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Are You Ready for Your Next Talent Acquisition Challenge?

Solving Talent Acquisition Challenges Quickly Keeps Your Hiring on Track

 

Talent Acquisition Challenges come in all shapes and sizes and are typically as unique as your company. By partnering with Advanced RPO, you’re prepared when faced with your next talent acquisition challenge. Below are some of those that we help companies overcome on a regular basis. Our experts are equipped to handle these and any other obstacles standing in the way of a high-performing recruiting solution

 

 

Talent Acquisition Challenge: Our recruiting costs are too high and unpredictable.

 

How We Fix It: We help you gain control of recruiting costs and become a trusted advisor helping you better plan and forecast for future hiring needs. Below are some of the common issues contributing to this particular problem: 

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  • Agency reliance – Staffing agencies are the most expensive recruiting option with the least value adds for your investment. 
  • Hiring managers interview too many people – A strong recruiting and selection process begins with a meeting to understand the hiring manager’s criteria for the position. The process is then aligned to achieve these requirements therefore delivering a few high-quality candidates to the hiring manager to interview versus many which wastes valuable time. We focus on quality versus quantity which drives efficiency.
  • Not leveraging recruitment technology – There are a variety of platforms that can augment talent acquisition and deliver a positive ROI. Advanced helps you evaluate and implement the right technology to augment your talent solution.
  • Use of contract recruiters – Next to staffing agencies, this is another high-cost recruiting alternative.
  • Unpredictable pricing/invoicing – When faced with a high volume of requisitions or difficult to hire positions, oftentimes hiring leaders will use a shotgun approach to fill those positions. Without a talent acquisition strategy and escalation methodology, costs can easily spin out of control. Advanced RPO has cost discipline built into your talent acquisition solution while achieving the results you need giving you control over your program. 

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Talent Acquisition Challenge: We cannot hire fast enough to meet growth demands.

 

How We Fix It: Our scalable solution gives you the power to handle any hiring spike and is agile enough to adapt to ever-changing business initiatives. One of the powerful pieces of information we can provide is an assessment to estimate the amount of revenue lost due to open positions that age over 30 days.

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This information helps you and other leaders understand the impact of talent acquisition and the need to be prepared for unexpected hiring needs. Our flexible model is also a perfect fit for startups and high growth companies that struggle with building out a team to support the hiring needs quick enough to meet the demand. Our team is fully scalable and can quickly expand to align with your business needs. We are there when you need us and can scale down — saving you money — when you don’t. We are also implement metrics to better predict future hiring needs and can include a proactive pipeline into your talent solution to prequalify candidates to further streamline the process.

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Talent Acquisition Challenge: We don’t have the recruitment expertise to meet the specialized hiring needs of the business.


How We Fix It: Recruiting is our core competency, therefore we employ a large team of experienced recruiters with expertise within niche skillsets. Survey results continue to highlight our recruiters’ ability to build strong relationships with hiring managers and fill their unique openings.

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On average, our number of years of recruiting experience (across the entire recruiting team) is 10.4 years. If we segment our Sr. Recruiters, their average number of years of recruiting experience is 16.3 years.


Recruiting and selection expertise continues to evolve and our shared knowledge that we can lend to your organization expands on a daily basis. With Advanced RPO, you are no longer limited to the skill and knowledge sets of your internal team therefore helping everyone (your internal recruiters and ours) deliver a better solution.


We also have research, sourcing and analytic experts with insight that helps tackle even the most difficult positions to fill. 

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Talent Acquisition Challenge: It takes too long to hire and our company is losing out on talent.

 

How We Fix It: Reducing time-to-fill is a high priority for the majority of our clients. Our time, task analysis provides insight on steps in the process to improve that will help you hire faster and deliver a better candidate experience. Talent solutions need to include both an effective passive sourcing strategy as well as high engagement plan for active talent.

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Top talent does not stay on the market long so being able to attract and capitalize on those job seekers is important. On average, Advanced RPO reduces time-to-fill by 30% in the first 90-120 days of our engagement. Part of this strategy also includes building a strong employment brand and clearly articulate your employment value proposition – not only on your website but throughout the recruiter interaction with potential candidates.

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Talent Acquisition Challenge: We do not have any recruiting infrastructure — no one focused on talent acquisition. 


How We Fix It: This is the case for some of our clients who have grown beyond having talent acquisition reside within an HR generalist role. They recognize that they have grown and need to take the first steps to adding resources specifically focused on hiring.

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Our solution is a great first step. Our team helps you create the strategy including resources, technology, metrics and reporting so that as you build your team, it aligns with the needs of your organization. We are your TA function. Our team works as an extension of your HR team and offers complete transparency so you retain control of talent acquisition. With our team comes our experience and best practices of implementing hundreds of talent acquisition solutions. We know what works and what doesn’t. In addition, we continually evaluate new technology that supports the talent acquisition process and infuse this technology into our solution. Lastly, as your hiring needs change, our support team adjusts to meet your needs regardless of if hiring volume goes up or down. This scalability provides complete flexibility for you driving cost efficiency and the overhead of an internal recruiting team. That being said, our team often supplements internal teams as well. We can configure our team with your desires and business outcomes in mind.

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Talent Acquisition Challenge: Our process is not consistent or compliant.

 

How We Fix It: We evaluate your process for consistency along with ensuring you are utilizing technology to acquire and retain the information needed for a compliant process giving you peace of mind should an audit be required. We initiate a formalized Recruitment Process Assessment (RPA) which is comprised of both OFCCP and EEOC standards.

 

Talent Acquisition Challenge: We struggle to compete for talent.

 

How We Fix It: A strong value proposition along with a robust passive sourcing strategy are two key components needed to win the best talent. Over 70% of the candidates we recruit for our clients are passive – meaning they are not actively seeking a new job opportunity.

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Companies work hard to retain top quality talent and finding and engaging those candidates takes a combination of both research and highly trained recruiters. In addition, top recruiters have large networks of individuals on platforms like LinkedIn to aid in finding the best talent.


Advanced RPO can also evaluate your total compensation package, employment brand and your employment value proposition compared to your competition. This information is important in understanding potential gaps while focusing on areas of strength throughout the recruiting process.


In addition, Advanced RPO utilizes Gr8 People’s recruitment marketing platform that maximizes exposure for your open positions quickly after the requisition opens.


Lastly, high quality candidates expect a high-touch, responsive process which we help deliver.

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Talent Acquisition Challenge: My business demands responsive recruiting (difficult to forecast).

 

How We Fix It: While we don’t have a crystal ball either, we do have quarterly strategic reviews which includes a component to predict and plan for future needs. Better yet, our team remains ready at all times so when req volume exceeds a certain level, our team engages and handles the overflow.

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Our operational model is designed to allow us to easily adjust resources supporting your account for maximum scalability. Your account manager will have daily interaction with your talent acquisition leader(s) and will prepare a quarterly business review to provide insight on current metrics, milestones achieved and also address the ongoing changing needs of your business.

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Talent Acquisition Challenge: We don’t know our cost per hire.

 

How We Fix It: You are not alone. Many companies do not have a handle on the cost of talent acquisition. We deliver reports back to you with many key metrics including cost per hire so you can evaluate your hiring program and identify opportunities for improvement not only for overall cost but things like: time-to-fill, quality of hire and a variety of hiring process ratios.

 

Talent Acquisition Challenge: Our requisition volume varies greatly from quarter to quarter. 

 

How We Fix It: It can be difficult to maintain the size of recruiting team needed to adjust to high req volume fluctuation. When hiring volume is up, it’s all hands on deck. When req volume declines, what do you do with recruiting headcount overhead?

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Many rely on staffing agencies or headhunters to manage this situation. Our solution delivers better results, we are accountable to you and maintain your employment brand all at a lower cost. Our operational model is designed to allow us to easily adjust resources supporting your account for maximum scalability. Your account manager will have daily interaction with your talent acquisition leader(s) and will prepare a quarterly business review to provide insight on current metrics, milestones achieved and also address the ongoing changing needs of your business.

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Talent Acquisition Challenge: We need to build a better recruiting program but have too many competing priorities.

 

How We Fix It: Sometimes you just need a partner who will keep you on track and partner with you to manage the process of building a better program. Because we have designed and implemented hundreds of programs, our team’s approach is streamlined.

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We know the questions to ask, the people to involve and the best method to implement. We first evaluate the current state and understand your business objectives. From there, we will work with you to design a talent acquisition solution that meets your current needs and has the flexibility to quickly adjust as your business needs change. We have comprehensive implementation methodology and we remain focused on the candidate and hiring manager experience throughout.

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Talent Acquisition Challenge: We want to find better ways to source candidates and find qualified talent.

 

How We Fix It: Sourcing and recruiting is our core expertise. Not all sourcing channels are needed for all positions. Our research team develops solid sourcing strategies based on the position profile and market intelligence.

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We measure all sourcing channels relative to application, resume rating, phone screen, interview and hire. We use this information to maximize the sourcing channels producing the best results. In addition, we can build a talent community for your organization that engages candidate who are not ready to commit to applying and keeps them engaged until a position of interest comes along.

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Talent Acquisition Challenge: We want to utilize progressive recruitment practices like using social media. 

 

How We Fix It: Sourcing can literally include hundreds of different channels to find talent. Social media is no exception. Many of our customers give us access to their career-centered social media channels: LinkedIn, Facebook, Twitter, etc. We can post on those channels on your behalf.

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In addition, we can deploy a grassroots social media strategy where employees are encouraged to retweet, share and like career-oriented information. At Advanced RPO, we utilize a tiered sourcing strategy that begins with significant sourcing and market research. The most important attribute of a sourcing strategy is that it is effective. We ensure our solution delivers results.

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Talent Acquisition Challenge: We have a poor candidate experience that negatively impacts our employer brand in the marketplace.

 

How We Fix It: We find that some of our clients do not communicate back to deselected applicants or candidates. In some cases, they may communicate but it might take days for the communication to occur.

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Both of these scenarios leave a sour taste for candidates almost ensuring they will never apply again along with giving them the ability to cast your company and employment brand in a negative light with friends and family. Maintaining a solid brand and ensuring a positive candidate experience will become even more critical with the combination of talent shortages and competition gain momentum.


Advanced RPO creates responsive communication so that candidates understand the next step and if they are not selected to move on in the hiring process. This is critical so that your employment brand doesn’t suffer from negative feelings from deselected candidates.

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