Welcome to the recruitment hackers podcast. A show about innovations, technology and leaders in the recruitment industry brought to you by Talkpush the leading recruitment automation platform.

Max: Hello everybody. And welcome back to the recruitment hackers podcast. I'm Max and I invited today to our podcast, Mr. Craig Sweeney, from WilsonHCG. Welcome Craig. 

Craig: Hi Max. I'm glad to join you today. 

Max: Thank you. Thank you for joining and putting yourself in front of the computer on such a beautiful sunny day. I can see the weather is unusually balmy in Manchester.

Craig:  It really is. Yes, this is the one day of the year the sun comes out and it's not cloudy and raining, which anybody who's been to Manchester before would know is the usual lab, usual blend of weather we have here. 

Max: Amazing, amazing. Here in  Hong Kong, we are locked at home, unable to go to work because of a tiger flu. So,  it'll come your way. It should get there in about three months time.

Craig:  Stay safe.

Max:  So Craig tell us what you do, and what your company does! 

Craig: Okay. So, we'll say HCG, for those of you who don't know, is an organization. We are a talent consultant firm largely built around RPO solutions, but then more broadly around anything really that links to talent acquisition, from a consulting perspective, from continuing workforce solutions, as well as our kind of core RPO solutions.

My role is within the business areas, as part of our executive team, I lead everything around new plan engagements. I've got a global team that stretches from Japan, Singapore, through Europe and then into North America. And within my remit is our new business growth team. We've got our solutions team and then our implementation function. So essentially my group owns everything before a client actually goes live and becomes a client of ours. 

Max:  Okay. New solutions team, you call it. Right?

Craig: Yeah. So we've got a technical solutions team that helped to architect the solutions that we're actually putting in place for clients, both commercially, but also in terms of their structure. When they're complex global solutions, it takes some detailed kind of building out to have the right capability. And particularly when that's encompassing things that aren't just, you know, one type of hiring. It may be that we're hiring for specialist roles, high volume roles, graduate and internships or within the same solutions. Building that out and making sure we've got the right team to deliver for our clients when it's on a kind of medium or large scale, is often quite complex.

Max:  I guess, the bigger, the volume, the more technology seeps in. And then the lower the volume, the more an organization like yours will be competing with maybe smaller staffing firms.  Is that a fair statement? 

Craig: I would say increasing technology is important in most scales of solutions that we build out. Because, I think even for those organizations that are maybe just recruiting in the, you know, in the hundreds, rather than the thousands. Having the right technology in place to help fulfill their critical business impact in roles, through whether or not last through engagement attraction, or building our future talent pipelines is all really important.

Creating a great candidate experience and making sure we're out competing some of the other businesses that  are trying to hire the same talent is super important. 

Max: Well, you may have seen in the news that there's been a little bit of M&A this year in the technology space. Just last week, there was a company called Elio that was acquired by HireVue. There was a Sunroom in the UK that was aquired as well over the summer. It seems to me that video.  I don't know if it's hot or not, because sometimes, I mean, it's definitely being talked about a lot in the age of remote hiring and work from home hiring, as the killer app, you know, 15 or 20 years after its conception. This is a first situation. 

But at the same time it looks like those companies never really got to the next stage. And I'm thinking, I'm thinking about it because you're talking about, you know, hundred of hires and I guess with these kind of environments, video interviewing, even then, you know, for an executive hire, you don't know if you're going to use video interviewing for an executive level hire, basically, right? It's going to be a little bit awkward to do an asynchronous video interview. 

Craig: Yeah, I think  it's interesting, you know, video interviewing and as you say, it's been around for many years. I think right now, everybody  in this short space of time with everything that everybody's gone through over the last six months, eight and months, yeah. 

Video technology has just become part of everybody's life. You know, if I'd ever talked to my parents about doing a video call, you know, a year ago, they would have gone, wow, that's crazy. Or, you know, people actually thinking about doing interviews over video, they would have said that's not possible but actually now.

I think it's just crept into society and that's when you really start seeing, I think, change happened very quickly when it just becomes accepted that this is a way that people operate. So it doesn't surprise me that, you know, video is kind of the core of some of those acquisitions right now.

Max: But now these companies have to add other things. Right? Because video is so omnipresent and everywhere that it's just not enough to do just video. Right? 

Craig: I agree. 

Max: That's the realization. And so, are the big guys, like the big enterprise software companies like SAP and Oracle, do they have a live video native solution? Do you know? 

Craig: I don't believe so, but whether or not there's products that are in development, possibly, 

Max: They can always do bargains anyway.

Craig: Yeah, exactly.

Max: And so, this is a very general question, for an RPO recruitment process outsourcing specialist. You're  asked to deliver a number of hires. Right? A number of hires and then retention after that. Probably those are your two key driving metrics. With that,  do you also get certain targets around? Like we want you to replace. You know, we want you to change this process and we want you to change this piece of technology? Or it's more of a, you know, deliver the heirs at whatever cost you want, and using whatever technology you want we just want the results?

Craig: Yeah. I've been in and around RPO since, before it was called RPO. It was, you know, before it even took on that title. And I think if you look at the history of how RPO has evolved and developed. If we were talking 15 years ago, RPO was very much a transactional solution for most organizations where it was around. How do we deliver on a certain volume of h...