Things can really begin to snowball when internal HR teams face constraints in their recruitment function. Whether it’s budget limitations, a lack of capability, or operational inefficiencies, a whole range of situations can impact a mine site’s ability to attract and retain top talent.
Many HR departments, despite their expertise, may not have the ways or means to run efficient recruitment processes internally, especially when faced with a bulk recruitment campaign.
In many cases, the department just isn’t built for it, explains Justin Campbell, Head of Projects at Globe 24-7. “A lot of HR specialists might not necessarily be recruitment specialists, so often a good idea for them to look at bringing in external resources to support them for a short project, so they build a good foundation.”
“RPO is a good option when a company might lack internal capability or capacity in their HR team,” says Justin who oversees all of Globe’s RPO projects globally.
Recruitment bottlenecks can cause a backlog of open positions, which impacts the company’s ability to maintain operational efficiency. And that’s the last thing your mining operation needs.
When recruitment processes fall behind due to a lack of resources, the pressure can be felt throughout the company. As Justin points out: “This can leave the company with poor time-to-fill ratios, put a lot of pressure on current workers, and place pressure on their management team.”
How does RPO help?
By partnering with an external RPO team, companies can tackle their recruitment challenges quickly, and with the expertise of talent acquisition specialists who know how to effectively recruit for those volumes.
Justin highlights the crucial role of RPO in such scenarios:
“Recruitment Process Outsourcing can quickly assist to fill the backlog, set up good systems and processes for the internal team, then hand over once the project has been completed.”
This means that implementing RPO not only addresses immediate staffing needs but also establishes key recruitment frameworks for the future. RPO teams bring proven methods and processes that can streamline the hiring process and be adopted by the company moving forward. These might be tools to swiftly identify suitable candidates, manage recruitment campaigns with appropriate documentation, and ensure a seamless onboarding experience – depending on the specific needs of the company.
Whether enhancing existing HR capabilities or managing large-scale recruitment drives, RPO offers flexibility and scalability that under-resourced internal teams may struggle to achieve independently, leaving them free to focus on their core business objectives.
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