The level of technology delivered by RPO partners is rising.
By Nikki Edwards
Recruitment tools and analytics platforms are nowÂ tablestake offerings from all leading recruitment processÂ outsourcing (RPO) partners. Todayâs RPO engagementsÂ typically include a range of tech platforms and tools toÂ enhance the overall hiring process. The days of one-size-fits-all are long gone. In fact, HR practitioners shouldÂ expect platforms and tools tailored to nuances such asÂ industry sectors; geographic regions; and specific qualitiesÂ of their target audiences, including stage of career,Â generation of workforce, business function, and skillset.Â Seamless integration by the RPO organization of all theÂ various platforms and toolsâincluding proprietary, third-party,Â new, or existingâis necessary to provide a greatÂ user experience.
Some of todayâs RPO tech tools are mission-critical toÂ succeed in the war for talent. They provide organizationsÂ with the ability to find the talent they want and need toÂ succeed. In 2017, most RPO providers with a proprietaryÂ recruitment platform offering made significantÂ enhancements that focused on five main areas:
1. Mobile-enabled. In addition to offering platformÂ accessibility on tablets and phones, some providersÂ incorporated a mobile-first approach to design.
2. User experience. Improvements to the user experienceÂ include a more personalized approach with click-to-applyÂ technology.
3. Automation. Bots have enabled process automation inÂ several ways, including pulling of candidates from socialÂ media platforms; screening candidates; identifi cationÂ and ranking of candidates; reviewing video profiles andÂ assessments; and giving instant feedback to candidates.
4. Use of AI. Artificial intelligence can aid in the sourcingÂ of passive and active candidates and the measurement ofÂ likely candidate success.
5. Multi-functionality. In addition to applicant trackingÂ system (ATS) functionality, platforms increasinglyÂ incorporate customer relationship management tools and/Â or vendor management systems.
The focus on these five improvement areas will onlyÂ intensify in 2018 as RPO service partners compete to offerÂ the next best thing in HR technology. Other tech toolsÂ offered by RPO partners include:
- Video interviewing tools. Todayâs tools, with both liveÂ and on-demand capabilities, can decrease the lengthÂ of the hiring process and reduce the cost of bringing inÂ candidates in the early stages of hiring. They are oftenÂ mobile-enabled, branded to an organization, and easilyÂ integrated with ATS and recruitment platforms.
- Online game-based assessments (GBAs). A good way toÂ screen out candidates at an early stage while shorteningÂ the length of the hiring process, GBAs can also helpÂ organizations differentiate themselves in the marketplace.Â GBAs are an engaging way to measure candidateÂ competencies and obtain job-relevant insights whileÂ enabling fairer and more objective selection decisions.
- Onboarding tools. RPO partners often offer onboardingÂ tools to provide candidates a better hiring experienceÂ and keep them engaged following the job offer. ToolsÂ enable personalization of content for candidates via emailÂ and text message; access to online activities, courses, andÂ content; and checklists for the first day.
- Career site improvements. By leveraging third-partyÂ recruitment marketing platforms, RPO partners helpÂ capture leads in the form of candidates visiting the careersÂ site; track activity; give candidate insights; enable talentÂ pooling of best-fit candidates; and develop targeted/Â automated marketing campaigns to particular groups ofÂ candidates.
- Web crawler tools or spiders. Essentially process bots thatÂ trawl the Internet, web crawler tools can provide an edgeÂ in locating prospective candidates in the job market. ForÂ example, a process bot can search for phrases like âboredÂ in my job,â flagging candidates looking to change jobsÂ before they formally start their process.
While these tools have all revolutionized the talentÂ acquisition process, the really exciting part is that there areÂ probably other technologies just about to emerge that willÂ transform hiring even further!
Nikki Edwards is an HR outsourcing principal research analyst forÂ NelsonHall.