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Finding the right talent has become one of the toughest challenges for businesses today, particularly in the context of talent shortages and inefficient recruitment processes. From healthcare to tech, critical roles are going unfilled—and it’s slowing growth.
A recent PageGroup survey reveals that organisations lose between seven and nine working weeks annually to unfilled positions and inefficient recruitment processes. This talent squeeze is expected to continue, with 46% of US businesses anticipating substantial difficulties securing key talent, while in the Netherlands, this figure rises to 76%.
Several factors are driving the current talent shortage, especially in key sectors like healthcare, IT, and manufacturing. An ageing workforce means baby boomers are retiring with decades of valuable experience, leaving gaps that younger workers aren't always ready to fill—particularly problematic in healthcare, manufacturing and engineering. At the same time, rapid technological advancements, especially in artificial intelligence (AI) and automation, are transforming job requirements, creating skills gaps that education and training programmes haven’t yet caught up with.
Workforce expectations are evolving, too. Many employees now prioritise remote work options and work-life balance. Market uncertainty has made job seekers hesitant to switch roles, reducing the available talent pool. Furthermore, fewer graduates are entering fields like accounting and the skilled trades, which is making it harder to find fresh talent in these areas.
“It's the perfect storm of factors,” explains Chad Creamer, Page Outsourcing’s Head of Operations for the Americas. “And the reality is only hitting organisations now.”
Despite these challenges, many organisations still maintain outdated hiring approaches that simply don't meet modern business demands.
Companies often remain over-reliant on long-term, permanent hires within specific locations, for example. Post-pandemic return-to-office requirements further reduce talent pools. As Chad Creamer notes, "Think about the challenge when there's a mandate that people come to the office. You’re restricting your talent pool to a specific geography."
Additionally, organisations focusing solely on full-time employees overlook alternative workforces like gig workers, freelancers and remote talent who could fill critical gaps. This is especially problematic in the IT and technology sectors, where rigid workplace requirements significantly impact hiring success.
The takeaway? Companies must adapt their hiring models to stay competitive. That’s where agile talent models, which offer organisations greater flexibility and specialised expertise to meet these challenges, come in.
“If companies aren't shifting to a more agile talent approach, they'll lose out in winning the race for talent,” says Chad Creamer.
Switching to an agile recruitment model like Recruitment Process Outsourcing (RPO) helps companies cut hiring costs by reducing overhead, smoothing out seasonal hiring and eliminating hidden expenses like bad hires and outdated tech. All this while improving efficiency and candidate quality.
One major advantage of RPO is the ability to scale your TA team up and down without committing to a permanent headcount. RPO providers maintain dedicated recruitment specialists who can rapidly mobilise when you require high-volume hiring or specialised searches and scale back when needs diminish. This ensures optimal staffing levels without carrying excess recruitment capacity during slower periods.
When market conditions shift—whether due to growth, economic pressure or industry disruption—RPO gives you the flexibility to adapt fast, turning workforce planning into a source of agility rather than a constraint.
For specialised roles, this access to recruitment expertise becomes particularly valuable. RPO providers have dedicated specialists who can identify hard-to-find talent, often making the difference between prolonged vacancies and successful placements. Top RPO partners offer a “glo-cal” approach, combining global reach with expertise on local nuances and needs.
"Our clients know their business, and we know recruitment," says Leticia Valente, Page Outsourcing's LATAM Sales Director.
Finally, outsourcing enables your internal teams to focus on strategic priorities rather than immediate hiring needs. By outsourcing the process-intensive aspects of talent acquisition, your leaders can concentrate on strategic workforce planning and building candidate pipelines for future demands.
To stay competitive, it’s important to see talent acquisition as a long-term strategy rather than a short-term fix. This means looking at creative solutions, such as embracing skills-based hiring and exploring non-traditional talent pools.
Reskilling and upskilling must take priority—even though some companies hesitate, fearing employees will take new skills elsewhere. However, as Leticia Valente notes, "What if they stay and you don't upskill them?" Investing in employee development enhances retention while positioning you as an employer of choice.
Leading organisations have embraced HR's evolution into a more strategic role integrated with business planning. "HR is playing a more critical role working closely with businesses to look at what the future workforce will look like," Chad Creamer explains.
Agile talent acquisition isn’t optional anymore—it’s how companies stay ahead.
RPO partners like Page Outsourcing are experts in helping organisations shift to a more agile talent approach. Choosing the right outsourcing partner is crucial from the start, so ask questions like:
● Do they align culturally with our organisation? ● Can they adapt to our specific requirements? ● What’s their approach to issues like recruitment tech?
Partner with a recruitment provider that offers bespoke solutions tailored to your needs, not a one-size-fits-all approach.
Successful implementation requires viewing outsourcing providers as strategic collaborators. As Chad Creamer puts it, “Our most successful clients treat us like an extension of their team.”Leveraging our deep industry expertise, global network, and flexible workforce solutions, Page Outsourcing helps businesses reimagine their talent strategies to build resilient, adaptable teams. Partner with us to focus on what truly matters—bringing in the right talent at the right time and setting them up for success.
Contact us to discover how our agile talent solutions can help you navigate the talent shortage and secure the expertise you need.
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