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This article is brought to you by Alexander Mann Solutions.
Founded over a decade ago by CEO Rosaleen Blair, her vision for Alexander Mann Solutions was to revolutionise and professionalise the way that blue-chip multinationals attract and retain the best talent and help the best people in the industry reach their full potential.
As technology continues to upend the industry, Alexander Mann Solutions has delivered on that vision as a true pioneer in the recruitment process outsourcing (RPO) industry.
Recent gold award winners of Human Resources’ Vendors of the Year “Best RPO Partner”, Alexander Mann Solutions is at the forefront of the evolution of the industry from Rolodex (recruiters personal handwritten network) to predictive analytics.
When RPO first established its role in the human resources industry, it did just as the name suggests, it outsourced the recruitment process to an external service provider.
RPO firms were tasked with finding a needle in a haystack through newspaper adverts, phone calls and referrals, while the recruiter Rolodex focused on filling immediate vacancies rather than long-term strategic goals.
In just 10 years, the role of the RPO has evolved in a way no one had dreamed of previously. Now a true partnership has been formed with clients that go beyond job vacancies.
Today, experts can tap into wider talent pools, better identify and analyse where skills gaps lie and evaluate when individuals are likely to leave in order to create strategic workforce plans.
“The biggest change is that RPO is no longer ‘outsourced’ in the traditional sense. The evolving nature of talent and indeed corporate requirements has led to greater integration of RPO teams with their clients and talent networks alike,” says Caleb Baker, managing director for APAC and the emerging markets.
The ability of Alexander Mann Solutions to cater to each client’s needs and work as a team has seen the firm survive and thrive in its ability to help its clients anticipate changes in their industry and take advantage of what lies ahead.
This takes a flexible and innovative mindset that Alexander Mann Solutions exemplifies by giving employees autonomy over where and when they work. The capabilities of technology, corporate culture and the expectations of the millennial generation are rapidly changing demands.
Organisations, which don’t offer their people, the option to work in a non-typical way must consider becoming less prescriptive around location or hours or risk losing their best talent to employers, which do.
Alexander Mann Solutions’ clients who employ flexible working options report increased productivity and improved employee wellbeing, as well as enhanced talent attraction and retention.
For organisations to continue to thrive, agility is key.
In 2017, auditing firm PwC released its future of work report that stated 65% of people would like to work for a company with a strong social conscience and most potential employees are looking for a firm with a culture that aligns with their own social awareness and beliefs – a trend long identified by Alexander Mann Solutions. It helps its clients realise traditional recruitment is changing so it forges partnerships that sees RPO teams become truly embedded in an organisation.
Technology has certainly led to an overhaul of the RPO sector, and according to Alexander Mann Solutions, it will continue to disrupt and shape the recruitment industry.
“As predictive analytics begin to play a greater role in recruitment strategies, these data-based predictions enable an individual’s core competencies, soft skills and personal profile to be assessed, with little bias, in line with the role and company culture,” Baker said.
“More importantly, it is this tool that can pre-empt which existing employees may be looking for a job move – handy information in an uncertain world where the war for top talent is rife.”
Baker predicts that niche recruitment firms will dominate the sector where they will increasingly work together to deliver the best results possible for clients and candidates in the future.
“For organisations to continue to thrive, agility is key. Without the ability to adapt quickly and seamlessly to the evolving market, talent acquisition and management strategies will quickly become outdated and irrelevant.”
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