Over the last year, as we have seen the economy begin to emerge from its recession, many organisations are now in a position to review and update the way they attract and engage with current and future employees.
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Following my last post, I’ve spoken to a number of organisations currently having the same debate, and seen many comments which have opened up interesting discussions. As we all know the recruitment landscape needs to change from traditional recruiting, the “fill a vacancy” recruitment practice, to a focus on building strong employment brand, social networks, mapping competitors and putting in place talent pipelines. But does that really happen?
A powerful model – a golden circle and the question “Why?” Simon Sinek discusses the priciple behind every successfull person and business. A simple yet powerful model for how leaders inspire action, starting with a goldern circle and the question “Why?”
RPO has been in existence for over twenty years now, with many organisations selecting to outsource either all or some of their recruitment activity to a third party. Over the years, there have been differing levels of success in this space for both companies and RPO providers alike. Many companies believe that only the lower level, transactional elements of the resourcing function are more cost effectively managed externally and often cost has been the driver for many of these RPO partnerships.