How to choose a global recruitment tech in line with your global ambitions

Olly Harris

The application of a single global technology is fundamental to accessing the big data and predictive analytics needed in order for organisations to have true global visibility across the business. Fortunately, there is no shortage of high-quality solutions available to the worldwide recruitment market.

This breadth of choice, however, means that client organisations have a number of important decisions to make. One of the most significant considerations is to determine whether or not your RPO provider comes with their own technology, or that of a third party.

The advantages of the proprietary route include:

  • Cost effectiveness: this option typically offers the best available value
  • Quick turnarounds on upgrades and updates: the RPO provider is in control of the development lifecycle
  • In-depth product knowledge and understanding: the RPO provider knows the solution intimately and can provide expert in-house trainers
    Sophisticated recruiters, regardless of whether or not their RPO provider uses a proprietary solution, undertake a multi-staged selection process to ensure that they successfully procure and implement the technology that is of greatest benefit to them.

Here are five key considerations that focus on the essentials:

  1. Determine use
    There are several different options in terms of the kind of system that a company should consider, all driven by what it is most likely to be used for. Does the technology need to manage temporary or permanent recruitment, or both? Is a Vendor Management System (VMS) required to manage agency hires? Or will the system be used to manage non-agency hiring, such as direct sourcing, internal mobility and referrals?

  2. Assurance of expertise
    Regardless of whether the solution is proprietary or independent, ensure the RPO partner has extensive practical experience and understanding, and fully appreciates its strengths and weaknesses. Ensure that the RPO provider’s training offering is both based on the day-to-day needs of the resourcing team and sufficiently flexible to be adapted to individual organisational priorities and structures.

  3. Clarity on contracts
    When considering an independent technology, it is important to determine whether or not the contract with the technology supplier is held by the RPO provider or the client organisation. When upgrades are required, for example, this will dictate who is responsible not only for payment (although that has its own importance) but also for specifying what the technology delivers. While a three-way contract (client, RPO provider and technology supplier) might deliver what is required, the end client may require the simplicity and speed of process that comes from a single contract that empowers the RPO contractor to liaise directly with the technology supplier.

  4. Linking in
    It is essential to understand how candidate technologies link to other third party technologies. This is particularly important during pre-employment screening, for example, or when recruiters wish to utilise LinkedIn or incorporate other external tools.

  5. Easy interface
    Client organisations also need to satisfy themselves that the chosen technology allows easy Application Programming Interface (API) with external parties, including candidate relationship management platforms such as Avature. They must also ensure that the RPO provider has the knowledge and experience needed to provide expert advice and insight in this area.

For more information about implementing global technologies, download our Recruitment Outsourcing Insights report.

Resource Solutions' proprietary technology, talentsource, is an industry-leading recruitment support system. It is mobile-enabled, web-based and provides end-to-end talent tracking for our clients. Looking into a new ATS/VMS for your business? Contact us for more information.