Changing Talent Dynamics Increase the Strategic Value of RPO
Description
Changing Talent Dynamics Increase the Strategic Value of RPO
This IDC Market Perspective assesses how sectoral changes in the approach to talent acquisition are leaning into being more strategic around the first half of the process in recruitment and early screening. Changes in the approach to talent acquisition are shifting to focus more on how the talent acquisition strategy is measuring up to the organization's goals and needs as they meet those of the talent market. As 64% of industrial sectors move to revamp their segmented approaches to their talent acquisition strategies, 47% are realizing the value of engaging with an RPO to simultaneously redevelop their recruitment and talent fulfillment strategies while keeping talent pipelines populated for specific, high-need roles or skills. While RPOs may challenge clients' internal talent acquisition conventions, organizations are realizing a tight correlation between the efficacy of their engagements with RPOs and the efficacy of their top priority processes in recruitment and candidate evaluation.“As organizations reevaluate how they source, vet, and hire talent, just less than half are taking a step back to recognize that more than half of their early talent acquisition efforts — from talent branding through recruitment to candidate vetting — are under construction,” notes Zachary Chertok, research manager for Employee Experience at IDC, in concert with Lisa Rowan, vice president for Modern HR Systems and Strategy at IDC.
Please Note: Extended description available upon request.
This IDC Market Perspective assesses how sectoral changes in the approach to talent acquisition are leaning into being more strategic around the first half of the process in recruitment and early screening. Changes in the approach to talent acquisition are shifting to focus more on how the talent acquisition strategy is measuring up to the organization's goals and needs as they meet those of the talent market. As 64% of industrial sectors move to revamp their segmented approaches to their talent acquisition strategies, 47% are realizing the value of engaging with an RPO to simultaneously redevelop their recruitment and talent fulfillment strategies while keeping talent pipelines populated for specific, high-need roles or skills. While RPOs may challenge clients' internal talent acquisition conventions, organizations are realizing a tight correlation between the efficacy of their engagements with RPOs and the efficacy of their top priority processes in recruitment and candidate evaluation.“As organizations reevaluate how they source, vet, and hire talent, just less than half are taking a step back to recognize that more than half of their early talent acquisition efforts — from talent branding through recruitment to candidate vetting — are under construction,” notes Zachary Chertok, research manager for Employee Experience at IDC, in concert with Lisa Rowan, vice president for Modern HR Systems and Strategy at IDC.
Please Note: Extended description available upon request.
Table of Contents
6 Pages
- Executive Snapshot
- New Market Developments and Dynamics
- Transitioning Talent Strategies Present Opportunities for Partnership
- RPO Adds Value Beyond Recruitment
- Advice for the Services Provider
- Learn More
- Related Research
- Synopsis
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