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Thank you for your continued support and loyalty reading Changeboard’s Future Talent blog!

We’re no longer writing this blog; as we now have a dedicated channel over on www.changeboard.com – a hub of resources where you can discover all the speaker videos, presentation slides, pictures and exclusive articles supporting the event.

Hopefully see you there….

Should You Build Your Own Talent Acquisition Function or Outsource It?

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Finding talent with the right skills and the right cultural fit is becoming more challenging by the day. But talent is your organisation’s greatest asset – a differentiator that separates your company from the competition. Depending on the size of your organisation, you essentially have three options to acquire talent: build an internal team, rely on an agency or partner with a Recruitment Process Outsourcing provider.

Internal Talent Acquisition
Many organisations take this approach because they believe it gives them the most control and requires a smaller investment up front.

However, even with a competent and reliable in-house talent acquisition team, your recruitment efforts will be limited due to experience, technology and workload capacity. You are competing against experts who have invested in unique technologies and are entirely focused on finding the best talent out there – without the distractions that come with being an internal corporate employee. The costs may be lower initially, but you will not save over time if positions are going unfilled, turnover is high and the talent in key roles is not world-class.

That said, the do-it-yourself approach makes perfect sense for smaller companies. With fewer yearly hiring decisions, it simply is not feasible to outsource your recruitment to another party. In that case, use your size as an advantage and promote the many benefits of working for a smaller organisation. This will help you catch talent that is out of reach for larger companies.

Hiring Agencies
Agencies are effective at finding high-dollar talent, but their services do not come cheaply. Relying solely on an agency is without a doubt the most expensive way to manage your talent acquisition needs. By design, agencies react to need rather than proactively sourcing candidates to build a talent pipeline. Consider using them for niche, high compensation roles where other methods have failed.

Enterprise and Hybrid RPO
Recruitment Process Outsourcing is where you partner with an expert to design and execute a holistic, seamless recruitment process customised for your organisation. This approach is proven to increase new hire retention, improve compliance and increase candidate quality – among many other benefits.

Enterprise RPO provides your organisation with a team of expert recruiters who tackle all aspects of recruitment for your organisation. These on- or near-site teams are completely embedded in and aligned with your culture, mission and values.

Hybrid RPO is a co-sourcing approach that provides the benefits of RPO while enabling you to maintain in-house ownership of other elements, including the recruitment of entire job functions or divisions. This solution works well for location-specific, business unit-specific and/or critical position fulfillment needs.

Deciding for Yourself
The right talent acquisition solution is unique to each organization. To help you determine the correct approach for your business, Cielo has created the Strategic Guide to Talent Acquisition Models. This guide contains a comprehensive look at the benefits and drawbacks of the three most common talent acquisition models. The guide also explores key components of each model, including considerations such as technology, control, scalability and return on investment.

Be strategic in the method you use to find and recruit the best talent. The future of your organisation depends on it. Download Cielo’s Strategic Guide to Talent Acquisition Models to determine the right approach for your business.

Authored by Seb O’Connell, Cielo’s managing director of Europe & Asia Pacific

Seb O’Connell leads the organisation’s creation and delivery of customised, innovative solutions to clients seeking transformational change. As a member of the Cielo Global Executive Team, he plays a key role in shaping the strategic direction of the organisation as it expands its footprint in Europe and beyond.

Seb brings to Cielo a strong background in business development as well as insightful solution design and operational delivery. Throughout his career, he has proven successful at growing organisations and people, and delivering world-class results for RPO clients across the globe. An acknowledged industry thought leader and EMEA Advisory Board Member to HRO Today Services & Technology Association, Seb is frequently quoted in the media and is a highly-regarded speaker at regional, national and international conferences and seminars.

Future Talent 2016

We’re proud to be sponsored by Cielo Talent at our next Future Talent Conference. For more information about the event, please click here.

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Performance management: welcome to the era of experimentation

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The world of work is changing too quickly and too much for many established ways of working and processes to remain relevant. If you’re considering changing the performance management approach of your organisation to keep up, you’re not alone. Macro trends affecting the ways of working and the workforce of the future are leading many organisations to leave behind the traditional methods of performance management.

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Lord Chris Holmes: Creating a vision to set a mission

Lord Chris Holmes Paralympics

Can you ‘bear’ some change, mate?

Life rules: Certainty and safety, rhythm and routine, what’s to like and not to like, what to hold tight to, what to promote? Quite so, and knowing where our socks, cereal, car keys and coats live, starts the day right – right?

The problem is when that safety and routine gets in the way of progress. If we want to get from A to (at least) B, if not F, we need to do stuff differently.

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Increasing Cost Per Hire for the Good of Your Business

Cost-per-hire is a loaded topic. It’s an easy target for talent leaders to communicate throughout their businesses. A simple measure that seems to build a business case almost on its own. If you’re recruiting large numbers of people each year and you reduce the cost per hire, you are probably well on your way to achieving your budgeted cost savings. Great, right? Well, not always.money

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