be a close advisor in the journey towards a more skills-focused talent function.

Discover more diverse talent

Many RPO providers have in-depth expertise in DEI. They help businesses find talent by proactively considering underrepresented groups and overlooked audiences.

A close RPO partner can review your current attraction strategies and routes to market against in-depth market data to pinpoint exactly where this diverse talent is. What’s more, they have access to sourcing channels that are specifically aimed at minority groups.

With a partner that is truly experienced in DEI, inclusive recruitment becomes standard for your business. RPO providers can also help to implement any changes made to your DEI strategy, and ensure they are long-lasting with real impact.

Improve your employer brand

Having a strong, well-defined employee value proposition (EVP) has been linked to everything from decreased attrition to better productivity and bottom-line impact. But in a tough talent market where candidates are examining organizations with even greater scrutiny, standing out has never been more critical.

Many RPO providers can improve employer brand as part of their expert service. An RPO partner knows how to develop an authentic and compelling EVP. Fully immersing themselves in an organization’s brand, they can communicate your story in a way that is compelling and resonates with candidates.

Build the right tech stack

With thousands of different talent technology solutions available, it can be difficult to identify which are right for your business.

A qualified RPO partner will identify the best technology stack for your business goals, whether that's streamlining candidate processing, or insight-led sourcing. RPO providers regularly trial, rate and rank new solutions on behalf of their clients, giving them deep insight into the talent tech landscape. They can also train TA teams on using the resources if businesses decide to embed them in house.

Craft the best candidate experience

The experienced recruiters that come with working alongside an RPO partner will expertly navigate candidates through every stage of the hiring process. While accessing powerful talent technology is important, RPO partners understand that technology alone will not help you hire better – optimizing how people use it will.

With the right mix of tech and touch, RPO services allow you to find candidates quickly and efficiently, without missing out on the real, human connection that attracts them to your business. Many RPO partners have expert teams dedicated to candidate experience advisory services.

Reduce time to hire

A wider and more diverse talent pool. A streamlined, tech-focused strategy. Data-led market insights. Up-to-the-minute sourcing methods. Expert employer brand advisory teams.

All of the above means that organizations partnering with RPO experts typically find that time to hire comes down. Working with a close partner on these key business elements allows you to find the right candidates faster and move them into roles with ease.

Is outsourcing recruitment with an RPO partner right for me?

If you are unsure whether you should partner with an RPO provider, it’s helpful to ask the following questions:

Do you find your hiring constantly fluctuating with business demand?
Do you have hard-to-fill roles?
Is time to hire and cost to hire going up?
Do you receive complaints from hiring managers about candidate quality?
Do you have a retention challenge?
Are you looking for data and insights to inform your hiring process?
Do you want to take a more data-driven approach to your hiring?
Are you struggling to meet your DEI targets?
Do you struggle to keep up with the fast-moving talent technology landscape?
Are you looking to build a more effective and agile talent acquisition team?

If the answer to any of the above is ‘yes’, an RPO partner can be an invaluable addition to your talent team. Discover how to build a business case for RPO in your organization today.

For more information on RPO, or for dedicated support from an outsourcing partner you can trust, contact us today.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

Increase agility

To mitigate the uncertainly caused by a fluctuating talent landscape, RPO partners are masters of scalability. They can support HR departments in managing these peaks and troughs – moments of high growth or a hiring surge, followed by periods of employee reduction – at speed.

Working closely with an RPO expert, you can always be ready for what’s next.

Reduce costs

Access the best and widest talent pool

RPO providers have access to an expanded talent pool. Their extensive network of expert recruiters can quickly source, engage, and hire the right people for the right roles.

Discover more diverse talent

Many RPO providers have in-depth expertise in DEI. They help businesses find talent by proactively considering underrepresented groups and overlooked audiences.

Improve your employer brand

Build the right tech stack

With thousands of different talent technology solutions available, it can be difficult to identify which are right for your business.

Craft the best candidate experience

Reduce time to hire

A wider and more diverse talent pool. A streamlined, tech-focussed strategy. Data-led market insights. Up-to-the-minute sourcing methods. Expert employer brand advisory teams.

Is outsourcing recruitment with an RPO partner right for me?

If you are unsure whether you should partner with an RPO provider, it’s helpful to ask the following questions:

Do you find your hiring fluctuating constantly with business demand?
Do you have hard-to-fill roles?
Is time to hire and cost to hire going up?
Do you receive complaints from hiring managers about candidate quality?
Do you have a retention challenge?
Are you looking for data and insights to inform your hiring process?
Do you want to take a more data-driven approach to your hiring?
Are you struggling to meet your DEI targets?
Do you struggling to keep up with the fast-moving talent technology landscape?
Are you looking to build a more effective and agile talent acquisition team?

If the answer to any of the above is ‘yes’, an RPO partner can be an invaluable addition to your talent team. Discover how to build a business case for RPO in your organization today.

For more information on RPO, or for dedicated support from an outsourcing partner you can trust, contact us today.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

The greatest part of Early Careers and Campus hiring is building relationships with candidates – kickstarting the success stories for fresh, new talent. But as the competition for graduates heats up, the most successful campus hiring teams are taking the candidate experience to a whole new level.

Early Careers and Campus recruitment is an entirely different industry than it was a few years ago. While attracting the best young minds remains key to building a future-fit talent pipeline, students are now demanding higher salaries, and are more discerning about the roles and organizations they want to take on. With employers looking to hire at least 30% more graduates this year, competition is fierce and talent have more options to choose from. This means that, when it comes to candidate experience, there is zero room for error.

Your competitive edge? Creating meaningful, personalized experiences with the wow factor. But how?

Know your audience

To build a truly personal connection with candidates, you should understand what makes them tick. At a broad level it’s clear that Gen Z talent are deeply tapped into key social issues, such as diversity, equity, and inclusion (DEI), and climate change. 69% of millennials and Gen Z-ers reported to be more likely to work for an employer for over five years if their workforce was diverse. 76% of job seekers said they consider a diverse workforce an important factor when evaluating offers. And 26% of Gen Z-ers cite the environment as a top concern.

If you can demonstrate a deep knowledge of your company culture and policy when it comes to DEI and the environment– right down to the granular detail – it shows students that your values are aligned with theirs. Research from Deloitte shows that this is what 77% of Gen Zers are after.

“Students want to know about a company’s global sustainability policy, what they do to reduce their carbon footprint,” says Terina Matthews-Davis, Client Director, Innovation and Early Careers & Campus at AMS. “I’ve had students ask whether the coffee cups used in a breakroom are biodegradable, or if it had a composting area … These are all things that companies need to be thinking through as they’re recruiting their young talent.”

77% of Gen Zers want to work for an organization whose values align with their own
_Deloitte

But while understanding the overall generation you are trying to engage is helpful, Matthews-Davis emphasises that, to achieve meaningful connections with candidates, the research can’t stop there.

To set yourself apart, you have to dig deeper on the specific groups and student organizations that match your company culture and make the effort to learn about them.

“It’s about finding out what’s important to that student population on that campus,” says Matthews-Davis. “Partner with a variety of student clubs and organizations... Let them be the ones who are pulling you in, as opposed to you pushing yourself in.”

Form meaningful partnerships with students by making it clear why they are being invited to a particular event. Create an explicit connection between their community and your employer brand. “Students want to feel special,” says Matthews-Davis. “Tell them, ‘you were invited to our campus event because you’re part of one of the clubs or organizations that we value and are aligned with. That’s where the buy-in comes from.”

Make events something to remember

No one wants to be 1 of 200 people at a campus recruitment event anymore.

Today, it’s about crafting niche events and white glove experiences that your candidates will be desperate to attend. Armed with your in-depth knowledge of a student population, you can take advantage of this expertise and create events that will make you stand out from competitors.

When asked about ‘the best event they’ve ever attended’, graduates will always recall those that well and truly went the extra mile.

“It’s always the companies that took them somewhere they wouldn’t get to go on their own,” says Matthews-Davis. “During my time in New York, it was a company that hosted an event at the Met Gala. When I was at a major investment bank, 10 female students were invited to a private lunch on the office rooftop terrace with a female Managing Director.”

“Then, when I worked in Ohio, graduates were invited to dinner in a suite at the Ohio Stadium. In Ohio, the football stadium is like a shrine. As a student, you’re usually lucky to get in the stands, much less a suite. For a company to host 20-30 select candidates in such a historical space, that was incredibly special and memorable.”

Exceptional events can have the biggest impact on candidate experience. Take the time to plan something your graduate pool will never forget.

“Give candidates options not only to engage with your organization, but also the city they’re going to be living and working in.”

Give them face time with your senior leaders

In the classroom environment, students rarely have the opportunity to interact with real people who work in the organizations they are being recruited into. One of the best ways to capture the attention of young talent is by giving them the chance to meet and be inspired by full-time professionals.

Students want a full mix. They need to interact with people who are doing the job they are interviewing for, as well as employees who started in those roles and then moved up the ladder. Graduates also want the opportunity to engage with their future managers and see what good looks like. Allow them to imagine their own professional future, with real rolemodels in mind.

“It’s about inviting them to those private, intimate meetings with business leaders,” says Matthews-Davis. “The best salesperson is someone who came directly from that student’s community. Who went to their university, who was also an intern, and who worked their way up to become a VP or senior VP. That’s a true story.”

Students are eager to hear anything about the ins and outs of their future worklife from business leaders – the skills they use on a daily basis, the challenges they face, what their undergraduate studies taught them that they still use. “They’ll be hanging on every word.”

From a diversity, equity and inclusion (DEI) perspective, these meetings are also a perfect opportunity to ensure candidates from diverse backgrounds feel represented, and increase their sense of belonging in the workforce. “Use previous diverse interns [and full-time employees] to serve as ambassadors when engaging with new grads. Representation also matters” says Matthews-Davis.

“You can never give a student too many opportunities to engage with your organization.”

Mentor and coach them

Recruiters are in a unique position to guide and mentor young talent. Helping them make the transition from college to corporate life is an simple but effective way to enhance the candidate experience.

Offer them support on understanding the nuances of workplace behavior. Early careers candidates may not yet be up to speed with basic professional culture competencies, such as how to interact in a corporate environment, how to conduct themselves in a meeting, or how to write a professional email.

“Help them go from ‘backpack to briefcase,’” says Matthews-Davis. “Some graduates need to know the small things, like not saying ‘Hey’ to your boss in an email.”

Have a keep warm strategy

If all of the above has resulted in an offer being accepted, that is a success worth celebrating. But recruiting doesn’t stop after a candidate accepts a position. You need a ‘keep warm’ strategy of consistent, meaningful communication to make sure they stay engaged.

The key to standing out? Don’t be predictable. There is no such thing as overcommunication in early careers hiring, but you should make every touchpoint with candidates special. Use your knowledge of what’s important to them and personalize every interaction to make graduates feel part of the company culture and community.

Students respond to a mix of communication through a variety of channels, whether it’s a survey about what they want from their new role, a newspaper article about the business or, better yet, a personalized gift. Matthews-Davis says tailored brand merchandice is one of the best ways for companies to set themselves apart when engaging today’s top talent.

“The more personalized you can make the experience, the better,” she says. “I once had a candidate who loved to hike, so we sent them a list of the best places to hike in the U.S. In certain sectors, like financial services, it’s a badge of honor to have a backpack, vest or socks branded with a company logo … It’s the little things. They want to be able to show people on the subway or on the street, ‘I work for this big bank,’ or ‘I work for this organization.”

However, when it comes to gifts, staying on top of current trends is key. Brands that were in high demand in 2020 may not be now. Don’t be afraid to directly ask students what they want, so you get it just right.

Personalized gifts are also another opportunity to prove how your values align with those of graduates. “Gifting reusable and high-end waterbottles to reduce plastic use is a great example of how companies can highlight their sustainability policy to students,” says Matthews-Davis. “Those things go really far with this generation.”

“The more personalized you can make the experience, the better.”

Harness the value of internships

One of the most powerful tools for early careers hiring is still internships. Becoming part of an organization at the intern level directly engages graduates in a company’s culture and ways of working. Interns feel very valued, because they’re seeing how their work will impact the business.

“As an employer, you have a summer to ‘try before you buy’. You can bring in 100 students for 50 roles if you want, as long as you share upfront the conversion opportunity.” says Matthews-Davis. “Although bear in mind, the higher the conversion opportunity from intern to full-time job, the more valuable the employer will be to the student population.

For the interns that do convert into permanent positions, use your ‘keep warm’ strategy to maintain enagagement throughout their senior year when they’re back on campus. Support students to continue some of the work they were doing for the business during their internship. This keeps talent focussed on your company before their full-time role begins, so they’re less likely to seek out other opportunities in the meantime.

66% of interns convert into full-time employees
_{National Associate of Colleges and Employers}

Avoid the common pitfalls

Of course, creating stand-out, specially tailored events and personalized ‘keep warm’ strategies won’t help you if you don’t get the basics right. Avoid these two pitfalls that graduate recruiters often fall into:

Being slow to respond. More than ever, moving candidates through the process at speed is crucial. Your response time between interview stages must be timely (two weeks or under).
Relying too heavily on tech. Candidates will expect you to have a social media presence on Twitter, Instagram and TikTok, and be responsive on these platforms. They will also expect that the bulk of their application process is completed online. But it’s easy to lean too heavily on tech. You must find a healthy balance between social platforms and traditional modes of interaction like personal emails and phone calls. Texting a contract may be a step too far.

In today’s competitive market, securing the best new talent is all about one thing: going the extra mile. A memorable, thoughtful and personalized candidate experience is your greatest strength.

If you need support with candidate experience for Early Careers and Campus talent, speak to one of our experts today.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

Enterprise RPO

Enterprise RPO, sometimes called Traditional RPO or Full-Service RPO, involves a long-term RPO partner taking on all your recruitment needs.

As this type of RPO is typically used by organizations who need continuous support with their overall processes, Enterprise RPO partnerships often last over two years.

Learn more about Enterprise RPO in our digital whitepaper, ‘Partner Up to Power Up.’

On-demand RPO (or Project RPO)

On-demand RPO is an agile and flexible alternative designed for organizations not looking for a lengthy outsourcing partnership commitment.

Learn more about the benefits of On-demand RPO in our digital whitepaper.

Hybrid RPO

Fitting in recruitment support to scale where and when it’s needed, a Hybrid RPO approach puts flexibility at the forefront of your talent strategy.

For more information on RPO, or for dedicated support from an outsourcing partner you can trust, contact us today.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

Thankfully, this is not a challenge that organizations need to tackle alone. An RPO partner can help to supercharge your TA processes and optimise your hiring power in an increasingly competitive market.

But exactly how does RPO work, and why should you consider outsourcing recruitment to an RPO partner?

What is RPO?

The acronym ‘RPO’ can have several different meanings when used across a range of industries. But what does RPO stand for in the recruitment space?

Put simply, Recruitment Process Outsourcing (RPO) is a form of outsourcing in which an employer transfers part or all or part of its recruitment processes to a third-party provider.

How does RPO work?

RPO providers act as a seamless extension of a business’ HR team to become part of your TA function. Having the right RPO partner will not feel as if your recruitment is being outsourced, but rather that your own team’s expertise has simply grown. They will become embedded in your organization to form a deep knowledge of your culture and build a real relationship to fully understand the pain points and gaps in your recruitment processes.

Improved candidate quality
Improved time to hire
Reduced costs
Candidate and hiring manager satisfaction rates

For more information on RPO, or for dedicated support from an outsourcing partner you can trust, contact us today.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

In an increasingly complex and ever-evolving talent landscape, contingent worker program and service procurement leaders are having to grapple with a new set of talent strategies.

While rethinking and reconfiguring talent management is essential to attract today’s workers and get ahead of competitors, the deficiency of skilled talent is a pressing issue – one that topped the list (69%) in Everest Groups’ 2022 Key Issues Study. In the same study, which surveyed 200+ enterprises, a staggering 71% of leaders have plans to enlarge their contingent workforce needs over the next 12-18 months.

Direct Sourcing programs, which target contingent professionals, arise as one of a number of strategic blueprints to address talent scarcity and wider business disruptions. But what is Direct Sourcing? Beyond filling contingent roles with high quality professionals, Direct Sourcing has the potential to help an organization’s talent capability blossom, keeping them at the frontier of agility and flexibility. Direct Sourcing follows a three-pronged approach that focuses on leveraging the organizations brand, centralizing the talent experience, and a digital and data-enabled solution.

For Direct Sourcing to function effectively, however, it requires two key elements: the right tech platform, and a curation partner to drive talent to the tech platform.

Although high-level tech tools are vital to Direct Sourcing, we have observed several organizations miss out on a key piece of the puzzle – curation. Why are organizations bypassing the curation stage? The answer could lie in many not being aware that Direct Sourcing technology exists hand-in-hand with a curatorial solution.

With this in mind, let’s uncover why the Direct Sourcing model is empowered by both tech and curation.

Direct Sourcing tech: A gateway to hiring success

There is an abundance of Direct Sourcing tools on the market. Some providers use intelligence technology to segment data into ideal talent topographies, while others embed sophisticated automation frameworks to create an all-encompassing solution. From accessing real-market data sets, candidate pairing technology, to gaining total visibility of the talent lifecycle, it’s easy to find an integrated workforce management program to match.

It is no doubt that innovative talent technology has been the gamechanger to create an expedited searching solution, giving organizations access to the contingent talent they need to be better positioned for growth. However, if a Direct Sourcing program is fit for purpose, there needs to be a robust tech component as well as long-established curatorial expertise. Without the latter, organizations might be confronted by various pitfalls during pre- and post-implementation, which will lead to disappointing results or at worst, destabilize the talent system already in place.

Plug in curation, power talent transformation

To maximize Direct Sourcing’s full potential, an embedded and empowered curation partner is imperative.

As organizations carve out a Direct Sourcing roadmap, start with ‘why’ and ‘where’ curation partners can slot in. The role of a managed contingent curation expert is to entirely speak a brand’s language and thereby assess their unique requirements in terms of size, cost, and efficiency. Whilst ensuring a clear Contingent Value Proposition (CVP) is upheld, Direct Sourcing partners have a proficient talent team with eyes and ears in the contingent labor market – strengthening talent pool growth. Combining a totally immersed service and business-nuanced talent expertise, curation specialists make transitioning to the Direct Sourcing model smooth and seamless.

As for ‘where’ a curation partner is most valuable, we argue their offering is fundamental in the decision-making process. Talent and program leaders should consult with a full-service curation advisor before adopting talent technology, as going platform first could act as a barrier to success missing out the curation step in the selection process. Those that lean on a curation partner before and during the decision process benefit from a whole suite of solutions which are an amalgamation of talent, technology, and advisory expertise. Tapping into this breadth of knowledge and experience helps organizations filter through an array of talent technology to identify a future-proofed platform tailored to their specific needs.

The curation layer makes all the difference to Direct Sourcing. With a clear partnership between the curation and technology providers, organizations can leverage their joint expertise to reduce time-to-hire, push the DEI needle forward, develop a Total Talent Acquisition (TTA) strategy, enhance cost savings and better worker utilization, among others. It’s clear that the benefits are incomparable, but how do organization’s know which curation advisor will deliver the most quantifiable value?

AMS: The intersection of tech and touch

As an internationally renowned curation specialist, AMS partners with enterprises to solve their talent challenges and an meet their contingent workforce objectives. Through an approach that we like to call ‘tech and touch’, AMS merges our deep-rooted knowledge of digital talent tools and technology with a human capability, so you get the most out of a Direct Sourcing program.

Whilst ensuring you have access to a leading-edge advisory service before making a decision about a Direct Sourcing tech platform, with AMS Verified, we have made it easy to navigate the talent technology market with speed, agility, and precision. Our newest proprietary technology platform compiles the latest market intel, meticulous product information, and side-by-side product comparisons all in one interface.

Are you looking for a curation partner to guide on the best talent technology while also helping to develop and manage your contingent community? Get in touch with the dedicated AMS Direct Sourcing team today to elevate your contingent workforce capabilities.

News

AMS Talent Climate report warns of 16% reduction in internal hiring in just three years

AMS and the Josh Bersin Company's latest research indicates a decrease in internal hiring rates globally.

News

Internal hiring boosts retention and saves money, yet has slumped post pandemic new research finds

The Josh Bersin Company and AMS announce new insights into savings possible with internal mobility and internal hiring.

News

AMS announces global partnership extension with Rolls-Royce

AMS and Rolls-Royce are proud to announce a 32-month extension to their existing partnership.

Enterprise leaders continue to feel the squeeze in today’s talent market, from navigating the shift to home working, the Great Resignation, to the looming skills shortage.

For Heads of Talent Acquisition specifically, there is no silver bullet for talent challenges. Confronted with many obstacles, which might include an inability to hire qualified professionals, mounting agency costs, lengthy time-to-hire, or insufficient candidate experiences, the to-do list often feels exhaustive.

To overcome these workplace hurdles, many have joined forces with a Recruitment Process Outsourcing (RPO) expert. The proposition of an RPO solution isn’t simply to fill headcount. RPO provides strategic value that can support exponential growth; helping firms design, build, and manage a talent acquisition ecosystem to reframe their future success. It’s no surprise then, that the global RPO market is primed for strong growth and projected to swell with a CAGR of 13.9% from 2022-2030. This growth is being catalysed by mature and emerging markets, and by small to medium enterprises that are opting for RPO services over a strictly in-house or agency approach.

In this article, we will be delving deep into how to build the business case for RPO. Over a two-fold approach, discover why you should capitalise on RPO, and how to go about pitching an RPO model to your CHRO or executive team.

The benefits of outsourced recruitment services: level up from transactional to transformational

What are the benefits of recruitment process outsourcing? RPO delivers significant and palpable value, with its business case founded on hard cost savings and qualitative gains.

RPO makes commercial sense. The program could be calibrated and scaled up or down, preventing your talent budget from stretching unnecessarily. Not only can processes be redesigned to boost efficiency, but talent acquisition leaders have immediate access to wage arbitrage, which markedly drives down costs in the short term.

Taking a look at the qualitative gains, it’s clear that RPO engagements help companies leapfrog ahead of their competitors. Whether it’s reshaping an organisation’s immature TA capability, or deploying a specialist team of recruiters to engage with hiring managers, RPO is a custom-fit talent solution sculpted to suit business demands. This means the best option is the one that best aligns to your requirements.

To achieve seismic transformation, cutting-edge technology underpins and empowers the RPO model. Digital-driven RPO programs aren’t only about identifying sector professionals. They are an enabler for decision making and allow for real-time reporting and advanced data tracking. From automating processes in interview scheduling, to discovering the best-in-class talent through sophisticated sourcing tools, RPO technology helps organisations make competitive industry strides.

However, it’s important to note that talent software configuration also requires the right expertise. A recruitment process outsourcing partner can consult and advise enterprises on what innovative technology stack to select, carve out the best approach for integration, and advise on cost of implementation. What’s more, applicant tracking systems (ATS) are often costly, so bundling this technology into an RPO solution dramatically reduces expenditure.

Elevating RPO to Executive level: how to build the RPO business case

There’s no doubt that RPO is an impetus for organisational change. Alongside the above benefits, let’s uncover how to create a comprehensive business case step by step, so you can take RPO to your CHROs or the C-Suite.

1. Conduct an introspective inspection of your talent function

RPO providers offer a sophisticated suite of services, but these are often nuanced and range widely depending on an organisation’s needs. That’s why, before making any decisions, it’s crucial to internally assess your business’ specific conditions to map out where a recruitment process outsourcing expert slots in and provides value-add.

Start by examining your talent metrics. These might include your length of tenure ratio, time-to-fill on open roles, offer acceptance scale, and hiring speed. By getting pen to paper, this helps to display the whole picture to both your business’ executive team and to an RPO provider, so you can begin working together to plug those missing gaps and spark new opportunities.

2. Put your talent budget under the microscope

Combining the value an RPO provider brings with calculated costs makes for a stronger business case. To measure your talent management expenditure, consider two notable elements.

Firstly, raise the question: how much are you currently spending on external vendors? By examining overall staffing costs, this quantifies efficiency and outlines whether investing in agencies is really the best way to acquire new talent.

Next, take into account the budget you’ll need to set aside for RPO. An RPO partnership could include a variety of changing models, which range from management charges, transactional fees, hybrid pricing models (a combination of management and transactional) as well as fees that might be applied for gainshare mechanisms, advisory work, service expansions, among others.

For a more in-depth analysis of RPO funding models to help support your business case, discover the new report from AMS, Navigating the Challenge of TA Funding Models

3. Getting Executive RPO solution buy-in

Presenting your case to executives and CHROs is only one fragment of the task; ensuring they are onboard is fundamental. Stakeholders may have varying perspectives on how best to approach an RPO project and how much they would incorporate this into the wider business. To navigate these potential queries, learn what each executive’s mission is within the company and align this to what an RPO capability solves. Bringing stakeholders along once you have evaluated total expenditure, budgets, and talent metrics will help to guarantee success of the project.

AMS RPO: Unlock advisory expertise

At AMS, our RPO capabilities are far-reaching and multi-layered, so it’s easy to find a solution that’s right for you. We are the global RPO partner of choice to market-leading players and enterprises. At the core of our permanent workforce solutions is a tailored talent service. Our RPO offering is not one-size-fits-all, but it can be moulded and reshaped to unleash the hiring and workforce power for our clients.

As well as tapping into deep expertise, by partnering with AMS, you gain access to our unrivalled advisory services. Our model never stands still, so if you’re looking to enter a new market, we are armoured with specific tools and resources to set you up for success. Whilst improving the internal business discipline, we shine a spotlight on external brand identity. From researching competitor positioning to getting the messaging right, your robust employer branding strategy is in safe hands.

When it comes to meaningful and measurable business impact, our RPO services help corporations put a DEI foot forward. By working with us, the door to a diverse pool of talent and diverse workforce infrastructure opens. We advance anything from identifying problematic language in job descriptions, removing unconscious bias in the screening process, to creating inclusion and retention strategies. A service offering that places organisations on the right path to achieve quantifiable progress and greater DEI parity.

It’s time to optimise your talent trajectory. Download AMS’ Enterprise RPO paper for a deeper look at why RPO exists at the leading-edge of business today

Speak to AMS, your strategic advisory experts, to learn more about our RPO services.

News

Connecting generations

Career development

Putting together the right benefits package

Asking the right questions

Moving towards a skills-based business

Getting it right for everyone

More articles

Talent is our world.

Image captions

Image captions

Image captions

So, how can today's organisations regain control by building agility into their TA function?

Agility and problem solving

Maturing the TA function

Plugging in a vast range of experience

Tailoring your resourcing project

Conclusion: No project too small

If you're ready for a more flexible and agile approach to Talent Acquisition, talk to us today.

More articles

Talent is our world.

What is RPO?

How does RPO work?

What are the different types of RPO models?

RPO benefits: why should I consider an RPO partner?

Is outsourcing recruitment with an RPO partner right for me?

More articles

Talent is our world.

Increase agility

Reduce costs

Access the best and widest talent pool

Discover more diverse talent

Improve your employer brand

Build the right tech stack

Craft the best candidate experience

Reduce time to hire

Is outsourcing recruitment with an RPO partner right for me?

More articles

Talent is our world.

Know your audience

77% of Gen Zers want to work for an organization whose values align with their own Deloitte

Make events something to remember

Give them face time with your senior leaders

Mentor and coach them

Have a keep warm strategy

Harness the value of internships

66% of interns convert into full-time employees National Associate of Colleges and Employers

Avoid the common pitfalls

More articles

Talent is our world.

Enterprise RPO

On-demand RPO (or Project RPO)

Hybrid RPO

More articles

Talent is our world.

What is RPO?

How does RPO work?

More articles

Talent is our world.

Direct Sourcing tech: A gateway to hiring success

Plug in curation, power talent transformation

AMS: The intersection of tech and touch

More articles

Talent is our world.

The benefits of outsourced recruitment services: level up from transactional to transformational

Elevating RPO to Executive level: how to build the RPO business case

AMS RPO: Unlock advisory expertise

More articles

Talent is our world.

77% of Gen Zers want to work for an organization whose values align with their own
_Deloitte

66% of interns convert into full-time employees
_{National Associate of Colleges and Employers}