HRO Today September 2016 : Page 14

Cover Story We are seeing higher growth in this market as clients are looking to achieve the same benefits as large organizations. —Gary Bragar, NelsonHall between the organization and the RPO provider. In nearly all situations, the RPO provider has a seat at the table and is involved in strategic, talent acquisition initiatives. RPO providers must combine the expected RPO efficiency and quality with a high-touch, high-relationship driven partnership.” Partnership is certainly how Hanno would describe his relationship with Kruse and Novotus. “The RPO engagement is an extension of the HR team and company,” says Hanno. “I work really hard to make sure the recruiters know about the company and represent as such.” This provides job seekers and candidates a level of comfort and confidence when going through the hiring process with Summit Truck Group, encouraging the feeling of being part of a team and creating loyalty early on. It’s benefits like these that are sure to continue to drive RPO deals in the midsize market. With the talent market remaining tight, all organizations need to leverage expertise and the resources available in order to gain a competitive advantage. Global Recruiting Trends study, 59 percent of talent leaders report plans to invest more in employer brand. Midsize organizations are also more likely to need specialized talent, like in the case of Summit Truck Group. “Midsize deals typically require recruiting higher complexity positions where labor pressure is usually high,” says Cory Kruse, president of recruitment processing outsourcing provider Novotus. Lori Hock, CEO of the Americas for talent solutions provider Hudson Global, agrees. “Midsize companies are more inclined to be specialists in their sectors, thus requiring talent that is often emerging or unique. Partnering with an RPO provider allows for access to experience in those markets as well as proven talent acquisition strategies and advanced sourcing techniques.” Some midsize organizations approach RPO on a hybrid or project basis—if they are focused on targeting seasonal hiring or ramping up a new office location. But due to a lack of internal resources and time, midsize organizations can often achieve the most value from RPO through an all-encompassing deal. “We see that midsize organizations have a greater likelihood of using end-to-end RPO services due to the fact that their organization structure is typically not as segmented as a large organization,” says Roane. “This means there’s a much tighter bond and partnership [14] HRO TODAY MAGAZINE | SEPTEMBER 2016 What’s Driving Midsize Deals? Midsize organizations are realizing the value that RPO engagements can deliver to help them achieve their objectives and goals around talent. Some factors playing a role in midsize market growth according to Gary Bragar, HRO research director for NelsonHall; Lori Hock, CEO of the Americas for Hudson Global; Cory Kruse, president of Novotus are: • Scalability; • Cost control and reduction; • Improved technology; • Increased efficiency; • Administrative relief; • Better visibility into process; • Compliance and controls; • Recruitment branding; • Talent engagement; • Sourcing; and • Competitive intelligence.

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