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RECRUITINGCHOICESMAKE SMARTHOW TO
You have recruiting options...Different levels ofRISKSAND COSTS
Recruitment models4TYPES OF
4321Contingency ContractRecruitmentProcessOutsourcing(RPO)On-demandRPO
PROSAND CONSRecruitment models
Contingency RecruitersHiring companypays a placement feefor employees,based on somepercentage of theannual salary.
PROSContingency recruiters• Fees are paid only whenpositions are filled• Do not task yourin-house resources• No long-term c...
CONSContingency recruiters• Quantity of candidatestends to supersede quality• Fees are generally veryhigh, typically 20% o...
2Contract recruitersHiring companycontracts recruiterto work on atemporary basis fora set period of timeand payment rate.
PROSContract recruiters• Avoids the overheadinherent in having full-time recruiters on staN• Add manpower to aninternal re...
CONSContract recruiters• Costs include supplyingtools and resources• Struggle with somerequisitions• Availability may beli...
3Hiring companyoutsources theentire recruitingfunction tospecialists.RPOs: Recruitment Process Outsourcers
PROSRPOs• Act as an extension of yourstaN• Can be highly cost-eNective• Service level agreements(SLAs) can help ensuredeli...
CONSRPOs• Implementation is costlyand requires months ofgroundwork• Requires handing overtotal control of process
On-demand RPO4Hiring companyoutsourcesrecruiting functionto supplement HRstaK and pays on anhourly basis.
PROS• Easy to start and stop• Services can be temporarilysuspended when hiring needsdecline• No placement fees• Potential ...
PROS• No infrastructure expenses oroverhead• Team has access to array oftechnology tools and resources• Draw on a large da...
CONS• Operate oNsite• Hourly rate fees beginupon initiation of project• Performance may suNer ifvendor outsources workoNsh...
TO ASK...Good questions
How much recruitment experience do youhave?How large is your candidate supply pool?Do you have experience with volume hire...
MeetThe RecruitingDivision• On-demand RPO• Zero upfront costs• Easy to start and stop• Scalable• High performance• Cost-eN...
CHOICERECRUITINGMAKE A SMART
more info free ebookclickThank you. Happy hiring.
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How to make smart recruiting choices

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Learn more about the four most common talent recruitment business models, how they differ and the pros and cons each offers.

Published in: Business, Technology

Transcript of "How to make smart recruiting choices"

  1. 1. RECRUITINGCHOICESMAKE SMARTHOW TO
  2. 2. You have recruiting options...Different levels ofRISKSAND COSTS
  3. 3. Recruitment models4TYPES OF
  4. 4. 4321Contingency ContractRecruitmentProcessOutsourcing(RPO)On-demandRPO
  5. 5. PROSAND CONSRecruitment models
  6. 6. Contingency RecruitersHiring companypays a placement feefor employees,based on somepercentage of theannual salary.
  7. 7. PROSContingency recruiters• Fees are paid only whenpositions are filled• Do not task yourin-house resources• No long-term contracts
  8. 8. CONSContingency recruiters• Quantity of candidatestends to supersede quality• Fees are generally veryhigh, typically 20% of basesalary• Success is not guaranteed• Won’t perform strategictasks
  9. 9. 2Contract recruitersHiring companycontracts recruiterto work on atemporary basis fora set period of timeand payment rate.
  10. 10. PROSContract recruiters• Avoids the overheadinherent in having full-time recruiters on staN• Add manpower to aninternal recruitment staNand can be easily managed• Easier to on-board thanfull-time recruiters
  11. 11. CONSContract recruiters• Costs include supplyingtools and resources• Struggle with somerequisitions• Availability may belimited• Difficult to scale to meetneeds
  12. 12. 3Hiring companyoutsources theentire recruitingfunction tospecialists.RPOs: Recruitment Process Outsourcers
  13. 13. PROSRPOs• Act as an extension of yourstaN• Can be highly cost-eNective• Service level agreements(SLAs) can help ensuredeliverables are met
  14. 14. CONSRPOs• Implementation is costlyand requires months ofgroundwork• Requires handing overtotal control of process
  15. 15. On-demand RPO4Hiring companyoutsourcesrecruiting functionto supplement HRstaK and pays on anhourly basis.
  16. 16. PROS• Easy to start and stop• Services can be temporarilysuspended when hiring needsdecline• No placement fees• Potential to reduce cost/hire• No upfront investment inresourcesOn-demand RPO
  17. 17. PROS• No infrastructure expenses oroverhead• Team has access to array oftechnology tools and resources• Draw on a large database ofpotential hires• Easily engaged for candidatepipelining, competitive researchand salary surveys• Highly scalableOn-demand RPOCONTINUED
  18. 18. CONS• Operate oNsite• Hourly rate fees beginupon initiation of project• Performance may suNer ifvendor outsources workoNshore or to third partiesOn-demand RPO
  19. 19. TO ASK...Good questions
  20. 20. How much recruitment experience do youhave?How large is your candidate supply pool?Do you have experience with volume hires?Can you scale to meet our needs?Will you use your resources or require ours?How up-to-date are your tools, processesand technologies?
  21. 21. MeetThe RecruitingDivision• On-demand RPO• Zero upfront costs• Easy to start and stop• Scalable• High performance• Cost-eNective
  22. 22. CHOICERECRUITINGMAKE A SMART
  23. 23. more info free ebookclickThank you. Happy hiring.
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