Market disruption is a problem for organizations built on predictability and risk aversion. The current state of talent acquisition is not fluid enough to handle fluctuations in the pendulum between supply and demand of labor. The good news is that RPO can drastically improve the odds of readiness.

Setting the Stage
The last 40+ years have seen a lot of ups and downs in the market that have psychologically pushed organizational leaders to be more risk averse. In Best-in-Class Companies Build Resilience with Learning & Development, Aberdeen called attention to the fact that as the market trudged through these whipsaws, trends in the chosen model for globalization encouraged less corporate risk-taking leading to a profound lack of long-term investment in talent.
Today, talent acquisition (TA) teams are starved of the resources, tools, and actionable insights they need to respond properly to market shifts that impact the way they strategize to attract and retain top talent.

A Faulty TA Setup
Best-in-Class TA teams are 61% more likely than All Others (50% vs. 31%) to find that a lack of data unity significantly hinders their ability to strategize around employee engagement, growth, and retention.

Best-in-Class companies are 61% more likely than All Others to find that a lack of data unity significantly hinders their ability to strategize around employee engagement, growth, and retention.

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