Is the clock ticking on your short-term hiring?
Imagine your company has just received a large product order, and you need to hire 60 hard-to-fill roles to fill the order, or you risk damaging the relationship with your client.
What's your plan?
That was the very predicament one of our clients faced when they engaged us for RPO project support. We responded nimbly, and our ability to fill the roles two months ahead of schedule led to an expanded relationship with our client.
Project RPO is tremendously flexible.
If you need to recruit 40 sales people in three months, or have a handful of hard-to-fill technologist roles, project RPO can help.
The average RPO project typically lasts between three to six months. They are designed for quick implementation and ease of delivery to give you an innovative recruiting solution in as little as a few weeks.
RPO projects can help reduce urgent hiring backlogs. Plus, they can help you fill future vacancies by enhancing your talent database. Project recruitment is the sprinter of recruitment – lightning-fast and usually short-term.
Examples of when project recruitment is the most valuable solution:
- Chronic hiring backlogs that only seem to grow.
- Expansions into new sales territories or markets
- New organizational initiatives
- New product launches
- Gaps in your hiring process (e.g., sourcing or interview scheduling)
Flexible recruiting solutions manage pressing talent acquisition tasks so that companies can focus on long-range goals and employee engagement. A flexible recruitment partnership gives you the backup you need during critical growth phases and unexpected hiring demands.
Flexible recruitment also helps with hiring backlogs, hard-to-fill roles, and hiring process problems – which take a toll on talent quality, current employee morale, and business outcomes.
Project RPO can help you respond quickly to unforeseen or unplanned volume hiring needs. As well as reducing overall time-to-hire, it can also improve diversity-recruitment balance and help:
- Measure specific objectives and achievements
- Customize solutions to meet your precise needs
- Improve your employer brand image in the marketplace
- Provide access to active, passive, and hidden candidates
- Reduce risk by minimizing fixed overhead and redundancy costs
Test drive RPO with a project
Talent acquisition professionals often need to balance immediate, critical hiring needs alongside the evaluation of longer-term recruitment requirements.
An RPO project lets you do just that. It provides key benchmarks for your future recruitment strategy. Plus, an RPO project can also be used to explore whether a longer-term outsourced recruitment solution works for you.
Think of an RPO project as a test drive, with enough fuel in the car to get some urgent errands completed.
RPO Projects In Real Life
A bio pharmaceutical’s 60 unfilled roles were delaying delivery of critical products to their clients. We filled all roles two months ahead of schedule.
A luxury automaker needed to increase enrollment for its mechanic training programs. We built a website, deployed social recruiting, and registration jumped from 60% to 91%.
A global financial services organization had no US brand recognition. We mobilized to generate candidate awareness and hire top-tier talent by the client’s deadline.
A start-up healthcare call center had no name or office location, but needed new hires ASAP. We designed a process, deployed technology, and hired 100+ hires in three months.
We filled 56 sales and analyst roles in three months for a global online travel company. The client then engaged us to hire over 100 more critical positions worldwide.
A major global pharmaceutical company needed to expand its dermatology salesforce by 136 people. Within 90 days, Hudson RPO filled 100% of the roles.