could help explain RPO to jobseekers and senior level executives. Mary Claire fits this role perfectly
Chicago, IL (PRWEB) August 24, 2009
The concept of RPO (recruitment process outsourcing) became popular in the 1970s in Silicon Valley where the competition for high tech employees was intense. "It was a crazy time when companies needed volumes of positions filled," according to Mary Claire Ryan, Chicago based industry expert with Riviera Advisors. "So companies started then to look, step-by-step, of how they identify talent and sourcing, more of the front end of the recruiting process, and started to let out more jobs that were harder to fill that had greater value to the company. Once the company sees the reduction in overhead costs and agency fees, the RPO solution becomes more of an acceptable option."
Mary Claire spoke with Peter Clayton in a recent 15 minute Inside Recruiting podcast on Total Picture Radio. Clayton, whose audience consists of recruiters, HR managers, and professionals interested in leadership development and career management, wanted to "delve into the rather mysterious world of RPO" with a subject matter expert who "could help explain RPO to jobseekers and senior level executives. Mary Claire fits this role perfectly," said Clayton, "since she regularly consults with Riviera Advisors' clients on RPO initiatives, HR outsourcing, recruiting software, HRIS – human resources information systems - and services."
One of the first questions Clayton asked: "Here we are in the midst of a really bad recession with a glut of great talent out there, Mary Claire. Why is RPO attractive to HR management and recruiting in this economy?" "All the more reason to get help from an RPO provider with a large applicant pool; it can be overwhelming to any organization where someone needs to review all of those resumes, make all of those phone calls to screen and schedule applicants for interviews," Ryan responded. "RPOs play an important role in getting to those applicants you want to see quickly."
"I want to comment," Mary Claire continued, "there are still jobs out there for which companies struggle to find the appropriate applicants. There is a struggle to find general managers, operations managers, accountants, auditors, tax positions, nurses, of course, and sales folks. And so the RPO really works 24/7 so they can identify and source for you and help your in-house recruiters."
"Jobseekers need to understand that in the initial phase of the application and interview process, there's a good possibility they're not dealing directly with the company they're seeking employment with," Clayton said. Riviera Advisors is "vendor neutral," however, there are a number of highly reputable RPO companies: The Right Thing, Adecco, Source Right (formerly Spherion), Alexander Mann, Kelly, FutureStep, Peoplescout, AON, Kenexa, and Decision Toolbox, are a few of the best know industry leaders. "So how do you help your clients make the right choice of an RPO partner; what's the criteria management needs to look at and evaluate?" Clayton asked. "Some of the criteria would be -- how does the RPO do well in what space, what's their sweet spot in recruiting, which positions job families do they recruit well or better than your competitors? You want to check their financial stability, the RPO's ability to scale
to your business needs. Do they have the technology to track all points of the recruitment process?"
On a positive note, Ryan believes "Employment is going to get better. Are you prepared for the influx of opportunities and jobs that are going to be needed to fill? What kinds of positions have changed over the past couple of years and how can you best evaluate exactly how to move forward."
If you're using RPO correctly, it really can be a competitive advantage.
The Inside Recruiting interview with Mary Claire Ryan on Total Picture Radio includes a full transcript of the podcast.
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.