The challenges of the current climate and the economic situation mean that more and more organisations are taking a strategic look at their workforce and policy for the long term. This involves analysing both the permanent personnel and the flexible shell – of today and tomorrow. In order to do this properly, you need the right people and the right knowledge. In many organisations, personnel-related data is available. Such big data can play an important role. Having access to the tools to decipher that data is therefore essential for effective strategy planning.
HR and Recruitment can play a major role here. HR and recruiting professionals now need to apply more HR intelligence: measuring, optimising and using all the available personnel data. Workforce planning and measuring talent management ROI are no luxuries. Make everything measurable. What is my employer brand (value)? At what level of interaction is my social media recruitment strategy successful? And: with how many suppliers do I work worldwide? What are the various preferred suppliership agreements, hourly rates and contract forms? The success of the chosen strategy must be measured. Most importantly, there must be good understanding of the current situation.
Massive growth MSP and RPO
In reality, embracing HR intelligence can mean being confronted with hugely complex data. There is a growing demand for data structuring, good flex employment arrangement and optimal recruitment management in terms of costs. As a result, the demand for MSP, RPO and VMS solutions also rises. When such solutions are used in an organisation, internal and external analyses and openness regarding the business are essential. If we compare demand in the market of three years ago with current demand and expected future demand, we can conclude that companies have made a conscious choice to outsource their recruitment activities, with or without the streamlining of their own recruitment process with a VMS or ATS solution. However, we are now seeing a rapidly growing demand for combining MSP and RPO solutions alongside the blending of VMS and ATS technology, i.e. the blended desk solution. This enables you to create a real one-stop shop for filling both permanent and temporary vacancies, but also for your employer brand and social media strategy.
Outsourcing recruiting, selection, inflow, project management and employer branding does not mean relinquishing control. The cooperation between organisation, suppliers, technology, analysis and high-quality recruitment specialists should result in a strategic long-term vision.
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