Recruitment Process Outsourcing Benefits: Getting Real Benefits from an RPO Program
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Transcript of Recruitment Process Outsourcing Benefits: Getting Real Benefits from an RPO Program
TODAY’S SPEAKERS
ANDY ROANE VP RPO
MATT RIVERA VP MARKETING
Andy brings more than 16 years of human capital industry experience to his role. This lengthy experience includes six years as vice president of operations for PeopleScout, where he led RPO engagements with several Fortune 500 companies.
In his role, Matt is responsible for the strategic direction of Yoh’s marketing efforts. Matt manages an exceptional team of content and candidate marketers to provide content, information and engagement to our audiences. He has more than 26 years of experience in staffing and recruitment.
SPEAKER SPEAKER
Agenda § Today’s Speakers § Key Takeaways § Why RPO? § #1 Situational Analysis & RPO Solution § #2 Situational Analysis & RPO Solution § #3 Situational Analysis & RPO Solution § Needs Assessment and Alignment § Connecting RPO to Business
Objectives § Questions
RPO can be as unique as your company culture and your company’s needs. And it should be.
The ability to scale your recruiting efforts (up or down) is a great use of RPO. But it’s more than volume – it’s about quality.
RPO can improve all or part of your recruiting processes, but the real value is in building long-term process improvement.
RPO is a great first step to improving overall talent acquisition processes. And talent is what will allow your company to achieve its goals.
Key Takeaways
#1
#2
#3
#4
What is driving the need for an outsourced recruiting solution?
Where can RPO have impact?
Drivers for RPO Today
RPO Value Proposition Evolution
Cost/Efficiency • Scalability • Reduce cost per hire • Improve quality of hire • Increase efficiency • Analytics and metrics • Technology ROI and cost
avoidance
PHASE 1
Business Impact • Improved talent pool quality • Increased hiring manager
engagement and satisfaction • Optimized recruiting • Targeted analytics and metrics
PHASE 2
Workforce Strategy • Workforce planning and
alignment with overall business strategy
• Increased organizational agility
• Optimal talent resource allocation
• Predictive analytics
PHASE 3
CHANGE MANAGEMENT
Manufacturing Company
Recruiters: 20 Annual Hires: 700
High-end Engineering and Tech Positions
Seasonal Fluctuations
Acquisitions
New Locations/Divisions
Changes in Technology
Situation #1 – We Have How Many Recruiters?
RPO Impact:
Cost Savings Change Management Scalability
Center of Excellence (COE) Advertising Sourcing Administrative Support
Situation #1 – How RPO Helped
Bio-Tech Company
Recruiters: Few Costs: High
Mid-Sized, Fast Growth
Growth Outpaced HR Capacity
Bolted-On Talent Acquisition
Using Search Agencies
Situation #2 – What’s Broken?
RPO Impact: Cost Savings Talent Acquisition Alignment
Recruiting Data Hiring Manager Relationships Talent Communities Connection to Business Goals
Situation #2 – How RPO Helped
Global Agri-Businesss
HR Staff: Varied Annual Hires: 375 Fluctuation: +/- 20%
End-to-End RPO
Full Range of Skill Levels
Cost Per Hire
Changing Approach to Talent Acquisition
Situation #3 – What Happens When Things Change?
RPO Impact: Ability to Change Focus of Program
Cost Per Hire Shared Risk Hiring Agility – Change in Types of Hires College Recruiting Internal Mobility
Situation #3 – How RPO Helped
Needs Assessment and Alignment
How do you communicate needs with the C-Level?
What do you look at to evaluate your needs?
Why is alignment critical?
“…the key to (an RPO partnership) success is engagement. Successful business relationships involve transparent communications - the use of business metrics to measure success and information sharing. Without these aspects, gaining an ROI on the investment in an RPO solution becomes very difficult.” It’s a two way street.
Connecting it to Business Objectives
What is the connection?
How do you connect them together?
• Alignment • Executive Support • The Right Data to Guide
Business Decisions