Enterprise businesses often use decentralized hiring teams when staffing new locations or stores. There can be good business reasons for this choice, but in doing so, companies run the risk of losing access to critical data, analytics, and insights.

Enter Recruitment Process Outsourcing (RPO). RPO helps enterprises gain access to valuable recruitment data without sacrificing the flexibility of decentralized talent acquisition teams.

Data matters. According to one study, 71% of hiring managers agreed that to improve the quality of their hires, the recruitment process also had to improve. By collecting data, businesses can identify gaps, optimize spending, and ensure ROI on recruitment investments.

How RPO and data can give you a leg up on competitors

RPO can be part of a strategic and proactive approach to HR, which includes gaining access to data that would otherwise prove hard to get.

Data is particularly tough to gather when using decentralized hiring teams. In this situation, Head Office may want to track specific recruitment metrics. But is each hiring team collecting the same or any data? Are they monitoring metrics consistently? The data picture can quickly become fragmented, leading to lack of clarity about the state of recruitment across the system. Adopting RPO means business decisions can be made based on clear and consistent data insights—not guesswork.

This is why working with a partner can help improve a company’s competitive advantage. As the labour market tightens, the data advantage that RPO offers can help companies stay ahead of the competition when it comes to sourcing top talent.

How Mindfield uses analytics

At Mindfield, we help our enterprise clients track a range of metrics to help our team improve with every hire they make.

In order to make these metrics more digestible, our clients have access to comprehensive dashboards. Some metrics they can review include:

  • Average number of applicants per job/location
  • Number of days for the first candidate to apply for each job
  • Number of jobs opened
  • Job age distribution
  • Number of jobs closed with reasons (% filled vs. not)
  • Average number of days to update candidates in the HirePortal

Let’s take a look at how a couple of these metrics can help enterprise businesses:

For example, looking at the average number of candidates who have applied to each job/location, enterprises can decide where to spend recruitment dollars. Maybe certain markets or roles are tougher to recruit for. Only by looking at the data can a company know for sure.

Another key metric is how long it takes a store manager or local hiring team to update a candidate on the status of their application. At Mindfield, we follow up with store managers throughout the hiring process if they haven’t responded or updated a candidate’s status. This helps keep candidates engaged, and ensures a consistent recruitment experience for candidates from one location to the next.

As a big business, success comes from knowing that all parts are working together. RPO allows head offices to collect consistent and reliable data across the enterprise system. Insights can then be distributed back to teams on the ground to keep it all coordinated and running like a well-oiled machine.

Interested in learning more about how RPO can work for your enterprise business? Discover how Mindfield’s solutions help drive data-driven recruiting.

 

 

About Mindfield

Mindfield is a Recruitment Outsourcing solutions provider that partners with companies to create powerful hourly workforces. Our solutions combine a recruitment team, simple to use technology and a data-driven hiring strategy that promises to improve the quality of your hourly workforce. This approach focuses on tying business outcomes such as sales performance, tenure, and engagement to the selection, hiring and measurement of quality candidates.