How can RPO improve your recruiting strategy?

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Louise Shaw, Director of Sourcing Transformation, Omni RMS; and Mike Sixsmith, Director of Customer Solutions at Omni RMS

Businesses are currently experiencing the toughest market for recruiting in decades.

There has been a huge increase in hiring demand as they want to survive the COVID-19 pandemic and grow. At the same time, attitudes towards work have shifted for many people, with a greater focus on maintaining a healthy work-life balance. Add to that the fact that more than 600,000 people have left the job market before retirement as a result of the pandemic, and you have the perfect storm for employers. Not only are they struggling to attract employees who can help grow the business again after two years of economic uncertainty, but many are struggling to retain what they’ve hired.

For many organizations, their teams are not equipped to manage everything that needs to be done with existing in-house HR and recruitment models, and there is a growing trend to work with recruiting outsourcing organizations.

Here, we discuss with Louise Shaw and Mike Sixsmith of Omni Resource Management Solutions, the UK’s leading independent resource transformation consulting and recruitment process outsourcing (RPO) provider, how businesses can overcome the challenges of their recruitment and retention strategies. RPO is the process of outsourcing your recruitment function, partially or completely, to an external partner such as Omni.

Louise and Mike emphasize that companies can outsource their hiring, mainly because it makes perfect business sense: An RPO can help organizations with the ‘heavy lifting’ that Omni does, providing a level of expertise and flexibility that organizations may have trouble developing internally. Attractiveness and consideration for recruiting newbies.

The Omni team works with organizations to complete their in-house functions, providing them with recruiters who are involved until the need is no longer required. In our video Mike highlights the ‘plug and play’ nature of an RPO and the scalability the model provides.

Many companies are considering how outsourcing can add value to how they currently operate, using an organization like Omni to support certain projects where their internal recruiting teams are unable to quickly cope with the increase in demand or manage the more transactional elements of the recruitment process. .

To explain the success of Omni’s RPO solution, Mike and Louise share an extensive case study where they worked to save a financial services organization more than £1 million by reducing agency fees and lease periods to just 30 days. they will hire more than 600 people on their behalf.

They share how Omni worked with the organization to develop a new career site, develop a new career site, and establish a standardized evaluation framework to increase candidate attractiveness and loyalty, highlighting the real value an RPO can bring to a company’s operations.

Mike and Louise also provide tactical advice on what businesses can change today to solve their hiring challenges, from taking the time to understanding their employees, evaluating the application process, and training hiring managers.

Finally, we explore the future of recruiting and retention as the competition for talent remains high. Mike explains that the winners in these challenges will be organizations that apply the same level of rigor and scrutiny to their hiring strategy as their sales strategy, and the losers will be those who are floundering and slow to respond.

Don’t let hiring and retention negatively impact your business growth and profitability. Find out more about how Omni can help you meet your challenges by visiting.

Originally published business reporter