There is always more than one way to get things done. But in staffing/recruiting these days it seems there are so many choices that it's the stumbling block to getting anything done at all. Heard of the war for talent??
Allstate is outsourcing their gig to IBM. Yes, IBM. While there is a strong technology solution not so sure about the process and method. More to come in future. Some are using RPO services. Some have inhouse staff and haven't decided to fully equipping that staff (yes, going half way) so they blow the budget wide open in Q3 or 4 to finish objectives for the year.
Worse yet, some organizations still aren't tracking even basic metrics therefore are well - somewhat clueless about building a model out since they don't have any information on need, costs, historical trends or what they need to "buy".
A recruiting model like any other starts with the end in mind. What do you need to get done and what will that look like? Once the end state is defined only then can you create benchmarks, use metrics to track and build out and buy tools and well people to get the work done. Watch in coming weeks..we'll build out plans right here and begin to take the mystery out of RPO (what it is and when you might want to buy in).
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