Where to Go For RPO
With talent in short supply, a handful of recruitment vendors is getting it right in Europe.
By HROE Staff
A buoyant world economy, slow population growth, and retiring baby boomers are contributing to a widespread skills shortage. Almost 70 percent of respondents to KellyHRfirst’s Global RPO Report 2007 are having trouble recruiting. The study surveyed HR managers across 25 countries.
The competition for talent means employers must fundamentally reassess how they attract and retain vital employees. A sharp tightening in labor markets puts recruitment at the forefront in determining business strategy and success. HR managers cite growing difficulties in the quality of candidates, time-to-hire, and less-than-efficient processes.
In addition, HR seems to be under-staffed and overworked: 40 percent have two or fewer internal staff devoted to recruitment, and more than 50 percent devote no more than 25 percent of HR staff to recruitment.
The efficacy of the recruitment process itself has become a key determinant of success. The survey found a median cost-per-hire of €3,000 with some HR managers reporting an average cost-per hire of more than €10,000.
As offshoring to lower-cost countries such as China and India gains acceptance, even these countries face increased cost pressures and shortages of trained people. Organizations must broaden their hiring efforts to an international pool of talent.
Slightly more than half of respondents were familiar or very familiar with RPO. About a third were somewhat familiar, and just under 10 percent had not heard of it. The vast majority said that they would definitely consider outsourcing their recruitment in the future. Their priorities: reduce the time-to-hire, lower the cost of recruitment, and rationalize multiple sources of recruitment.
What follows is a sampling of the top RPO providers serving the European market.
Thanks to the HRO Association and KellyHRfirst for sharing their study results.
Quintegra Resourcing www.quintegra.biz
Quintegra has been developing recruitment process outsourcing solutions since the 1990s. Since then it has become a trusted recruitment outsourcing provider for small to large companies across all industries both domestically and internationally. The company’s codified and market-proven recruitment process alternative delivers all the advantages of recruitment outsourcing—lower cost, shorter cycle times, process efficiency, dedicated resources, specialized tools and technologies, protection from peaks and valleys of need—and the consultative skills to seamlessly fit its process to customers’ needs and circumstances. While there are myriad tools to manage and support recruiting goals, all too often they are not integrated or built around a coherent model that allows the business strategy to drive the recruiting strategy. Quintegra says its recruitment outsourcing QCM methodology is based on coherence principles under which each piece of the recruitment process reinforces other recruitment activities to form an integrated whole. Its approach is to take the most critical elements of the recruitment and selection process and integrate them seamlessly to form a comprehensive suite of solutions that are tailored to meet the recruitment outsourcing needs of its clients.
