HRO Today invited a few leading technology companies in talent management to weigh in on the state of the market. They explain why ERP systems fall short, what’s in store in the future, and how to serve global clients.

As 2007 winds down, the HRO market is reassessing outsourcing strategies and opportunities. Signs of a louder 2008 are in the works.

As the outsourced recruitment market matures, practitioners and providers settle on standards to help dispel myths about RPO. More consensus is needed, and industry observers say it’s coming.

In your search for talent, consider supplementing your tools with sites such as LinkedIn or Facebook. But be careful, these are hardly a panacea for recruitment woes.

The Honickman Group finds recruitment costs escalate after implementing RPO, but for SVP of HR, the costs are more than repaid in business results.

To process more than 2,900 applicants on three continents and in four time zones in three weeks, the IADB turned to an RPO solution. Using a rapid deployment process, Adecco helped the institution hire 36 senior employees in 60 days.

Top HRO Superstars

Approaching 2010, globalization continues just as the quest for quality does. Buyers now turn their focus on service delivery as they once did on cost savings.

A natural by-product of outsourcing, transforming HR during the transition can hold both rewards and disruptions for the organization.

In determining whether they take on a deal, HRO’s vendors are examining the motivation, complexity, and will power of their clients. Unlike in years’ past, the providers have grown more diligent when weighing deals.