Companies need to adapt. If they do not adapt then they will lose out as their competitors will. In terms of talent management this has created more competition in an already competitive environment and resulted in applicant or talent shortages to supply the demand of organizations. There was a realization that the talent base could no longer be limited to a certain demographic especially at a time where applicants openly embraced a new trend in fulfilling their profession that posed as a damaging threat to companies, telecommuting or better known as work from home. It was harder to reach out to talents now, where everything was web based, job vacancies on newspapers ads or magazine inserts were simply ignored and referrals were not as lucrative as they used to be. That is because the use of technology was so convenient. The challenge every establishment had to face was not a simple one after all, changing processes in line with corporate goals costs money, time, research and effort.

An even greater challenge is creating a whole new business model that would be, again, a necessity in changing processes. Altering merely one process requires an alteration to all the processes in place and the ones affected most are under the human resources department. Not only because they hold the sole responsibility in creating these modules to be implemented but because the process involves the whole employee lifecycle and effects those aligned with it as well. The most crucial is talent management.

Like most processes, talent management, is also broken into a number of sub-processes namely workforce planning, talent acquisition or recruiting, onboarding, performance management, training and development, succession planning, compensation and competency analysis. It is an integrated system that involves the whole employee life cycle and starts with the most critical to businesses, recruiting.

While recruitment is known to be almost always traditionally in-house, this is not the case today. Outsourcing has become a necessity because of the evolution of the workforce. There is a vast need for recruitment outsourcing especially for big organizations that need to fill in their job vacancy slots in a very narrow span of time. Yet, recruitment outsourcing is nothing new; it has been a business practice for centuries now. Its true potential was not realized and developed until the late 19th century when standard outsourcing processes were just not enough anymore, there needed to be a better process, one that would be streamlined and aligned to a clients company goals. Thus, recruitment process outsourcing was created.

The goal of RPO is to customize your recruitment process in such a way that will be beneficial to your organization. Studies have shown that implementing strategic sourcing for your organization benefits in providing an end-to-end employee life cycle solution, cost-efficient in a way that you acquire both expertise, research and ROI studies that have been proven, a better talent base, improved productivity, reduced time in hiring and bringing the process in-house to align to you corporate goals allowing flexibility and customization.

There are stages required in creating an RPO enumerated as defining the scope and strategic direction of the project to begin with, discovering the scope of the recruitment process so your clients may understand and analyze you underlying goals, motivations and strategies which helps them integrate this into the framework that will be created, designing the new framework and completely removing old processes that were not productive and beneficial, developing and testing the designed processes, deploying the new process accompanied with orientation and training of involved HR personnel that will be responsible in the roll out and finally delivering the recruitment outsourcing results.

Now that you have the perfect recruitment outsourcing, it is ultimately crucial to integrate this into your talent management system to ensure continuity in success minimizing the possibility of attrition or talent incompetence. The beauty of RPO is it makes every variable involved in the recruitment framework measurable allowing for accurate forecasts in your company needs eliminating a huge percentage in the probability of risks materializing. It also utilizes the benefits of Web 2.0 allowing for visibility of candidates initiating pre-employment engagement that should lessen the likelihood of a talent not coming onboard boosting on your company's branding.