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Recruitment Figure 3 WHAT DO YOU EXPECT A VENDOR/PARTNER TO HELP YOU ACHIEVE? Responses only by those who may outsource recruiting in future. Outsourcing recruiting is no longer primarily about carving out an existing internal function and giving it to the lowest-cost provider. Rather, outsourcing recruiting allows organizations to access niche expertise that is simply too difficult or too expensive to grow in house. Figure 4 and 5 PLAN TO INCREASE NUMBER OF INTERNAL FULL-TIME HIRES IN THE NEXT 12 MONTHS? regulatory and risk-management expertise. What's more, RPO allows companies to make intentional decisions about whether to prioritize cost savings, access to talent, or risk-control (or some optimized mix of the three) depending on the category of work and area of expertise. Companies we surveyed are optimistic about the benefits of outsourced recruiting. Eighty-eight percent believe outsourced recruiting offers faster time-to-hire, 58 percent say outside providers integrate multiple sourcing channels, and 51 percent cite lower cost of recruitment using a third-party provider. (see Figure 3). Organizations surveyed project a strong growth in hiring: [48] HRO TODAY MAGAZINE | DECEMBER 2013 PLAN TO INCREASE NUMBER OF CONTINGENT HIRES IN THE NEXT 12 MONTHS? 73 percent to increase number of internal, full-time hires and 57 percent to increase contingent hires in the coming 12 months (see Figures 4 and 5 ). Given this and the competitive landscape for attracting quality talent, we expect organizations may increasingly look to external recruiting partners to augment their own capabilities or fully outsource the recruiting function in the years ahead. Pam Berklich is senior vice president of direct hire practices for KellyOCG. The above was excerpted from the report Global Trends in RPO & Talent Recruitment 2014, prepared by KellyOGC in partnership with the Human Resource Outsourcing Association, HR.com, the Shared Services & Outsourcing Network, and the International Association of Outsourcing Professionals.