April 13, 2023

Three years ago, the majority of company leaders thought remote working arrangements were just a niche trend. But the rapid rise and benefits of this work-from-home model have cemented its place in the modern world. In fact, 58% of businesses returning to the office are encouraging hybrid arrangements, according to a study from Omedia. While some leaders are stuck in the past, rigidly mandating that employees come back to the office, it’s clear that the future of work will be flexible. But what does this mean for your talent acquisition teams who must adapt to an ever-changing labor market? Let’s take a look at some of the challenges you could face and the advantages that a remote strategy can bring to your business. The Challenges of Remote Working Models While the rapid shift to remote work a few years ago solidified its place in the modern workplace, many organizations embracing this model struggle to develop an effective talent acquisition strategy around work-from-home arrangements. Due to their popularity among job seekers, remote positions often generate a large volume of applications that can be difficult to search through. Outside of the initial recruitment and screening process, remote models present a number of challenges to talent acquisition teams. For instance, when employees work in different time zones, it can create scheduling difficulties. Virtual work can also lead to technical difficulties that slow down your operations. In addition, a blended workforce of remote, hybrid, and in-office employees can create inequitable disparities around pay and benefits. While these issues are avoidable with proper planning and strategizing, they can complicate the talent acquisition process. However, many recruiters find that the benefits outweigh the pitfalls. What Remote Working Models Can Offer Recruiters Three years after the meteoric rise of remote work, countless organizations are questioning whether they should make the back-to-office transition and what that would even look like. From the employee’s perspective, it’s easy to see why working from home is preferred, but many employers remain unconvinced. Whether you’re still on the fence or you’re trying to champion flexible arrangements in your workplace, here are three key benefits that remote models can offer talent acquisition professionals: 1. Expand Your Geographic Search Recruiting remote employees enables you to expand your geographic search as far as you’d like it to go, be it in the same time zone or halfway across the world. With so many countries and cities to source from, your talent pool grows immensely, potentially yielding top candidates you’d otherwise have no way of discovering. Not only does this mean you have a greater selection of talent, but it also provides candidates from diverse areas and backgrounds. With the right remote acquisition strategy, you can find people that bring valuable new perspectives and ideas to your company. 2. Attract More Candidates If you’d like to offer remote working arrangements but still want to keep employees in the same time zones, you won’t be missing out. Just by adding a work-from-home option, you’ll have job seekers virtually lining up for the opportunity. According to a 2020 Slack survey, 72% of respondents preferred hybrid or remote working models; yet, a McKinsey study found that only 35% of employees have the option. That means that remote positions can not only attract more active candidates, but it also has the potential to sway passive candidates looking for more flexibility. 3. Increase Employee Retention In addition to growing a stronger candidate pool, offering remote or hybrid arrangements can also boost employee retention. While working from home can come with downsides for employees, such as isolation and issues with work-life balance, Tracking Happiness found that remote employees are 20% happier than those who work on-premise. Furthermore, the National Bureau of Economic Research reports that hybrid arrangements can reduce quit rates by up to 35%. At the end of the day, the willingness to work with employees on a flexible model is crucial to keeping them satisfied and retaining your workforce. Enhance Your Remote Recruitment Strategy With Envision Are you looking for help planning your remote recruitment strategy? Envision has the experts you need to design, implement and maintain an effective talent acquisition pipeline that delivers top remote candidates for your most critical positions. Contact us today to find out more about what Envision can do for your recruitment process.

March 30, 2023

​While you’re no doubt aware of the benefits of partnering with a recruitment process outsourcing (RPO) partner, the final decision will ultimately come down to your company’s leadership. Sure, you know that RPO is proven to cut costs and time-to-hire while delivering high-quality talent, but how do you convince the higher ups of this value? To help you build the business case for an RPO partner, let’s discuss how you can persuade your company executives. Presenting RPO Benefits to Different Leaders RPO provides advantages for everyone in your organization, but it’s important to remember that different positions have distinct priorities, such as: Chief Financial Officers (CFOs) are focused on cost savings. Chief Executive Officers (CEOs) want better talent in less time. Chief Human Resources Officers (CHROs) need strategic support and market insight. Talent Acquisition (TA) Directors focus on supporting struggling TA teams and better preparing for future hiring demands. You’ll want to tailor your pitch to speak to each executive and their specific challenges or concerns. Common Concerns About RPO Before you start espousing the benefits of an RPO partnership, you’ll need to prepare for the inevitable “what-ifs” that stand in the way of change. It’s certainly reasonable for leaders to have concerns, but many people hold common misconceptions, including: You’ll lose control over the process. The costs will be too high. There won’t be any flexibility. In reality, the opposite is true. Not only do RPO providers offer flexible services that adapt to your current recruitment processes, but they also minimize reliance on external agencies with an all-in-one solution. Plus, the high-quality talent you receive means that you won’t have to worry about the cost of a bad hire — which Northwestern University estimates to be around 30% of the individual’s first-year earnings. Some executives and internal TA teams might worry that RPO providers will replace jobs in the organization, but this isn’t the case. RPO offers a long-term, strategic partnership that builds off of each other’s strengths. Rather than take over your team’s functions, an RPO partner works with you to leverage the best qualities in both your internal and RPO recruiters. Building a Better Business Case Once you’ve familiarized yourself with the various concerns leaders may have and the unique benefits they stand to gain, it’s time to develop a solid case as to why your organization should outsource the recruitment process. Ensure Alignment on Culture and Objectives Start by assessing the culture and goals of both your organization and your potential RPO partner. Are your company leaders ready to invest in a high-quality solution for finding the right people? Do your companies share the same values and vision? Will your RPO partner ensure candidates have the necessary skills and culture fit to mesh with your team? Aligning on these points will be critical in laying the groundwork for a successful partnership. Leverage Data to Communicate Opportunities Next, you’ll need to clearly articulate and present the value an RPO provider could bring to your organization. While it’s important to tell a compelling story explaining why you need RPO, executives are often swayed more by data and hard facts. Leverage both to provide a transparent view of the benefits. For instance, if a potential partner advertises statistics like a 40% reduction in time-to-hire, include these stats in your presentation. Enhance Recruiting With a Holistic Sourcing Solution As the talent shortage impacts all industries, countless leaders are starting to see gaps growing throughout their organizations. According to a McKinsey survey, 87% of respondents say their company is currently experiencing or expecting skill gaps in the next few years. By positioning RPO as a holistic talent-sourcing solution that reduces the need for third-party recruiters, you check all the boxes for executive buy-in — from the CFO and CEO to CHRO and TA Director. Gain a Long-Term Business Partner Envision is more than just a recruiting company, we’re a long-term business partner for our clients. As a leading provider of RPO solutions, we have the expertise and experience to deliver flexible, high-quality talent acquisition services that exceed your expectations. To learn more about how Envision can help you develop a proactive talent acquisition strategy, contact our team today.

March 16, 2023

​While Japan covers an area smaller than the size of California, the island nation still boasts the third-highest GDP in the world, according to Investopedia. With a large, stable economy and a reputation for quality and innovation, it's easy to see why a foreign company might want to expand its borders into Japan. However, the country also presents distinct employment challenges, even for large companies. On top of competing for talent with Japanese firms, any business looking to recruit in the country will have to contend with different labor practices, work cultures, employee attitudes, and much more. This might seem like a steep learning curve, but Japan's economy and business landscape offers too much opportunity to ignore. To help you tap into this business potential and expand your global footprint, here's everything you need to know about talent acquisition in Japan. What You Need to Know Before Hiring in Japan Before beginning or even planning your recruitment process, it's essential to do your due diligence and research Japan. While specific employment laws and regulations are easy to find online, understanding the intricacies of labor trends, the working culture, and business etiquette isn't as simple. As an example, life-long employment is a common practice in Japan. Companies often use job fairs as a way to recruit university students and young professionals, getting them interested early on. Then, they'll hire a fresh graduate and develop that individual's professional skills and knowledge over time. Let's take a look at three critical aspects of recruiting in Japan: Age Demographics Japan has one of the highest populations of elderly citizens in the world, with nearly 30% of the country aged 65 and older, according to IndexMundi. As this large portion of the population enters retirement, any company looking to recruit in Japan will face mounting challenges in the years to come. While this workforce would normally be replaced by younger generations, Japan's long-declining birth rates mean that the labor market is continually shrinking. To overcome this problem, your recruiting efforts and employer brand must cater to students and young professionals who are job hunting for their first position. Labor Shortage As a result of the aging population and low birth rates, Japan has been experiencing a dire labor shortage. While there has been a rise in women and older people participating in the workforce, Japanese firms are still struggling to find the talent they need. According to Reuters, many of these companies are now raising wages to attract new workers and ease chronic talent shortages. Cultural Differences Perhaps the largest barrier to recruiting in Japan, outside of the tight competition for talent, is the cultural differences you'll have to learn. For instance, the average Japanese candidate is more cautious when it comes to choosing or changing employers. Nine times out of 10, they'll take a job offer from a well-known Japanese company rather than risk working for a smaller foreign one. There is also a stigma around changing jobs frequently. As a result, many job openings go to recent graduates without much work experience. Meanwhile, those who are employed tend to stay with their company for life. How Does Recruiting Differ Between Japan and the U.S.? Due to the unique culture, demographics, and employee regulations, recruiting in Japan is vastly different from the U.S. For example, it can be incredibly difficult to actually fire an employee in Japan, even for performance issues. Unlike the U.S., Japan doesn't allow employers to terminate "at will." This is because the culture places a greater emphasis on one's job, and people often dedicate their entire working lives to a company. This ties into the concept of "shinsotsu saiyo" in Japan — the traditional hiring process in which companies recruit new university graduates just as they enter the job market. Once they pass the interview and selection process, these employees often remain at the company for their entire careers. While shinsotsu saiyo offers a great deal of job security, the idea of "lifetime employment" is being contested as more foreign companies establish a work culture in which changing employers throughout a career is normal. In general, the Japanese labor market consists primarily of passive candidates. Whereas U.S. employees are always searching for the next opportunity, the average Japanese person is more concerned with security for themselves and their families. As a result, it can be difficult to find candidates for job openings. But how can companies overcome these obstacles? What Do Companies Need to Successfully Recruit in Japan? When it comes to recruiting top talent in Japan, the number one thing companies should focus on is their employer branding and messaging. Because Japanese workers are more likely to accept a job offer from a Japanese company, you'll need an effective way to not only get the word out but promote an attractive image to entice applicants. Start by creating and posting job ads. It's important to remember that Japanese people don't often use social media to find employment opportunities. Instead, post your openings on popular online job boards or attend job fairs to recruit university students and young professionals. Alternatively, you can partner with an RPO service provider with intimate knowledge and experience in recruiting high-quality candidates in Japan. Recruitment Process Outsourcing in Japan Recruitment process outsourcing (RPO) enables you to outsource part or all of your recruiting process to a trusted business partner. Whether you're opening a new location in Japan, or you're looking to hire Japanese workers for your foreign company, RPO provides you with deep regional knowledge and expertise to support your hiring initiatives. As a fully integrated partner with your business, they'll work with you to develop a proactive talent acquisition process that delivers high-quality candidates for any position. Envision is Japan's leading RPO firm, specializing in flexible talent acquisition solutions that deliver exceptional results. To learn more about recruitment process outsourcing in Japan, contact us today.

March 2, 2023

The last three years have seen unprecedented disruptions in both how and where we work. From the ongoing public health crisis to labor shortages and economic hardship, employers have had to face numerous challenges to secure the talent they need. Remote and hybrid work arrangements have been a key part of many organizations’ plans to overcome these difficulties, providing a competitive hiring advantage. The ability to hire top talent from anywhere in the world has been a great asset to companies, allowing them to fill niche skill gaps, attract more qualified candidates, and expand their teams to the international level. But how can organizations develop a global talent acquisition strategy that secures the best talent for their essential positions? What is Global Talent Acquisition? The process of talent acquisition involves sourcing, assessing, and securing the right candidates to develop or expand your highly skilled workforce. It starts with long-term strategizing to fine-tune your employer branding, enhance the candidate experience, and plan out your talent needs in advance. Global talent acquisition takes this process a step further by clearly defining your recruitment goals and strategies to attract the right talent from different countries. For foreign markets, a successful strategy involves careful research and planning to ensure your employer brand appeals to foreign job seekers. 4 Tips for Going Global With Your Talent Acquisition Strategy Whether you’re expanding into a new region or building out a diverse remote team, here are four tips to help you maximize your hiring success on the international stage: 1. Understand Regional Job Markets and Work Attitudes The first thing you must do before launching a global hiring initiative is research, as labor laws and candidate sentiments vary widely between regions. In addition to understanding the local language, employment laws, and labor market, you’ll also need insight into the unique culture, traditions, social norms, and employee attitudes that influence candidate decisions. For instance, you don’t want to accidentally offend someone during an interview or alienate candidates with an offer that doesn’t meet the general expectations of that country’s workforce. 2. Tailor Your Employee Value Proposition and Employer Brand Once you have a basic understanding of your target region, its customs, and culture, you’ll need to start thinking about how you should attract and engage potential employees. Your talent acquisition content (i.e., the job posts and position descriptions that make up your employer brand) should provide information that’s specifically tailored to the local region and labor market, and it also needs to be consistent with your corporate image and messaging. Similarly, you should also adapt your employer value proposition to regional expectations. 3. Optimize Your Outreach and Engagement To accommodate varying labor markets, you’ll need a dynamic outreach strategy that’s localized for each region. Pay attention to how top candidates search for jobs. For instance, in some areas, it might be normal for job seekers to work with agencies, while other markets may rely more on social media and network connections. By basing your outreach and engagement strategies on local preferences, you’ll be able to tap into talent pools you’d otherwise miss, giving you access to highly qualified candidates for your global team. 4. Offer Relocation Assistance to Accommodate Time Zones and Talent Supply While remote work can be done from anywhere in the world, it might be essential for employees to remain in the same timezone as the organization. On the other hand, the local talent supply might lack the workforce you need for highly specialized skills like software engineers. Whatever the case may be, a relocation package can help you attract and retain the perfect matches for critical positions. Keep in mind that asking someone to move countries is a big deal and different people have different needs, so your package should be personalized without being unfair to current employees. How Global Talent Acquisition Benefits From RPO Envision is a leading provider of recruitment process outsourcing (RPO) services, helping businesses like yours secure the talent they need to succeed. With deep knowledge and expertise in regional labor markets, our team can help you develop a global talent acquisition strategy that exceeds your expectations. Want to learn more about how RPO can benefit your business? Contact our team today.

February 26, 2023

​People are the engine of any organization; they can either drive it forward to success or cause you to break down on the side of the road. To get the right people on your team, you need an effective and efficient recruitment process that attracts top talent while mitigating costs. Of course, this is easier said than done, and it’s all too common that employers make a mistake along the way — especially in today’s challenging hiring climate. While a clerical error likely won’t have devastating consequences, a bad hiring decision certainly can. According to Northwestern University, a single bad hire costs an organization at least 30% of that person’s first-year expected earnings. But these decisions are often just a symptom of a larger, more systemic issue. As the competition heats up and challenges increase in complexity, it’s time to rethink your recruiting strategy. To help you make the right decisions, here are the top five hiring mistakes you need to avoid: 1. Delivering a Poor Candidate Experience Candidates are assessing your brand as much as you’re assessing their skills and culture fit. Something as simple as a missed email or late reply can leave a bad taste in their mouth, causing them to look elsewhere or lose interest. In fact, 58% of jobseekers declined an offer due to a poor experience during the hiring process. Companies simply can’t afford the consequences of a poor candidate engagement. When your recruitment strategy emphasizes the importance of a positive hiring experience, you’ll not only attract more applicants but keep them interested throughout the hiring process. 2. Rushing the Recruiting Process Hiring managers often feel pressured to expedite the hiring process, especially when vital positions are left unfilled. However, finding the right placement in a short turnaround can lead to immense workloads that overburden your team. This can cause high turnover in and of itself, but even worse, the time crunch can result in an unsuccessful hire that ends up costing you more in the long run. Instead of rushing to secure the first qualified candidate, take the time to discuss the qualities you’re looking for with your team and company leaders. Make sure you’re not overlooking any red flags and pay close attention to soft skills and culture fit. 3. Ignoring Culture Fit A candidate’s personality and ability to fit in with your work culture is vital to their success in your company. Without the right match, even top talent could end up causing conflict or leaving the organization altogether. On top of culture fit, many recruiters overlook an applicant’s ability to add to company culture. It’s essential to not just consider how a candidate will fit in and align with your company’s values, but how they will add unique value through their skills, perspectives, and experiences. 4. Confusing Job Descriptions Ambiguous or inaccurate job descriptions can quickly lead to confusion about a role’s responsibilities and requirements, not to mention your company as a whole. Without setting realistic expectations, you may end up hiring someone that leaves immediately once they realize the misrepresentation. When drafting your job descriptions, clear communication is essential. You’ll need to outline the exact primary job functions, showcase your company culture, and explain any professional development or growth opportunities. 5. Relying too Heavily on External or Active Recruiting If your recruiting strategy focuses solely on external candidates that are in the job market, you’re likely missing valuable opportunities. Look within your company and identify potential internal candidates. These employees already have the advantage of knowing your company and how it works, all you need to do is provide training to up- or re-skill them for a new position. Additionally, you can expand your talent pool by going after external passive candidates. These are people that are not actively job seeking, but effective outreach and an enticing offer can go a long way in persuading them to change employers. Revamp Your Recruitment Process With Envision Whether you want to attract high-quality passive candidates or you need help enhancing your strategy, Envision has the talent acquisition solutions for your business. As the leading provider of recruitment process outsourcing (RPO) services, our recruiters are experts in the industry, ready to support your success. Interested in learning more? Contact us today to see how RPO can help your team navigate today’s hiring climate.

February 16, 2023

Getting the right talent on your team is essential to your business's success, but the modern recruiting landscape is more competitive than ever before. Across every industry, organizations are facing new and evolving challenges when it comes to finding and securing qualified candidates, not to mention the growing skill and knowledge gaps. To enhance their talent acquisition function and gain a competitive edge in the job market, many employers are shifting tactics toward an outsourced recruitment approach. But what is recruitment process outsourcing, and why are companies switching to this model? Let's take a closer look at what recruitment process outsourcing is and how it can help your business: Attract high-quality talent. Improve the employer brand. Streamline the entire recruiting process from beginning to end. What is Recruitment Process Outsourcing? Recruitment process outsourcing (RPO) is when an employer partners with an RPO firm to design and deploy a tailored talent acquisition process that delivers qualified candidates in the short and long term. An RPO partner acts as an extension of your talent acquisition team, taking on part or all of your recruitment function. How Does RPO Compare to Traditional Recruitment Methods? The primary goal of any recruitment service provider, whether it's an RPO partner or a recruitment agency, is to help employers find the right employees. However, there's an important distinction in the way each of these solutions goes about finding and securing potential candidates. Whereas a traditional recruiting firm is motivated to expedite the hiring process due to the fees they collect on each placement, an RPO partner helps your business develop a long-term, proactive candidate pipeline. Whether you need end-to-end support throughout the entire process, or you just need to outsource recruitment for a specific hiring initiative, RPO offers a dedicated team to help you with business-critical recruiting functions. The Benefits of Outsourcing Your Recruitment Function Outsourcing certain or all recruitment functions is becoming an increasingly popular option for employers, evolving out of a need for high-quality talent often with specialized skill sets. This type of recruiting solution has significant benefits for businesses looking to reduce costs and attract better candidates, especially over traditional methods. Here are the top eight key advantages RPO can bring to your business: 1. Streamline the Entire Recruitment Process An RPO partner can manage your entire recruitment process, enabling you to streamline hiring initiatives with a proven, consistent methodology. They’ll meet your business where it’s at to help you develop a proactive talent pipeline while keeping your hiring managers and executives updated throughout every step. That way, you can eliminate inefficiencies and keep operations running smoothly. 2. Decrease Time-to-Hire According to the Society for Human Resource Management (SHRM), the average hiring process takes nearly 28 days from the point an application is submitted to the moment you hire the right candidate. This lengthy period poses a serious challenge to organizations looking to secure the best talent before the competition. An RPO provider works with you to minimize the time it takes to make the right hiring decision and close a deal, ensuring you have the best selection every time. 3. Recruiter Insights for Hiring Abroad If your company is seeking employees outside of your borders, whether for an international location or a remote position, an RPO partner can provide invaluable regional insights. Learn about local employer regulations, salary information, and the best channels and locations in which to start looking. With this advanced knowledge, you'll have no problem finding quality candidates wherever you need them. 4. Reduce Recruitment Costs One of the primary benefits of working with an RPO partner is the ability to minimize the cost of talent acquisition. Whether agency expenses are adding up, or you've become all too familiar with the cost of a bad hire, RPO provides a cost-effective solution for high-quality candidates. With an RPO partner, you can eliminate waste and improve efficiency across the board, saving money that’s better spent on revenue-generating activities. 5. Expand Your Talent Pool Job boards and fairs are a great way to recruit for some positions, but most highly skilled talent and executives aren't going to apply based on a short pitch or ad. In fact, LinkedIn estimates that 70% of the global workforce are passive candidates — those who aren't actively searching for jobs. An RPO provider helps you boost your employer brand and provides access to extensive talent networks to not only attract but convince candidates to come work for you. 6. Qualified Talent for Specialized Roles Finding and securing the right candidate for a highly specialized position can be incredibly challenging, especially as competition becomes fiercer. You need a recruiter with deep knowledge of the industry, required skills, and personality types that mesh with your company and fit the position. When you work with an RPO partner, you get this niche expertise, allowing you to achieve and exceed hiring expectations. 7. Minimize Employee Turnover A common complaint among hiring managers is that their current processes or agencies aren't effective enough at identifying which candidates will fit not just the position but the company culture as well. This issue often results in high turnover rates that cost your organization time and money. Your RPO partner will completely immerse themselves in your organization and company culture to fully understand what it means to be an employee and minimize the risks of a bad hire. 8. Flexible RPO Models Whether you're looking for temporary workers to meet seasonal hiring demands or you need full-lifecycle support, an RPO provider will meet you where you're at to develop proactive processes and strategies that deliver the right talent whenever you need it. At Envision, we offer complete flexibility with three RPO models: End-to-end RPO covers the entire recruitment process from sourcing candidates to securing each hire. On-demand and project RPO provides short-term support for fluctuating hiring needs. Talent acquisition consulting gives you expert advice in all aspects of the recruitment process. Interested in outsourcing your recruitment process to a team of experts? Reach out to Envision today.

February 2, 2023

​Amid concerns about a looming recession, supply chain challenges, and rising inflation, organizations are continuing to face significant talent shortages. At the same time, recruiters are facing mounting pressure to cut costs and deliver better results. So, how can you stay ahead in an increasingly competitive labor market? While leaders can take many avenues to meet hiring objectives, they often end up with a patchwork of solutions that only address the symptoms of a broken process or strategy. Recruitment process outsourcing (RPO) providers take a holistic approach, partnering with your business to understand and overcome both the daily and long-term challenges you face. But how do you know if your business could benefit from this form of business process outsourcing? Here are five signs you might need an RPO partner: 1. Fluctuating Hiring Demands Cause Disruptions Whether your organization experiences seasonal hiring challenges, or your demand for talent has varied widely recently, it can be difficult to find the right talent when you need it most. This volatility and the resulting time crunches leads to reactive hiring strategies that cost you more while delivering less. Oftentimes, reactive recruiters end up with low-quality hires that drag down retention rates. An RPO partner can adapt to your unique hiring needs with on-demand and project-based services for whatever situation you find yourself in. They’ll help you develop a long-term, proactive talent pipeline that delivers highly skilled candidates before your needs become dire. 2. Recruiters Are Overworked With High Turnover Recruiters play a vital role in selling your business to potential candidates, but they’re increasingly forced to do more with less. As a result, they often turn to external agencies that get paid per hire, incentivizing quick turnarounds over quality talent. This adds to the already growing workloads recruiters must bear, which can lead to high turnover rates for the people you need to build your organization. When you work with an RPO partner, you won’t have to worry about micromanaging or recruiter churn. RPO is designed to be an extension of your business, consistently supporting your recruitment function wherever you need it most. 3. Your Organization is Expanding to New Regions If your organization is expanding its global footprint with a new branch or office, you’ll need to secure the top talent in the local region. This requires expertise in things like language, regulations, cultural differences, and the other nuances that go into hiring people abroad. RPO experts provide you with deep multiregional knowledge to expand your global reach and recruiting efforts. They’ll help you understand all the norms, practices, and traditions of the local area to help your employee brand stand out in a new labor market. 4. Niche Skill Gaps Are Hard to Fill As the talent shortage continues, organizations across all industries are facing difficulties finding qualified candidates with specialized skills. This is especially true when it comes to filling niche skill gaps for highly competitive positions, such as data scientists or IT engineers. Not only do RPO partners connect you to a network of skilled professionals, but they also provide industry-specific knowledge that will help you attract and retain top talent for any position or skill set. 5. You Need to Cut Costs While Staying Agile and Competitive As agency and recruitment costs add up, companies are continually looking for ways to reduce spending while maximizing efficiency. However, they often still rely on reactive recruiting, which can become a costly cycle of poor hiring decisions, followed by low retention and a sudden demand. RPO reduces the need for external agencies, delivering high-quality talent that lasts. With a keen understanding of your company culture and values, RPO providers ensure that every candidate is a perfect match for your organization. On top of that, they’ll help you assess the competition, current market, recruitment costs, and much more to help you make the best decisions for long-term growth. Are You Considering an RPO Partner? Envision is a global leader in RPO solutions, providing flexible talent acquisition services for all manner of industry-specific hiring needs. Whether you need end-to-end support or a trusted consultant, we can help you elevate your strategy and build a proactive pipeline for top candidates. Interested in learning more? Contact our team today to see how Envision can exceed your hiring expectations.

January 12, 2023

Outsourcing within the recruitment industry is typically know as recruitment process outsourcing. RPO solutions can complement or even completely substitute an organization's internal recruitment function. There are many benefits to outsourcing the management of the recruitment function to an external recruitment expert. We have identified the top four: Improved Quality of Hire The right candidate is more than just a combination of experience and education. Numerous factors go into identifying the best person for a position. RPO providers have the resources necessary to source, screen, and hire the candidate who is the right fit for your organization not only in terms of experience and skill, but also in terms of personality and previous accomplishments. Additionally, RPO providers maintain a constant stream of candidates, which results in better options and a better new hire. Reduced Cost per Hire One of the greatest benefits of RPO is significant cost reduction. Companies often face hiring budget overruns as a result of steep recruitment agency fees that often exceed 30%, high job board subscription costs, and substantial turnover. RPO solutions provide an integrated recruitment solution that reduces your dependency on employment agencies while still maintaining fast time to hire and excellent quality of hire. Greater Flexibility and Scalability An RPO solution allows your organization to adjust your talent acquisition capabilities as your hiring needs change and fluctuate. Arrangements like project RPO are especially popular with organizations that find it difficult to forecast their needs or are experiencing rapid growth. Ultimately, RPO offers the option to scale up and down recruitment activity and resources to meet your current hiring needs. Enhanced Speed of Hire According to SHRM's most recent Talent Acquisition Benchmarking Report, the average time to fill a single vacancy is 36 days. This represents a long delay in acquiring urgently needed candidates and results in lost productivity and revenue as your organization is less equipped to execute your business objectives. RPO providers solve this challenge by working closely with hiring managers to understand specific job requirements, completing rigorous screening and assessment, and streamlining the offer presentation and onboarding process in order to create a quick and efficient hiring process for your organization.

December 29, 2022

Over the last three years, the job market has experienced unprecedented disruptions and volatility. As the global economy continues to stagnate and job markets around the world tighten, modern recruiters face numerous obstacles to finding the right candidates and developing a proactive pipeline strategy. At the same time, many employees are reevaluating their priorities, work habits, and current positions, with only 14% finding their jobs fulfilling, according to PwC. From shifting work arrangements and flexibility to compensation packages and company culture, these evolving employee demands are reshaping the way we work and, thus, the way recruiters attract and retain talent. To help you stay ahead of the latest job market challenges, here are the top four trends and innovations happening in the current hiring landscape. 1. Tech Layoffs Still Spell Trouble for Recruiters With experts warning of a global recession in 2023, many business leaders are being forced to rethink and restructure their workforces. Even massive tech giants like Meta, Twitter, Amazon, and more have been in the news for laying off thousands of employees. While it might seem like these furloughs will add more fuel to the tech talent pool, it seems like many employees are burned out. A recent TechCrunch article interviewed numerous tech workers who all had one thing in common: multiple lay-offs in the last few years. As a result, tech workers have become far more cautious about accepting new positions, favoring companies that offer stability and security over fancy benefit packages or new and exciting startups. 2. Remote Working is on the Rise In the early days of the pandemic, work-from-home models became the default for nearly every industry. Eventually, this became a preference for many people seeking a better work-life balance, and now, almost three years later, remote and hybrid working arrangements are here to stay. According to a McKinsey survey, nearly 35% of respondents are able to work from home full-time. As candidates come to expect more flexibility in where and when they work, companies will have to adapt and accommodate these demands to maintain their workforces. While not every position can or should be fully remote, offering hybrid and work-from-home options can be an excellent way to boost recruitment and retention. Plus, full-time remote positions have the added benefit of expanding your geographic search area and, therefore, your talent pool. 3. Diversity Adds Value to Your Team Another dramatic change impacting recruitment in the last few years has been the massive surge in awareness around social justice issues, particularly regarding diversity, equity, and inclusion (DEI). Employees want to feel represented by their company leaders, and employers want the diverse perspectives, strengths, and values that come with different lived experiences. That’s why 71% of HR professionals say their companies are creating and committing to plans that improve DEI metrics, Paychex reports. There’s no question that DEI is a vitally important aspect of recruitment, from both an ethical and strategic standpoint. However, these initiatives are meant for HR, not PR — that means candidates are looking for actions rather than words. To truly have an impact and gain candidates’ trust, you must clearly outline your DEI plans and demonstrate real progress toward your goals. 4. Automating Tasks With Artificial Intelligence The final trend making big waves in the job market is artificial intelligence (AI) or, more specifically, the automation capabilities AI brings. While this technology is in the early stages of development, recruiters are already using innovative tools to streamline and automate much of the recruitment process. For instance, some companies use AI for sourcing and matching talent, resume screening, and candidate engagement. By automating these previously manual processes, AI can be a great advantage to recruiters, streamlining their workflows while identifying the best candidates for any position. However, it’s important to note that human bias and rigid frameworks can influence the behavior of AI systems. This can result in missed opportunities from candidates that fell through the cracks. Elevate Your Recruitment Process With Envision Are you looking to create an effective talent acquisition strategy that can survive today’s hiring climate? Envision has the full-lifecycle recruitment solutions you need to adapt to any challenge. Our flexible services accommodate your current processes, developing a proactive talent pipeline that fully aligns with your business. ​ Want to learn more? Contact the Envision team today to elevate your recruitment process.