Talent Acquisition has become the “great challenge” of the century.
Enterprises that are aware of changing population dynamics inherently wonder if they can find the resources to compete for scarce talent on a global or even regional scale. Gone are the days when placing an ad in the local newspaper for an open job produced a long list of candidates.
The reality of talent acquisition demands a sophisticated sourcing and recruitment strategy that can reach both active and passive candidates, wherever they are. Many companies do not have or cannot support a sourcing and recruitment team that can meet the demands of the talent shortage challenge. What can organizations do to ensure that their talent requirements are met?
The answer is Recruitment Process Management (RPM), a strategy that helps organizations meet enterprise staffing needs while improving recruiting process efficiencies.
RPM is a form of Business Process Outsourcing (BPO) when an employer outsources or transfers all or part of the staffing process to an external provider, a true total RPM solution involves the outsourcing of the entire recruiting function or process to an external service provider. This provider serves to supply the necessary skills, tools, technologies and activities to serve as the client’s virtual “recruiting department”. This definition differs from occasional recruiting support often provided by many temporary, contingency and executive search firms. While these organizations do provide an invaluable service, they do not qualify as an RPM as it does not involve the outsourcing of the recruiting process. Recruitment Process Management
(RPM) is truly the evolution of talent acquisition.