RPO partnerships can deliver a competitive advantage to organizations coping with the volatility of the COVID-19 pandemic.
With Tina Tromiczak, SVP/GM of Recruitment Process Outsourcing at ADP
The challenges of 2020 devastated some talent acquisition teams, heaped new demands on others, and ushered in a period of transformation as companies adapted to hiring in the remote climate. Now, organizations need to prepare for further uncertainty as they redefine the new normal in the post-pandemic workplace. Here, Tina Tromiczak, SVP/GM of ADP Recruitment Process Outsourcing, discusses how RPO partners are evolving their offerings to help companies cope with the challenges ahead.
A total workforce solutions approach delivers numerous benefits in a volatile business climate.
With Jennifer Spicher, Chief Revenue Officer, LevelUP HCS
The COVID-19 pandemic has had a massive impact on hiring strategies across the globe. The shift to remote work has accelerated digital transformation, globalization, and talent mobility, forcing HR leaders to adopt innovative hiring approaches in order to stay ahead in an uncertain business climate. Total workforce solutions (TWS), or the practice of leveraging a single process and technology suite to hire contingent and full-time talent, has emerged as a viable approach for companies coping with ever-shifting talent needs.
HR and TA leaders understand the value of engaging with an RPO partner in order to find, attract, and attain today’s top talent. In fact, Nelson Hall reports that RPO can:
- Decrease costs between 20-50%,
- Improve time to hire rates between 10-33%,
- And increase candidate engagement by 17%.
So how can organizations make the most from their engagements? Where does risk lie and how can they mitigate it? Cory Kruse, president of Orion Talent, shares tips for rooting out risk with Debbie Bolla in this new HRO Today podcast.
View the top-rated providers of total workforce solutions based on our RPO and MSP customer satisfaction surveys.
By The Editors
HRO Today’s Baker’s Dozen Customer Satisfaction Ratings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff.
A look at the projected 2021 forecast for key HR service market segments.
By Pete Tiliakos, Liz Rennie, and Nikki Edwards
Each year, NelsonHall takes a look at the activity of the HR services market to compile the top trends and predict a future outlook for the coming year. 2020 was a year like no other and COVID-19 has had a large impact on all business processes.
RPO partners have helped develop business continuity plans and implement the technology needed to recruit and onboard virtually during COVID-19.
By Nikki Edwards
So much for 20/20 vision! The world at large didn’t understand the potential impact of COVID-19 until it was too late, and many thought it would be over within a matter of months. And while most are glad to see the back of 2020, the reality is that organizations will have to work around COVID-19 for the foreseeable future.
COVID-19 has forced organizations to adapt to a new normal in record time, unlocking even greater potential.
With Tina Tromiczak, Senior Vice President of National Account Services for RPO, ADP
2020 has introduced many new obstacles for business leaders. From transitioning to a remote workforce seemingly overnight to adopting technologies that enable hiring in the new virtual reality, HR leaders have had to transform their businesses in record time. But while the path was fraught with challenges, companies have emerged stronger, more agile, and more resilient than ever. In this Q&A, Tina Tromiczak, senior vice president of national account services for RPO at ADP, shares how recent events have opened the door to even greater potential.
Employer brand is a key element of a healthy talent pipeline. Here are four ways to find the best-fit talent.
By Marta Chmielowicz
Over the past six months, organizations have been forced to reassess their business strategies. Companies went into survival mode, implementing hiring freezes, layoffs, and furloughs to manage their business in a time of deep uncertainty. But now, the conversation is shifting from survival to growth and continuity in what may be the new normal —and HR leaders are left to consider how they can do more with less while preparing their businesses for the future.
Deploying an adaptable TA strategy provides a competitive advantage in an uncertain market.
By Debbie Bolla
As market conditions continue to change, organizations that approach business decisions with adaptability and agility in mind will be better positioned to achieve their goals. A focus on flexibility allows businesses to stay ahead and be proactive during sudden changes. And this is no different for talent acquisition teams.
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