Recruitment and Recruitment Process Outsourcing
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Recruitment and Recruitment Process Outsourcing

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Learn what is involved in end to end recruitment, what you need to consider and what you need to know to work with an RPO provider.

Learn what is involved in end to end recruitment, what you need to consider and what you need to know to work with an RPO provider.

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Recruitment and Recruitment Process Outsourcing Recruitment and Recruitment Process Outsourcing Presentation Transcript

  • Welcome toRecruitment Process Outsourcing The lifeblood for many businesses
  • What is RPO? Recruitment Process Outsourcing is quite simply using theexpertise of recruitment professionals to manage the internal recruitment in your business. Recruitment is a complex procedure that requires thought and planning• Company staff needs analysis• Recruitment and budget planning• Assistance with recruitment process development• Conducting recruitment drives• Employee induction• Talent Management program
  • Who uses RPO? All companies. SME’s and Blue-chip and PLC’sStatistics• There was an increase of 27% in RPO contracts in 2011 representing $1.4 billion in revenue.• 70% of companies rehired the same RPO provider• 10% re-used RPO with a different RPO provider• 12% used RPO for once off projects• Only 8% did not reuse RPO again• 62% of RPO projects were multi-country projects(Source: Everest Group)
  • What’s in RPO for me?• Time. Enabling key personnel to get on with growing the business.• Gain access to a team of professionals for a fraction of the cost.• Have a consultant who can assist you with end to end recruitment planning and role out.• Reduce the total fixed and variable costs associated with recruiting.• Scale recruiting capacity up or down on-demand.• Institute a consistent and predictable recruit-to-hire process.• Increase candidate quality.• Reduce time where roles are vacant.• Increase hiring manager satisfaction and have required staff in place so the business does not suffer.• Assist with marketing and enhance employment branding.• Reduce turnover and impact on business & other staff members.
  • What do I need to think about when recruiting? • Discover the current and future talent needs for the company. • Budget planning & analysis. • Identifying recruiting timeframes. • Media strategy – best route to identifying talent. • USPs and how to market yourself to attract the right calibre candidates. • Identify the possible hidden costs of recruitment process. • Cost of induction, training and staff integration. Recruitment takes a well thought out plan and the assistance of experienced professionals
  • Benefits of Proper Recruitment Planning Reduce possible tension with current staff by getting staff input and their Decrease risk of buy in Ensure all hires are making a mistake necessary and will by spending or compliment using unnecessary current staff and money/resources add to the bottom line Reduce time Reduce staff spend on turnover by hiring recruitment taking the right people away from normal that fit with the day to day team. operations
  • Understanding what is involved in recruitment Meeting with management to understand growth plans for the company. Understand the actual positions that must be filled and in what length of time. Learn from past mistakes and create a new structure and recruitment process that must be adhered to. Provide detailed job descriptions outlining the position and the length of time person required. Ensure all skill sets and personality traits and competencies have been identified. Research salary market rates and agree salary brackets and benefits . Control costs. Create a budget for recruitment Agree recruitment and interview process which is adhered to across the company to ensure quality standards are upheld. Conduct market research to identifying the best mediums to advertise and costs of same. Ensure response is measured. Get clear on the company position, where it’s at and where it’s going. The values across the business.
  • Understanding what is involved in recruitmentPlace adverts and review quality of applicants and update ads or change recruitment project asnecessary to increase quality applications.Acknowledge applications received and measure response.Prepare questions and format for interviews.Set up and conduct first interviews.Liaise with key management personnel to identify and compile a candidate short list.Notify applicants of their rejected applications.Set up and conduct second interview and / or third if necessary.Action any employment testing (psychological, physical or medical).Do reference and background checks.
  • Understanding what is involved in recruitmentQualifications checking with the relevant body.Notify applicant of decision and negotiate any conditions.Extend formal offer and record acceptance of the same.Complete and send out formal contracts with all conditions and duties listed ensuring all lawshave been adhered to.Create an induction and training plan with line managers to ensure employee will be properlyintegrated into the company efficiently and effectively.Prepare and organise the induction and ensure that all necessary resources have been orderedand are in place before the employee starts.Keep in contact with candidate to ensure no additional problems arise and ensure employeestarts.
  • Recruitment is a complex and detailed processwhere disregard for any step can cause costlychallenges for the company and management
  • Avoids And ensures Proper costly a smoothPlanning mistakes transition
  • The real cost of recruitment is often far more significantthan employers believe. The loss of earnings can often beone of the biggest factors, much more so than the actual advertising and staff time costs.
  • How to chose your RPO provider There are many providers of RPO on the market. It is vital that you understand your needs and properly match the skills of the RPO provider to your needs.Examples of things to consider• Your provider has a history of success.• Ensuring you like and trust the actual RPO consultant assigned and not just the company as a whole.• Ensure they have local knowledge necessary to assist you.• Access to a wide reaching candidate network.• They have access to job boards that will meet your requirements.• Ability to head hunt for ideal candidates rather then rely on contingency recruitment.• Ability to set up recruitment department and all processes.• Ability to pre-screen candidate properly having had detailed discussions with you on required skills and personalities.• Skilled in account management and experience working with line managers for interviews.• Access to a comprehensive candidate tracking system.• Compare all costs hidden and fixed to ensure using an RPO makes financial sense.• The RPO has an aftercare assistance with starters to assist with management of the candidate and reduce fall out of candidates.
  • How to manage the relationship with your RPO provider? • Ensure you are clear on what your recruitment goals are. • Work with your RPO provider to conduct a SWOT analysis of your current recruitment process and see where processes need to be changed or created. • Ensure you communicate with your RPO provider as you would your internal staff. Company changes effect them too. • Create a measurable set of KPI’s that are achievable and are understood fully by your RPO provider. • Ensure your RPO provider is aware of all the applicable policies that will effect recruitment. Ensure the RPO’s processes are aligned with the organisation’s. • Ensure regular meetings with your RPO to discuss progress and any required process changes. • Give honest feedback to both positive and any possible negative feedback. Awareness of issues will lead to improvements.
  • SummaryPlan your recruitment drive carefully. If you do not have the expertise the wisest and cheapest solution is to hire a recruitment professional. Analyse and track costs both hidden and fixed. Create a clear strategy to attract and recruit the right staff. Never hire the wrong candidate no matter what.
  • Contact www.cpg-executive.comLondon: uk@cpg-executive.com +44 207 193 2316Singapore: Singapore@cpg-executive.com +653 158 1846New York: NY@cpg-executive.com +1 518 882 4064Dublin: Ireland@cpg-executive.com +3531 443 4988Poland: Poland@cpg-executive.com +48 12 394 6588