TRANSFORMING TALENT ACQUISITION

IN APAC THROUGH RPO

Learn how organizations in Asia Pacific can establish a

world-class talent acquisition function using

Recruitment Process Outsourcing as an enabler and

make talent their biggest strategic competitive advantage.

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INTRODUCTIONS

PAUL DALEY

Senior Vice President

Asia Pacific

KUMAR BHAYA

Client Solutions Director

Asia Pacific

TALENT IS YOUR

GREATEST ASSET.

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KEY TALENT CONSIDERATIONS IN APAC

Factors that Talent Acquisition needs to address

1. Hiring demand driven by growth, needing a scalable TA model

2. Diverse market & talent landscape require TA to have a solid

understanding of the country nuances & candidate behaviours

3. Changing business environment needs TA to be agile

4. Need to enhance Employer Brand attractiveness & differentiation

5. Candidates looking for a high touch & high tech experience

6. Passive candidate market requires specialized recruiting skills

7. Market insights & talent analytics to enable decision making

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TALENT ACQUISITION

Not interchangeable with Recruitment

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EXPECTATIONS OF TALENT FUNCTIONS

LinkedIn 2016 Global Recruiting Trends

1. Quality of Hire (39%)

2. Time to Fill (28%)

3. Hiring Manager Satisfaction (21%)

Cielo’s Talent Acquisition 360 Survey

1. Deliver Quality Hires Consistently (89%)

2. Demonstrating Agility to Meet Changing Demands (85%)

3. Innovating to Meet the Demands of the Business (84%)

BUILD VS. BUY

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RPO

Search Solutions

Employer Brand

Practice

BUYING > DIFFERENT OPTIONS AND APPROACHES

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SCENARIOS WHEN IN-HOUSE CAN BE IS BEST

Organizations that have:

1. Stable hiring needs

2. Strong brand presence (B2C) / Differentiated

employer brand

3. Established TA operating models and

processes

4. Technology – ATS, CRM, Background/Drug

Screen, etc.

5. Economies of scale - for buying recruitment

marketing/advertising

6. Ability to invest ~$15k per head in TA training /

development

OUTSOURCED

MODELS

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RPO DEFINITIONS

ABERDEEN GROUP

“Outsourcing one or more elements of the recruiting process. These

elements can include, but are not limited to: sourcing, job advertising,

screening, assessments, interviewing and selection, background

verification, drug testing, offer extension, onboarding and orientation.”

EVEREST GROUP

“Transfer of ownership of all or part of recruitment processes or

activities on an ongoing basis.”

CIELO“Partnering with an expert to design and execute a customized

process that delivers exceptional business results. Working

together collaboratively and seamlessly to transform your

organization’s approach to talent acquisition.”

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PROCESS POINTS AN RPO CAN INCLUDE

• Job Scoping and Talent Intelligence

• Candidate Sourcing

• Candidate Engagement and Campaigning

• Hiring Manager Engagement

• Employer Branding

• Candidate Screening

• Interviews and Assessments

• Offer and Pre-Employment Process

• Preparation for Start Date

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EVOLUTION OF RPO ENGAGEMENTS

A Journey of Transformation

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RIGHT MODEL? CONSIDERATIONS….

CAPACITY

High use of contingent staffing agencies?

Internal resources overextended? | Rapid growth / change in workforce needs?

CAPABILITY

Lack of candidates? | Unfilled roles? | Need to focus on strategic priorities?

Poor HM / stakeholder satisfaction? | Poor metrics / accountability?

RISK MANAGEMENT

Need to change model? | Upgrade recruiting capability?

Access different skillsets / reposition brand?

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PROOF POINTS FOR RPO EFFECTIVENESSACROSS STRATEGIC TALENT ACQUISITION DIMENSIONS

OUR RECENT RESEARCH FINDINGS SHOW THAT ORGANIZATIONS

USING RPO ARE TWICE AS LIKELY TO RATE THEIR TALENT

ACQUISITION TEAMS AS EFFECTIVE COMPARED TO NON-RPO

USERS.

ADDITIONAL RESOURCES TO

AID YOUR RESEARCH

Cielo Talent Activation Assessment where is your team now, where would you like to be and how to get there

Get it Right to Get Results:Building the Business Case for RPO

Localizing Your Employer Value Proposition whitepaper and DBS case study

cielotalent.com/resources