My “daughter” likes to preface her more profound statements with the saying “ I am just sayin…” and it seemed appropriate for this post to begin with her saying. Over the past year there has been much discussion in the social media realm about the future of HR.
With the speed that technology allows us to change messaging, data and manufactured products, the need to be as precise or exact about some details no longer exists. In some cases, good enough is really good enough.
It is too easy to become a recruiter. I suppose that can be said for a variety of disciplines, but I would wonder how closely those positions affect the bottom line the way recruiting does. A company is powered by its people and the gas of that engine is recruiting
I’ve been agnostic over most of my career within corporate TA as to which is better (in-house TA teams vs. RPO hiring models) and would always respond: “Well, It depends.” I’d cite complexity of positions, volume, readiness for change, cost, etc. In most cases also, that’s the right answer. Now, I’m working in RPO, I still answer the same way.
The final decision on engaging a RPO model should be based on a well-articulated business case that outlines the business impact, costs, risks, challenges and expected outcomes which will give a TA/HR