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Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
Core rpo services rpoa matt rivera_final
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Core rpo services rpoa matt rivera_final

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  • 1. Core RPO Services A Special RPOA Leadership Forum presentation Presented by: Matt Rivera, Director, Customer Solutions at Yoh Wednesday, July 10, 2013 It’s Not One-Size Fits All
  • 2. About RPOA • Nonprofit 501(3) organization founded in 2005 • New Board elected in January 2013 • Mission to “educate the market about RPO” • Become a member!
  • 3. RPOA Leadership Forum • Access Leadership Forum page • Request to present
  • 4. Introductions Matt Rivera Director, Customer Services Yoh Lamees Abourahma Executive Director Recruitment Process Outsourcing Association
  • 5. Agenda • What is RPO? • Types of RPO Engagements • Ideal customers • Delivery options • Why RPO? • RPO May NOT be for you if… Enterprise RPORPO Consult- ing RPO Project RPO Emerging RPO Services Point of service RPO
  • 6. What is RPO? RPOA Definition: “An RPO provider acts as a company’s internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the on-boarding of the new hire, including staff, technology, method, and reporting. A properly managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce costs, and improve governmental compliance.”
  • 7. What is RPO? Key Points of the Definition: • Acts as a company’s internal recruitment function • Manage the process • Hires a portion or all of jobs • Provide verifiable metrics It’s as much a process (P) as it is recruitment (R) Outcomes RPO= Accountable Functional ProcessBut there’s more
  • 8. Types of RPO Engagements • Enterprise RPO •Long-Term, Company-Wide •Job/Location Specific • Short Term Project RPO • Point-of-Service/Limited RPO • Consulting RPO • Emerging RPO Services
  • 9. Enterprise RPO • AKA full-service RPO or fully outsourced RPO • Company-wide outsourcing of all or most of the recruiting functions • Long-Term • Can be position or location specific • “Fully Outsourced” is the key term
  • 10. Long-Term Enterprise RPO • Company-wide outsourcing of the recruiting function and department • Usually “end-to-end” recruiting through onboarding • Ownership of process, technology and results • All jobs, exclusively • Team at provider site • Customer branding • Contract length: Years
  • 11. Position/Location Enterprise RPO • Job family or geographic outsourcing of the recruiting function •Examples: An R&D business unit/location, call centers, plant, corporate headquarters • May or may not include use of client’s technology • Ownership of process and results • Otherwise same as Long-Term Enterprise RPO
  • 12. Who is the ideal client for Enterprise RPO? • Very familiar and/or comfortable with outsourcing as a company culture or strategy. • Companies that have a large, sustained need for recruiting – typical enterprise RPO contracts last two to three years. • Large companies (i.e. thousands of employees, Fortune 1000 companies). • Companies that have multiple locations and want to standardize their recruiting processes, and/or some locations don’t have adequate recruiting resources. • Mid-sized companies experiencing aggressive growth or expansion.
  • 13. Project RPO • Specific project with specific term • EX: hire a sales force, fulfill a set number of hires, or help processes or locations that don’t have enough resources • Agreement reflects the scope needed and the metrics that are relevant to the project • Less responsibility overall on behalf of the provider – possibly shared with client • Contract lengths tend to be shorter (e.g., 6-12 month contracts) or until hire volume is fulfilled
  • 14. Ideal Client for Project RPO • Any company needing a specific recruiting need met (i.e. certain number of hires, hiring for certain positions, helping one location or with one part of the recruiting process) • Any company needing recruiting help for just a few months • Not the best for 25 hires, but would be better for 50+ hires. However, this is not absolute. • Good for those that are looking for a structured process to meet recruiting goals – need consistent results and sustained activity • Good for companies not comfortable with total outsourcing
  • 15. Point-of-Service RPO • Better known as limited RPO or selective RPO • RPO provider is taking responsibility for one component of the recruiting process • Examples: applicant intake, applicant screening, social media outsourcing/recruiting, or putting this data into the applicant tracking system • Similar to project RPO, but length varies (both short and long) • Hand-off to client HR or internal recruiting staff
  • 16. Ideal Customer for POS RPO • Companies large and small that have a consistent volume of recruiting work • Any company that needs to outsource in a certain area • Companies that experience fluctuations in volume, where scalability would be tough to do on one’s own • Mid-sized and large companies are more likely to have the volume and the need to outsource one area • Companies with a defined process in place – no need for the RPO provider to design a program or process for the client
  • 17. Consulting RPO • Company simply seeking the knowledge an RPO provider has on recruiting and improving the process. • RPO provider may offer advice on how to improve their processes, on what tools should be used, on how to do social media recruiting etc.
  • 18. Who is the ideal customer for consulting RPO? • Anyone setting up a recruiting process or an HR department • Larger companies that are looking to consolidate their processes or to find someone to look at their overall picture • Those that are going through a merger or an acquisition, where different processes and/or employment brands need to be evaluated • Startups that are experiencing growth, and would need help with recruiting as well as setting up the process
  • 19. Emerging RPO Services • Contingency/On-Demand RPO • Branded/White Label RPO • Co-sourcing
  • 20. Delivery Options • On-Site – Recruiters are at the client’s location, sitting at a desk and recruiting directly. • Virtual – Provider has a hub or off-site location for the recruiters, but they are dedicated to the client. Recruiters are not on site. • On-Demand – This is for contingency/on-demand RPO, where essentially the service (or services) is delivered when the client asks and in the way that the client wants. • Supported – This means that the recruiters are not dedicated to one client, but this delivery option is designed for scalability. More recruiters can be added, or taken away, when needed.
  • 21. Why RPO? • Transition fixed “headcount” costs to variable “services” line item • Increased value for reduced cost and scalability • Reduce dependency on agency fees Value Program Management Quality • Centralize recruiting services • Great variances of volume needs • Transfer transactional activities from HR to provider. More focus on strategy. • Current recruiters and strategy not achieving quality and metrics needed • Improve HM satisfaction • Need for consistency & predictability with measureable results • Design & change expertise • Ability to “flex” • Exceptional process and technological expertise • Variety of pricing models • Quality and efficiency experts • First year 15-20% savings • Specialized recruitment • 100% recruitment focus • Relationship management • Tracking & results • Real-time metrics & dashboards RPO Partner Delivers:
  • 22. RPO may NOT be for you if you have… • Occasional needs • Needs you cannot quantify or qualify • Simple head hunting needs • Your company (or HR department) is not comfortable with outsourcing or change • Limited help for a completely broken process • No executive buy-in or support
  • 23. QUESTIONS?
  • 24. Where do you find qualified RPO providers? • RPOA Buyer’s Guide: free, searchable list of verified RPO companies provided by RPOA. • Access Buyer’s Guide: http://resources.rpoassociation.org/rpo-companies-buyers- guide • Add your company: http://rpoassociation.org/add-your- company • Upgrade your listing: http://rpoassociation.org/join
  • 25. Recommended Reading http://hiring.yoh.com/bdownload/recruitment-process-outsourcing-RPO-definition-costs-models
  • 26. Recommended Readings • Project RPO: Thinking smaller can have a big impact [article] • Setting up for success: what to prepare for when selecting an RPO provider [webinar] • Recruiting process outsourcing 101 [webinar] • RPOA Buyer’s Guide [RPO Provider directory] • Preparing to work with an RPO provider [article]
  • 27. Thank you! • Questions or suggestions? Email info@rpoassociation.org • Visit us online at rpoassociation.org • Follow us on Twitter @rpoassociation and LinkedIn Group: Recruitment Process outsourcing Association

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