The competition for great talent is intensifying the pressure on Talent Acquisition (TA) teams – many of which are already trying to keep up with reduced resources after a couple tumultuous years. As organizations rebuild, rebound and expand they must scale their workforce fast to capitalize on new opportunities – but, many don’t have the capacity or capability to keep up.
There’s a misperception that RPO is only for long-term, complex talent challenges. So, we partnered with Madeline Laurano, founder of Aptitude Research, to explore when and why hundreds of HR and talent leaders lean into recruitment outsourcing on a project basis to fill their TA capability and capacity gaps – and, the long-term value Project RPO drives for their in-house teams.
If you’re wondering how Project RPO could lend a helping hand to your TA team, read the digital paper to understand:
- How is the current state of talent acquisition impacting how we recruit?
- How is Project RPO different from a traditional RPO engagement?
- What are the key business drivers and investment criteria?
- What additional outcomes and business impact can your in-house team realize?