The general consensus is that HR and, particularly, managing a workforce will become more challenging as Generation Z take up their position in the workplace. Organisations need to be prepared for this new breed of workers and having the right HR structure in place will be an extremely important part of this.
The strategy of having a blended workforce is one that can bring many benefits to organisations. Total Talent Acquisition (sometimes referred to as Total Talent Management) is taking a holistic approach to recruitment - both permanent, full-time employees and contingent 'non-employees' too.
When an organisation's recruitment needs change and evolve, it is important that the Recruitment Process Outsourcing (RPO) model use by its external provider shifts accordingly too. If an organisation is to transfer part or all of its recruitment processes to an external source, it is vital that it has a clear understanding of RPO and the most commonly used models. This will allow the organisation to understand how effective the external provider is in its function.
There are several good reasons why organisations should outsource recruitment and engage with the services of a Resource Process Outsourcing (RPO) provider. Partnering with the expertise of an external provider can allow your recruitment to become transformational in its talent acquisition and an RPO provider can help overcome a wide range of challenges.
Broadly speaking, the trends that were evident within recruitment in 2015 are expected to continue throughout 2016. These key trends will become all the more prevalent and further embedded into recruitment practice throughout the year. Increased challenge and competition dictate that these are the trends that recruiters must keep up with to stay on top.
As the business world becomes increasingly digitalised, the benefits of this digital transformation are clear. It has enabled marketing teams to be even more customer-focused. At the same time, it can also lead HR teams towards being employee-centric too.
In an increasingly competitive market, the importance of creating an excellent all-round candidate experience is vital. So much so, that it has become a prerequisite of the role of recruiting teams. With job seekers ever more capable of 'shopping around', a candidate left feeling dissatisfied with their experience can have a considerable negative impact on the reputation of an organisation.
Vacant positions cost organisations money. That much is obvious. Of course, these costs only increase the longer a position is left unfilled. However, there are other associated 'costs' to a company that has positions unfilled. The knock-on effect can ripple throughout a business and can have an extremely detrimental effect. This ripple can result in lower productivity, lower quality of service and delays. If existing employees have to cover in the vacant positions, it can spread capability and capacity far too thinly. This can also have a negative impact on employee engagement and morale.