Issue link: https://www.e-digitaleditions.com/i/135744
Recruitment Relocation Where are the new jobs today? According to recent statistics, roughly 70 percent of all new jobs are coming from the mid- to small-company market. Where are the new jobs today? According to recent statistics, roughly 70 percent of all new jobs are coming from the mid- to small-company market. Even though large organizations receive all the press, the majority of openings are with smaller firms. These smaller organizations receive minimal attention and tend to struggle through the talent acquisition process. They lack internal recruitment resources, have smaller recruitment budgets, and typically have no enabling technology. In 1998, recruitment process outsourcing (RPO) began to become a separate, stand-alone recruitment segment. The concept was to outsource all recruitment within an organization to a third-party professional firm, an organization that only does talent acquisition. The premise was that they could do it better, because that is the only thing they do. Natural market resistance to this concept was giving up the keys to the shop. How can we entrust our number one asset to a third-party firm? To a firm that does not understand our unique environment? For many, that was heresy. During the last 15 years, RPO has gained in popularity, yet only a minority of the employers embraced the concept. Those employers typically tend to be large organizations. It is one of the fastest growing outsourcing segments with reported annual revenues at $1.2 billion, according to Human Resources Outsourcing Association (HROA). During this same time period, job postings have all but eliminated costly media advertising as a method to source candidates. Job boards touch the masses quickly and costeffectively. The added problem for organizations is being able During the last 15 years, there has been significant change in how organizations can best connect the dots to assist in hiring to identify the needle in the haystack. It is still labeled a "post and pray" process. Are employers sure they are driving the right candidate traffic? How does one identify the right candidate best-fit talent. Concurrently, there has been heavy emphasis on among the masses? It takes a lot of time to properly digest this reducing the overall cost of acquiring talent. Next, consider the mass of candidate information. Right or wrong, it has lowered increased emphasis on legal compliance. The complex question the perceived need to direct source passive candidates for the is this: Can all these dimensions coexist? open positions. MAY 2013 | www.hrotoday.com [41]