Presented by Biswarup Goswami (Chief of Human Resources, EmaarMGF) RECRUITMENT PROCESS OPTIMIZATION (NHRD seminar Dated : ...
RPO – The Weapon in the War of Talent <ul><li>Models that only offer cost and process optimization do not provide organiza...
RPO – The Weapon in the War of Talent  Contd./- <ul><ul><li>A dedicated team of consultants able to execute the plans and ...
<ul><li>Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an  employer outsources or t...
Recruitment Process Outsourcing <ul><li>WHY OUTSOURCE? </li></ul><ul><li>Use specialists in the world of specialization. <...
Benefits of RPO
Risks of RPO <ul><li>Varying types of RPO </li></ul><ul><ul><li>As RPO is a commercial concept rather than a specific defi...
<ul><li>Effectiveness Vis-à-vis Organization Culture </li></ul><ul><ul><li>RPO if not implemented properly could reduce th...
<ul><li>Engagement Levels of External v/s Internal </li></ul><ul><ul><li>Many RPO organizations perform their staffing fun...
Conclusion More companies are realizing that specialist may be able to deliver better results through integrating & managi...
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Cost Optimization through RPO

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Panelist: Biswarup Goswami

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Cost Optimization through RPO

  1. 1. Presented by Biswarup Goswami (Chief of Human Resources, EmaarMGF) RECRUITMENT PROCESS OPTIMIZATION (NHRD seminar Dated : 20 th Jan’12, IHC,New Delhi)
  2. 2. RPO – The Weapon in the War of Talent <ul><li>Models that only offer cost and process optimization do not provide organizations with considered talent solutions and fundamental transformational change. </li></ul><ul><li>The right partner will provide the organization with a range of benefits including, but not limited to: </li></ul><ul><ul><li>A talent acquisition strategy linked to your workforce plans </li></ul></ul><ul><ul><li>The ability to leverage and maximize your employment brand and proposition </li></ul></ul><ul><ul><li>A structured acquisition to entry recruitment process utilizing “fit-for-purpose” technology </li></ul></ul><ul><ul><li>( Source: Tim Nelson, President, Future Steps, Singapore) </li></ul></ul>
  3. 3. RPO – The Weapon in the War of Talent Contd./- <ul><ul><li>A dedicated team of consultants able to execute the plans and implement the process </li></ul></ul><ul><ul><li>A company-wide view of all recruitment, including the ability to mobilize the internal talent market </li></ul></ul><ul><ul><li>The skills to build partnerships and trust with other vendors </li></ul></ul><ul><ul><li>Sophisticated, real-time reporting metrics to track financials and performance </li></ul></ul>
  4. 4. <ul><li>Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider. </li></ul><ul><li>An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results. </li></ul><ul><li>The biggest distinction between RPO and other types of staffing is Process. In RPO, the service provider assumes ownership of the process, while in other types of staffing the service provider is part of a process controlled by the organization buying their services . </li></ul>RPO Concept
  5. 5. Recruitment Process Outsourcing <ul><li>WHY OUTSOURCE? </li></ul><ul><li>Use specialists in the world of specialization. </li></ul><ul><li>Reduce recruitments costs. </li></ul><ul><li>Reduce recruitment time. </li></ul><ul><li>Improve candidate quality and retention. </li></ul><ul><li>Create a flexible supply chain. </li></ul><ul><li>Utilize technology of outsourcing partner. </li></ul>
  6. 6. Benefits of RPO
  7. 7. Risks of RPO <ul><li>Varying types of RPO </li></ul><ul><ul><li>As RPO is a commercial concept rather than a specific definition, there is little regulation to RPO providers. As such, a recruitment agency may brand their services as RPO without actually structuring them in a way that will provide the most benefit to their clients. </li></ul></ul><ul><li>Cost Monitoring </li></ul><ul><ul><li>The cost of engaging an RPO provider may be more than the cost of the internal recruitment department, as an RPO provider is likely to have higher business overheads. </li></ul></ul>
  8. 8. <ul><li>Effectiveness Vis-à-vis Organization Culture </li></ul><ul><ul><li>RPO if not implemented properly could reduce the effectiveness of recruitment, should an RPO provider not understand or seek to understand the recruitment solution that they will be providing </li></ul></ul><ul><ul><li>Missing Quality of Delivery </li></ul></ul><ul><ul><li>RPO service providers may fail to provide the quality or volume of staff required by their clients, especially when finding candidates in industry sectors where there are staff shortages and they are under time pressure. </li></ul></ul>
  9. 9. <ul><li>Engagement Levels of External v/s Internal </li></ul><ul><ul><li>Many RPO organizations perform their staffing functions and service offsite or offshore, disconnecting the provider from the client company’s growth and recruiting strategy. While this effect can be mitigated through strong relationship management, some of the momentum and energy associated with the rapid upscaling of a workforce through recruitment may dissipate . </li></ul></ul><ul><li>Quality of Employer Branding </li></ul><ul><ul><li>RPO providers do not necessarily act as custodians of their clients’ employer brand in the way that a strongly aligned retained search firm or internal recruiting resource would. </li></ul></ul>
  10. 10. Conclusion More companies are realizing that specialist may be able to deliver better results through integrating & managing all aspects of Talent attraction & the hiring process cycle. This may just make RPO this decade’s most powerful, yet best kept “secret weapon” in the war for talent Should it be called Recruitment Process Optimization or Recruitment Process Outsourcing? ( Source: Tim Nelson, President, Future Steps, Singapore)

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