(1) Break down internal silos for a “total talent acquisition approach.” At many organizations, this is the scenario: Procurement engages a Managed Service Provider (MSP) for temporary hires, while the Recruiting department partners with a Recruitment Process Outsourcing (RPO) provider for permanent hires. By taking this silo-based approach to hiring, firms miss out on some of the flexibility, hiring best practice standardization and cost efficiencies found in a blended RPO model.
(2) The “War for Talent” isn’t just for full-timers anymore. Need a specific high-end (and probably) scarce skill set for that particular project? Today, you’re likely to find these in-demand employees among a select set of contingent workers. Such skilled contractors are highly motivated, but in short supply. Today, companies need to adopt the same kind of rigor to hiring contract employees and find better ways to engage this portion of the workforce… something a blended RPO model provides.