RPO in Central Europe
For the past few years, the recruitment and staffing industry have been under constant pressure to reevaluate their service delivery strategies. Every business has always tried to find the best solutions to standardize and optimize their operations to achieve scalability, decrease costs, reduce time to hire, increase the quality of hires, build a high-quality talent pool and obviously maximize ROI.
In the light of current circumstances, as a leader of Polish Recruitment Delivery Centre, I have started wondering whether RPO (Recruitment Process Outsourcing) is still a good strategy for the business, and will it survive the upcoming and inevitable storms in the global economy. For the past 10 years, Krakow offshoring market has been an increasingly large component of the global business operations. Clearly, the offshore alternative offers immediate savings and enterprises have been getting much more skilled, confident and proficient at managing their processes remotely - whether by an outsourced provider or their own offshore service centers.
Despite the recent turbulences that the world has been experiencing due to the virus, there are a lot of articles and commentaries that seem to prove the thesis statement that RPO will still remain attractive and beneficial to the business. However, will it be the same? Will the model of offshoring recruitment change? What do “offshoring centers” need to offer to be still in the game?
I have reached out to 4 of my work colleagues who are based in different parts of the world: Australia, the UK, the US and Canada and asked them a few questions about their experience with offshoring recruitment services. All of them admitted that the beginnings were tough: they had to learn about remote management, understand cultural differences and local legislation, overcome their concerns of losing control and the quality of service and learn new communication styles. Nevertheless, all of them claim that early stages, which were by all means very challenging, were definitely worth all the effort.
One can say – it is an obvious statement! Of course it is. However, what is most important, from all the responses I received, despite the strong and honest feedback at times, the unanimous conclusion has emerged: trust and partnership is a must.
The market felt that something needed to change. A Polish employee is no longer “cheap workforce” only. The financial conditions in Poland have changed immensely. Easy and repetitive tasks can be done by RPA solutions and it is a much cheaper option.
Employees know that they need to have expert knowledge and unique skills in order to offer specialized high standard service. On the other side, I observed that over the past couple of years, the global business’ thinking has started to change as well. The companies noticed that they can offshore not only cheap and simple tasks, but also they can access a wider well-educated and experienced talent pool. Some jobs require highly skilled resources, which cannot be compromised, and to match all the requirements there may be nothing better than offshoring, where the best skills, uncompromised quality and still lower costs are ensured.
This trend could have been achieved only by building common trust and partnership. Will this approach continue in the new reality? I strongly believe it will. In uncertain times, when money loses its value, trust and true partnership will help to defeat tougher moments and we will all get through them stronger, no matter where we live. There are many experts today claiming that trust is the currency of the future. I could not agree more.