Traditionally-speaking, the total or partial outsourcing of recruitment processes has served as a way of reducing the costs of acquiring talent or covering a specific need at a given time. But little by little, RPO (Recruitment Process Outsourcing) has become a way of adding value to recruitment processes by improving their efficiency and effectiveness.
Much of this added value is due to the introduction of technology into RPO projects. From Talent Analytics to machine learning, to the automated screening of candidate profiles. The technology applied goes far beyond the digitisation of processes.
Three ways technology is revolutionising RPO
Faster and more efficient processes.
Through SaaS, ATS (Applicant Tracking System) and CRM (Candidate Relationship Management) platforms. The aim is to unify, centralise, automate and digitise processes through platforms that allow the integration of different applications. They make recruiting processes simpler, faster and more creative, and enable smoother communication with the client.
New ways of identifying, evaluating and managing candidates.
Thanks to Artificial Intelligence and Machine Learning, we are able to search online for the best candidates –even if they are not actively looking for jobs–, automatically filter CVs, and even interact with them through so-called chatbots.
For example, L’Oreal uses Mya, a chatbot, to save recruiters time during the first stage of the process. Or Seedlink, an artificial intelligence software that evaluates candidates based on their answers to an open-ended interview. IBM offers Watson, capable of answering questions asked in natural language. And others such as Programmatic advertising optimise the publication of job offers by showing them to people who could match the profile sought. For its part, CV Parsing extracts information from CVs. Other software is able to evaluate candidates, schedule interviews or even check references.
A new form of reporting and control.
A fundamental part of the outsourcing of recruitment services and is also the outsourcing of their control. Thanks to Talent Analytics tools, it is possible to predict work peaks and detect business needs. In this way, the supplier can anticipate and make the right talent decisions, not only for a more efficient search but also to provide the project with a sufficient and adequate work team.