Organizations often commit hundreds of thousands, if not millions, of dollars into building company culture, trying to create an ideal environment for business growth and success. Unfortunately, the best-laid plans can go awry without the right people. Imagine trying to create a vibrant painting with pastel colors—it simply wouldn’t work. Recruitment Process Outsourcing (RPO) organizations focused on culture can recommend best practice processes to align employment branding, sourcing, screening, assessments, and selection to find job seekers for the culture you’re creating.
Changing Culture One Hire at a Time
Chances are you’re already clear on what your goal is in terms of company culture. The challenge is bridging where you are to where you want to be. As you’ll discover, company culture can be changed one hire at a time. For every employee you get on board that shares your vision and is aligned to your organizational culture, you move one step closer to making that vision a reality.
Recruitment Processes can be Enablers or Blockers
Each individual makes an impact. Your processes to hire, reward, and promote your employees can be what the Harvard Business Review dubs enablers or blockers. While the former foster company values and culture, the latter could actually hamper the effort and make things worse than before. So prior to engaging with an RPO, have them explain how each of the 5 areas mentioned above will be tailored to bring in talent to drive the culture.
Utilizing Innovative Sourcing Strategies
RPO providers have access to more resources to conduct passive or proactive employee recruiting. That is key in today’s job market given that the individuals best suited to your culture may not actively be out job hunting (at least not for long).
“Hope is not a winning strategy today in recruiting, strictly because of the pressure on the labor market,” notes David Reichard, President and CEO of Alluvion. “In fact, there is a huge labor shortage and not every company can get what they need. Companies must transform their recruiting strategies going forward.”
Relying on a job listing and hoping the right skilled workers find it during career or job searches just simply isn’t sufficient for most organizations. RPO providers have a dedicated pool of candidates who they can market opportunities to even when the individual is not actively job hunting. And they can cultivate a dedicated talent community of candidates with desired attributes over time. And through the use of more innovative sourcing strategies, they can often find talent that comes into the organization with a completely new perspective than candidates who are actively seeking employment.
Leverage Analytics and Processes to Make it Happen
RPO, when used to its full potential, makes the most of analytics and innovative process control, using metrics for continuous evaluation, testing, and implementation of new recruiting concepts. By observing staffing and industry trends, employee recruitment patterns, best practices and emerging trends, you’ll be able to acquire the right candidates with the correct approach. Each hire nudges you closer to the culture you want the organization to stand for.
Fixing vs. Building
While training and education programs can try to “fix” culture gaps that may already exist within an organization, another advantage of RPO is that it builds up a base of engaged employees who will naturally improve company culture. It is often more effective to hire the “right fit” candidates to start. Resume shortlisting using AI/machine learning, as well as video interviews, fine-tuned screening practices and other technology advances aid in ensuring individuals most aligned to the culture are considered first.
Cascading Cultural Effect
As you build a stronger company culture, you should see increased returns in terms of retention, time to fill, cost-per-hire, and generally all your talent (as well as other organizational) KPIs.