The next era of RPO: what's ahead in TA?
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The competition for great talent is intensifying the pressure on Talent Acquisition (TA) teams – many of which are already trying to keep up with reduced resources after a couple tumultuous years.  As organizations rebuild, rebound and expand they must scale their workforce fast to capitalize on new opportunities – but, many don’t have the capacity or capability to keep up.

There’s a misperception that RPO is only for long-term, complex talent challenges.  So, we partnered with Madeline Laurano, founder of Aptitude Research, to explore when and why hundreds of HR and talent leaders lean into recruitment outsourcing on a project basis to fill their TA capability and capacity gaps – and, the long-term value Project RPO drives for their in-house teams.

 If you're wondering how Project RPO could lend a helping hand to your TA team, read the digital paper to understand: 

  • How is the current state of talent acquisition impacting how we recruit? 
  • How is Project RPO different from a traditional RPO engagement? 
  • What are the key business drivers and investment criteria? 
  • What additional outcomes and business impact can your in-house team realize? 

In today’s fast-changing world, your people strategy is key to success.  But, thriving in an ever-changing business world requires a new perspective.  Start thinking skills count instead of headcount - workforce dexterity is your key to building, reshaping and optimizing a workforce equipped to anticipate and adapt amidst constant change.

In this eBook we’ll explore how our workplaces, people and expectations have rapidly evolved over the past year and the pressure that creates for HR and Talent leaders to keep pace. We’ll break down the concept of enabling true workforce dexterity - what it means for driving better business outcomes, and the four pillars you can support to create a workforce built for change.  

Along the way, we’ll share:

  • How businesses and people are being impacted as we search for the ‘next normal’
  • New research and expert opinions on the workforce
  • Stories from HR leaders on how they’re tackling our new era of work

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Covid-19
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Flexibility, simplicity and dexterity: the foundations of success as business moves forward

While there may be the odd glimmer of hope for businesses as some global locations ease parts of the restrictions implemented under lockdown measures, we are still very much in the midst of a scenario the like of which we have never seen before.

Future of work

COVID-19 changed talent acquisition. Wondering how much? Us too.

The global pandemic (COVID19) and the events of 2020 dramatically changed the landscape of talent acquisition. Organisations have adapted and adjusted their priorities, processes, and budgets with limited resources. After years of building strategies and roadmaps, many talent acquisition leaders have been forced to reconsider these plans overnight.

Some companies have halted hiring efforts completely while others have increased their headcount. According to this study, 62% of companies are still hiring even if their focus has changed. And, while different regions and different sectors face new realities in recruiting talent, the uncertainty of this year has created a collective experience. Every organisation is going through some type of transformation and talent acquisition leaders are in a unique position to help influence this change.

Yet many organisations feel paralysed when transforming their approach to talent. And they are left asking, “what next?”. The future seems uncertain and for many companies, talent acquisition still proves to be incredibly complex.

When we started this research project in January 2020, our goal was to create a report that would look closely at the current global talent acquisition function. Today, our goal has shifted. This report is designed to help organisations on their path to talent acquisition transformation. It examines the past year, the current state, and the future of talent acquisition. It is a resource for leaders looking to rebuild and reshape recruitment strategies.

This report will help companies answer the following questions:

  • What was the state of talent acquisition pre COVID 19?
  • How has COVID 19 impacted talent acquisition capabilities, processes, and technology?
  • How has the candidate experience changed over the past year?
  • What steps do companies need to take to prepare for the future of talent acquisition?

We’ve sought out the opinion of organisations from different sectors across the globe to bring you more insight into the trends that are shaping the world  of early careers. Hiring and retaining top talent has always been the holy grail for companies. That’s why organisations around the world invest so heavily in their graduate programmes and their employee value proposition (EVP).

Not only do they want to attract the best, organisations want to ensure that they’re providing the right environment for their talent to flourish. What once worked for Generation X no longer applies to the Millennials or Generation Z. Business leaders need to understand what makes graduates tick and adapt accordingly.

What will we explore in this white paper?

  • Is digitalisation killing off the human or personal touch in recruitment, impacting the candidate experience? Does gamification improve hiring outcomes or create
    greater bias?
  • How much of a real problem is the STEM talent shortage around the world? Is enough being done to increase numbers of women and under-represented groups?
  • Why are organisations struggling with their Diversity & Inclusion initiatives? What does D&I actually mean to the new generation of graduates?

We're not ready to talk about "normal." But we can talk about what's next.

Though COVID-19 is still here and its continuing impact on business is undeniable, it’s clear we’re entering a new stage. It's the next step on the road to recovery. It's permission to plan and to look ahead—even if only a few months at a time—and to revisit, revise, and resume progress toward our goals.

We believe that there is no going back to the normal we once knew, but the future can hold new possibilities and opportunities if HR and Talent leaders are seeking them out.

As we move forward, we’ve identified four key principles to consider and strengthen—Align, Adapt, Amplify, and Assure. We’ve asked our thought leaders to expand on these principles, sharing their expertise, insights, and experiences in order to help you answer the question—what’s next?
Download this booklet containing six articles, including:

  • Four "A"s to Move You Forward
    by Laurie Padua, Managing Director—Talent Collective
  • Align | Evolving Talent Attraction & Engagement
    by Sondra Dryer, Global Head of Employer Brand & Attraction
  • Adapt | The End of Transactional Sourcing
    by Stuart Brown, Global Strategy Consulting Senior Manager & Carrie Brophy, Global Technology Consulting Senior Manager
  • Amplify | High volumes are coming—Is your assessment process set up to help you?
    by Claudia Nuttgens, Global Head of Assessment & Development Consulting and Annie Hammer, Head of Technology & Operations Consulting—Americas
  • Assure | Protecting While Going Forward: 4 Smart Moves
    by Kate Beach, Global Head of Strategy Consulting & PMO and Katy Grainger, Solutions Architect
  • Executing Your Plans for Change
    by Erica Titchener, Global Head of Technology & Operations Consulting

What is driving the acute shortage of digital skills around the world? And what can businesses do to plug the gaps?

The digitisation of businesses has been a key priority for companies for many years, but with the rapid advances in technology, AI and robotics, digital labour shortages globally are expected to reach 4.3 million workers by 2030. So, how can business leaders adjust for such a rapidly changing future?

In this new whitepaper on digital hiring, we’ve sought the opinions of over a dozen leading talent acquisition thought leaders, including our own specialists. Coupled with relevant research, their perspectives reveal new insights into the growing digital talent shortage and its implications.

Download “Keeping Up with Digital Change” to learn:

  • Which countries are leading the digital change
  • Whether to buy, borrow or build your digital talent
  • What your D&I strategy can do to help
  • How companies can begin to bridge the gap now

 

In this whitepaper, we take a more granular look at CV fraud, discussing the phenomenon in general, the different types of fraud committed, as well as the industries, geographies, and professionals affected. The paper also explores the impact of CV fraud to recruiters and to the entire recruitment process, as well as looks at the HR technologies available in the market, and more.

This report includes responses from a survey we conducted of recruiters providing services for various geographies, sectors, and professional levels. We also feature the thoughts of some talented people from Alexander Mann Solutions’ executive search, RPO, and technology arms. They share their areas of expertise such as screening best practices and technological advancement plans.

This paper is designed to give readers access to some of the most interesting ideas and developments in candidate screening, which may ultimately help build a recruitment team’s credibility and maintain a strong recruiter-client relationship.

In this new research report, we’ve partnered with Staffing Industry Analysts to shed light on exactly how an organization can attract, retain and manage a workforce as one entity and show why the time is now for Total Talent.

Together, with our heritage as the forerunner of the Direct Sourcing model for hiring contingent work, and a leading innovator in the space today, and SIA’s unparalleled research capability and access to the world of staffing, we explored how talent acquisition and the development of total talent solutions is evolving.

The result is the report 'Toward A Total Talent Future: A Competitive Business Advantage.'  While progress towards Total Talent has been hampered by various factors over the years, our survey of over 150 global enterprises organizations shows that organizations with a Total Talent program in place, or those considering implementing one within the next two years, outnumbered those with no such plans by a factor of three to one.

This finding is just one revealed in the full study. In addition to survey data, the research is based on a series of in-depth interviews with global HR, Procurement and workforce professionals to gauge their opinion on talent acquisition and management trends and, in particular, issues relating to the emergence of Total Talent programs.

To compete for talent across industries and to meet candidates’ expectations, companies need to embrace digital technology to solve the challenges of today, and to build the infrastructure necessary to adapt quickly to the pressures of tomorrow. Our latest research is designed to help organizations develop a winning strategy now.

Erica Titchener, Annie Hammer and Laurie Padua of Alexander Mann Solutions, the world’s leading providers of talent acquisition and management services, have partnered with analyst and author Madeline Laurano of Aptitude Research, specialist in talent acquisition and engagement research, to produce this report.

Their findings are extremely relevant, as more and more business leaders recognize the impact of digital transformation. While many areas of the business have been successful at implementing a digital strategy, talent acquisition has typically been slow to modernize processes and adopt new technologies.

This special report, a research study of over 600 global organizations across a wide range of industries and company sizes, is designed to help organizations understand the current state of digital adoption, build a roadmap for their digital transformation, and navigate a complex technology landscape.

How has the shared services field evolved globally, where are the international leaders today, and what does the future hold for this industry?

This paper provides a summary of the key results of top cities for shared services operations globally. It includes a detailed comparative analysis of mature and emerging cities for shared service centres, as well as a further impact analysis focused on technology as a disruptor.

Our research explores:

  • Which countries and regions stand out as the best choice for a global shared service centre?
  • Asia How do various regions in India compare to China and the Philippines?
  • Central & Eastern Europe How will Brexit affect the attractiveness of CEE as a shared service centre destination?
  • The Americas North America vs. Latin America - which will come out on top?
  • Country Comparisons What do the cost and ease of doing business, infrastructure, and workforce look like in top cities for shared service operations?
  • Comparative Analysis by Region What are the overall pros can cons?