Talent is an organization’s greatest asset. Services and business plans can be copied, but an organization’s people are distinct – a differentiator that can separate a company from its competition. Today, many leaders have come to understand the bottom-line impact of bringing in top talent, yet the challenge often lies in deciphering what approach to strategic talent acquisition is best for your organization.
Would talent goals be best met by building an internal team, outsourcing complex functions to a third-party while keeping others in-house or wholly investing in a Recruitment Process Outsourcing (RPO) partnership?
This paper provides insight into what type of investment may be most beneficial to your organization, by exploring the key components of each model – Enterprise RPO, Hybrid RPO and in-house recruitment – including vital considerations such as technology, control, scalability and return on investment.
