Never before have there been more ways for a business to fill a talent gap inside their business. From the old school approach of recruiting and hiring a full-time staff member to the near instantaneous filling of hourly shifts, employers today have many options for acquiring the right resources to get work done.
Just two decades ago, RPO was the new talent acquisition model on the scene, giving traditional temporary and temp-to-hire staffing businesses a new form of competition. Now it’s a well established talent acquisition solution that competes with traditional staffing and in-house hiring as well as AI-driven talent platforms, job boards, project services, and more.
- Greg Summers, CEO - Orion Talent
With economic uncertainty driving business decisions around the world, workforce management and efficiency concerns are taking center stage. From layoffs to hiring and salary freezes, the workforce has once again become an area of focus for cost reduction as businesses look to navigate the latest unknowable storm. It’s a familiar economic pattern, but one that can change operating structures in the push to gain efficiency.
Will RPO come down on the side of operational strategies that improve cost control and quality? Or, will it be viewed as an opportunity to cut outside spending and revert to internal recruitment resources. While each business will make its own decision from its workforce data and talent acquisition results, this resource was developed to examine the ROI of RPO. It’s a tool that outlines where RPO should be delivering substantial talent acquisition and operational advantages and by how much.
A clear understanding of what RPO is, how it works, where it creates value, and how to measure ROI. Our hope is that by investing time in better understanding RPOs goals and structure, you can better make recruitment process decisions for your business and its people.
The market is predicted to hit $19.96 billion worldwide by 2028.
- Talee Brock, VP Business Development - Orion Talent