Being able to respond to sudden and unexpected changes in demand is crucial. It's also important that organisations are able to cope with any change in the types of skills that are required. Increasingly, it is being seen that in order to maintain a workforce that remains competitive, the number of contingent workers needs to rise. Robust strategies are necessary to be able to meet such challenges. If risks and costs are to be kept down and an agile workforce created and maintained, an obvious solution is outsourcing.
More and more organisations are making the bold move of outsourcing some or all of their recruitment functions. As RPO (Recruitment Process Outsourcing) - the transfer of recruitment to an external service provider - becomes more common, now is a good time to reflect on why what was once isolated practice has now become very much a trend.
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.
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.
In terms of talent acquisition, the consistent delivery of high-quality hires has to be the goal - and the best way that value can be added to the business. Therefore, the hiring methods that a team employ has to be of paramount importance and fully understood. After all, it is the success of these methods, how things are being done, that is largely responsible for successfully locating and attracting the quality of talent.
It stands to reason that the business performance of an organisation will increase if the quality of the staff that it acquires is improved. It's for that reason that the whole notion of cost-per-hire has its critics. In many circles, it's viewed as flawed and misguided. Some believe that it ignores the quality of the talent and the candidate and places far too much of a focus, and too narrow an emphasis, on the cost.
Repeating an exercise from 2010, George Osborne wrote to millions of public sector workers in autumn 2015, inviting them to take part in a survey to suggest ideas on how public services could be delivered more efficiently.