Recruitment Process Outsourcing (RPO) in the Asia-Pacific region is evolving in response to new technology, corporate restructuring, and changes to the workforce. These changes pressure RPO partners supporting companies in the region to adjust accordingly to deliver the talent their clients need.
Kumar Bhaya headshot

What could these adjustments include? In a new article from HRO Today, Kumar Bhaya, Cielo’s Vice President of Client Solutions, APAC, discusses ways RPO partners must leverage the right technology and tailor solutions to help their clients succeed in this ever-changing market. He also discusses what the next generation of RPO in the region entails.

From the article:

“When RPO started off, the focus was on filling high-volume, mass, repeatable roles—perhaps 300 to 500 hires in just two to three skill categories. That has completely changed. The kinds of roles organisations want to fill now are not as homogeneous as they used to be,” observes Bhaya. He notes that this change has accelerated in southeast Asia over the past three to four years.

Take a life sciences company, for example. When launching a new drug, it would traditionally engage an RPO partner to ramp up its sales force, hiring hundreds of sales representatives in each market. Similarly, it might turn to an RPO company to consolidate its back-office functions in a large offshore delivery centre located in a low-cost market like Manila. Today, though, Bhaya says a life sciences client is just as likely to seek help filling more diverse positions like medical liaison officers, regulatory affairs experts, and health professionals.

The implication is substantial. “Earlier, you could do a simple short listing of candidates for roles that were in a few markets. Now, you have to do short listing of many roles over a larger number of markets,” Bhaya explains. In addition, solutions more often need to be tailored to each client.

Visit HRO Today to read the full article, “Next Gen RPO.