RPO and Talent Management Blog by Ochre House | Ochre Talk

In an in-depth report published last week by Deloitte we can see a stark presentation of some of the very real challenges that face businesses globally with regard to their talent.  At this particular stage of the economic cycle organisations are more vulnerable than ever and the level of competition for talent and future talent means businesses cannot afford not to act.    
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Over the past 24 hours two things inspired me to write this blog.  Firstly, at the annual UK Recruiter Awards ceremony a certain large RPO provider was boo’ed repeatedly by members of the recruitment community as they were nominated for various industry awards and now this blog post. 
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As the date for the general election nears, I am fascinated to see how all the major parties are dealing with the issue of the economy. For the first time in decades, neither party can do anything by way of offering handouts or incentives to win votes as all are confronted by the enormity of the national debt. The degree of constraint is quite unique and it isn’t yet clear to see how the competitors will differentiate themselves in their strategy to return the economy to solid growth. It will certainly be heated though, as the risks are still extremely high of a return to negative growth and division in opinions is starting to emerge.

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Feelings probably range from utter relief to wild celebration (but not on company expenses) and certainly 2010 looks like being less troublesome for HR, if not yet entirely predictable.  The “bloodbath” that was predicted a year ago was realised in many businesses, with redundancies and down-sizing rife across the board. Many businesses have changed shape and direction, had to develop new product and service offerings fast and have had to compete much harder with leaner work forces and often with different skill sets. HR has had to respond like at no other time in its history, suddenly back-to-back fire fighting and with less time for strategic planning. Employee engagement and recruitment dropped down the priority list as attrition rates plummeted and organisational development work rose to the fore as businesses tried to fit their new leaner, meaner work force to their new world that was emerging.
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