With many organisations managing multiple large-scale projects at any one time, it can often be easy to focus solely on the short-term requirements of their recruitment supply chain – given the immediate need to deliver services.
For some businesses though the radical change to the industry landscape at the peak of the global pandemic, identified opportunities to diversify and strategically target emerging markets to reposition their organisation – moving away perhaps from sectors that had traditionally provided a core revenue stream for their business.
As organisations begin to regroup and review their future plans, it provides a great opportunity to consider how well positioned their supply chain is to support their changing needs.
“When reviewing your recruitment supply chain, it’s crucial that you’re choosing suppliers that are flexible in the short-term, but also responsive to the bigger picture.”Lynda Finnerty, Recruitment Delivery Manager
As organisations begin to consider where they see their business in the next five years, they may identify that their recruitment requirements will also change.
The role of a centrally outsourced workforce management partner should be to work strategically to map out the future talent acquisition requirements and ensure suppliers are able to meet these challenges face on.
Factors such as potential skill shortages and legislation changes will also need to be considered – ensuring solutions are available to build talent pools and react to any changes in the market.
Crucially though, organisations need to know that their recruitment supply chain is responsive enough to continue to deliver a consistent supply of suitably qualified and skilled candidates to a level required to meet their future plans.
Linx partners with businesses to assess their hiring process, evaluating the responsiveness of their supply chain and identifying cost savings through streamlined processes and agile technology.
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