As the world sees seismic shifts in talent, with older workers making way for younger employees, as well as economic power transferring from West to East, and technology bringing in more automation than ever before, businesses need to be ready.
A key component to success in this new environment is RPO 3.0, which builds upon previous generations of Recruitment Process Outsourcing (RPO) by adding more long-term, strategic value. A recruitment solution that was once reactive and descriptive has now become predictive and prescriptive.
In a recent webinar, “Overcoming Global Talent Shifts in Asia With RPO 3.0,” two of Cielo’s top experts on RPO in Asia, Paul Daley, Senior Vice President – APAC, and Kumar Bhaya, Client Solutions Director – APAC, highlight the talent acquisition challenges inherent in a region as vast as Asia. With so many different countries, languages, cultures and geographies in play, the recruitment solutions cannot be one-size-fits-all.
Paul and Kumar speak to how contingency workers are having a much bigger impact on the APAC workforce. In Japan, for instance, the “haken” have gone from being an afterthought to making up 30% of the country’s workers in just the past 15 years. Singapore companies are also expecting the growth of their “non-employee talent” to far surpass the global rate.
With organizations facing such increasing complexity, RPO 3.0 offers nuanced solutions that offer true strategic value. Paul and Kumar share examples that illustrate the leap from RPO 2.0, where answers would have been more general with regard to the type, source, quality and cost of talent, along with the time for which the talent is required. With RPO 3.0, organizations will get specific answers to a question like deciding whether the best fit for the position would be a permanent hire in the U.S., a freelancer from China or an internal promotion from Germany.
Listeners also are treated to a detailed examination of the Build vs. Buy decision – whether companies should rely solely on their internal talent acquisition team or enlist an RPO partner. While there are some universal truths, making that call in Asia is dependent upon different factors than in Europe or anywhere else.
After an hour spent with Paul and Kumar, you will walk away being well-versed in:
- Global shifts (Demographic, Economic, Technological and Behavioral) and their impact on the workforce
- Imperatives for HR, especially the talent acquisition organization
- The emergence of RPO 3.0 and how it differs from the earlier generations of RPO in terms of objectives and benefits, scope, and technology leverage
- Challenges and best practices in realizing RPO 3.0