Fifty shades of rpo webinar final
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Fifty shades of rpo webinar final

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It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever ...

It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.

Learn the various components of RPO and provide a basic overview of selecting an RPO provider.

In this presentation, you will learn:

1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)

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  • Lamees to introduce topic and Cory and Jen. (playful but informative look at RPO). Hand off to Cory.
  • Cory
  • Jen
  • (Jen) Set the stage.
  • Jen hands off to Cory
  • Cory covers this slide and then back to Jen
  • Jen - Just so we aren’t making the assumption, let’s go through the steps in the recruiting process. All are unique but follow a similar flow.
  • Jen
  • Jen
  • Jen
  • Jen; Q to Cory: What do you think is the most critical phase in the process?
  • Jen cover definition. Cory will take us through some common RPO configurations.
  • Cory
  • Cory
  • Cory covers slide. Jen will transition convo to technology
  • Jen – options; sometimes integrated, you can use our ATS system.
  • Jen
  • Jen transition to Cory
  • Cory Slide - NovoCore is a great first step to “try” an RPO firm and see if they might be a good partner.
  • Cory - With the emergence and growth rate of the industry – many new “RPO” firms are popping up.
  • Cory
  • Cory
  • Cory - Best SLA have both vendor/client represented (client response times, vendor performance times). Drives a partnership, teamwork approach.
  • Q: Is RPO mainly for large companies? Cory to answer. (answer – try to reference project RPO – fit for all sizes; growing organizations; high-volume hiring situations; specialized positions in difficult markets. Q: How do you keep a consistent employment brand if using outsourced recruiters? Jen to answer. (answer – establishing set employment brand criteria. Often RPO firm helps elevate your employment brand with strong value propositions, culture training and consistency. Q: How is RPO priced? Cory to answer (cost per hire vs. Monthly rate, contract minimums/contract length).

Fifty shades of rpo webinar final Fifty shades of rpo webinar final Presentation Transcript

  • Fifty Shades of RPOFifty Shades of RPOLoving your RPO partner after the sexy sales team leaves town.Presented by: Cory Kruse, COO and Jen Iliff, VP Marketing for NovotusWednesday, May 29, 2013An RPOA Leadership Forum Presentation
  • About RPOA• Nonprofit 501(3) organizationfounded in 2005 to serveRPO community• New Board elected in January2013• Mission to “educate themarket about RPO” andcreate standards• Become a member!
  • RPOA Leadership Forum• Download presentations and signup for upcoming events• Request to present
  • RPOA GAINING MOMENTUMwebsite traffic3,000+ visitscontacts1,638819%375%Contentalot!Blog,presentations,white paper* Numbers are over 14 months period
  • Fifty Shades of RPO:Loving your RPO partner after the sexy sales team leaves town.
  • IntroductionsCory KruseChief Operating OfficerNovotusJen IliffVP, MarketingNovotusLamees AbourahmaExecutive DirectorRPOA
  • About Novotus• Founded in 2002, located in Austin, Texas with remote recruiterslocated throughout the U.S.• Largest Texas-based RPO provider• Management Team = 100 plus years experience• Founding Member of the Recruitment Process OutsourcingAssociation (RPOA)• Consistent 35% annual growth with placements in 39 states and10 countries in 2012.• Inavero/CareerBuilder’s Best of Staffing™ Client Satisfactionaward 3 years running• Telly Award™ winner for creation and production of corporatecareer site video
  • Agenda• Why is RPO so attractive?• The components of RPO• What qualities should I look for?– Criteria for selecting an RPO partner• Sign a pre-nup– Suggestions to help guaranteesuccess
  • RPO Market Growth• Recruitment Process Outsourcing hit the radarjust over 10 years ago.• Stayed in infancy for a handful of years and in2007 hit the emerging rapid growth phase.• While the economy turned downward in2008, RPO growth slowed but did not decline.• According to a 2012 Everest Research Report,the RPO market is $1.4 billion U.S. Annualizedspend with a growth rate of >25%.
  • Why is RPO so attractive?Why is RPO so attractive?
  • What’s not to love?• Increase Efficiency - Easy to submit applications made theprocess overwhelming and unmanageable for existing HRteams.• Cost Savings – RPO provided efficiency• Cost Management with Scalability.• Strategic Value – it’s all we do so our knowledge of bestpractices and the ability to cross pollinate those in non-competing verticals…• Metrics – RPO firms are quickly able to help companies gaininsight into specific real-time reports that help also drivecost savings and efficiency.• So many steps (and the continuing evolution of each) in therecruiting process, maintaining a level of on-staff expertisecan be challenge.
  • Components of RPO1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.Phase I: The Beginning Determines the End - Strategy
  • Components of RPO6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidatesPhase II: Candidate Intake
  • Components of RPO11. Present candidate slate to HM12. Coordinate interview scheduling withcandidate & HM13. Prep HM with interview questions andevaluation methods14. Post interview debrief with HM to select finalcandidate15. Administer skills assessmentPhase III: Evaluation
  • Components of RPO16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding beginsPhase IV: Processing
  • Components of RPO21. Survey hiring manager to determine level ofsatisfaction on recruiting work.22. Scorecard results for reporting back to HRleadership and C-Suite.23. Review quarterly results and set targets ofefficiency and quality of hire improvement.Phase IV: Post Hire
  • RPOA definition of RPO• RPO definition by RPOA: "Recruitment Process Outsourcing isa form of business process outsourcing (BPO) where anemployer transfers all or part of its recruitment processes toan external service provider. An RPO provider can provide itsown or may assume the company’s staff, technology,methodologies and reporting. In all cases, RPO differs greatlyfrom providers such as staffing companies and contingent/retained search providers in that it assumes ownership of thedesign and management of the recruitment process and theresponsibility of results." linkhere: http://rpoassociation.org/what-is-rpo
  • Example of process with RPOFront-End SourcingSolution – RPO DrivesCandidates into yourrecruiting pipeline.1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidates11. Present candidate slate to HM12. Coordinate interview scheduling with candidate & HM13. Prep HM with interview questions and evaluation methods14. Post interview debrief with HM to select final candidate15. Administer skills assessment16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding begins21. Survey hiring manager to determine level of satisfaction on recruiting work.22. Scorecard results for reporting back to HR leadership and C-Suite.23. Review quarterly results and set targets of efficiency and quality of hire improvement.
  • Example of process with RPOFlexibility andtransition expertiseallows RPO to helpwhen needed andallows yourrecruiters/administrators to own various of theprocess.1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidates11. Present candidate slate to HM12. Coordinate interview scheduling with candidate & HM13. Prep HM with interview questions and evaluation methods14. Post interview debrief with HM to select final candidate15. Administer skills assessment16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding begins21. Survey hiring manager to determine level of satisfaction on recruiting work.22. Scorecard results for reporting back to HR leadership and C-Suite.23. Review quarterly results and set targets of efficiency and quality of hire improvement.
  • Example of process with RPOIn this “end-to-end”RPO scenario, the RPOowns all steps of thehiring process with theexception of makingthe hiring decision(owned by HM).1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidates11. Present candidate slate to HM12. Coordinate interview scheduling with candidate & HM13. Prep HM with interview questions and evaluation methods14. Post interview debrief with HM to select final candidate15. Administer skills assessment16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding begins21. Survey hiring manager to determine level of satisfaction on recruiting work.22. Scorecard results for reporting back to HR leadership and C-Suite.23. Review quarterly results and set targets of efficiency and quality of hire improvement.
  • Technology• RPO firm is plugged into your ATS• In many cases, RPO will integrate other toolsto sourcing candidates (job posting automation, datawarehouse of existing candidates, sourcing platforms etc.)• Reports are generated through thecombination of platforms.• Real-time portals/dashboards provided toclient.
  • Candidate Experience• RPO firms and team members are trainedspecifically on the companies they serve sothey can act and represent your organization.• In some cases, the RPO provider is a silentpartner. When on the phone with candidates,they act as XYZ company.• Candidate experience improves becauseattention to detail is part of the RPO delivery.
  • What qualities should IWhat qualities should Ilook for in my partner?look for in my partner?
  • Selecting an RPO Partner• Identify your weaknesses/pain points• Identify your objectives: project expansion,recruiting structure reconfiguration, costreduction, etc.• Unsure? Many RPO firms offer consultingservices that can help you evaluate yourcurrent structure and process and providerecommendations.
  • Key Considerations• Experience– Not just # of years in service, look at the caliber ofrecruiters on staff. Utilize LinkedIn to gain insight.– Geographic scope/Languages• Size of Organization (bigger not always better)• Privately owned vs. publicly owned.• Sourcing and Research Experience– social media, job boards, networking, etc.– geographic expertise, hard-to-fill expertise
  • Key Considerations (cont.)• Implementation Process and Timeline• Learn about Team Structure -– Governance and Issue Escalation– Call Center vs. dedicated team or combination.– On-site recruiters/staff or offsite
  • Date before you get married.• Select a project or division to use as a testwith the RPO firm.• Ask if they will do this without a long-termcommitment (a trial phase)• Ask the potential firm if they will create asourcing plan for one of your positions to giveyou insight into the process.
  • Sign a pre-nup• Service Level Agreements (SLA) – set mutually agreedupon expectations. If the requirements aren’t metthere are fees at risk.– Time to Fill– Time to present qualified candidates– Interview to hire ratio• Key Performance Indicators (KPI) – Similar to SLA butdo not have fees at risk. Used to indicate when aproblem may exist (before an SLA is impacted).– Example: TTF SLA is 60 days. A KPI might beGreen/Yellow/Red indicator at 30, 40 and 50 days.
  • QuestionsQuestions
  • Where to find RPO providers?• RPOA Buyer’s Guide: free, searchable list of verified RPOcompanies 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
  • Upcoming RPOALeadership Forum Presentations• June 5: AmazingCharts and Stats About Candidate Sources for 2013.• June 19:Setting up for success: What to look for in an RPO partner.• July 10: Core RPO Services: It’s Not One Size Fits All.
  • • What the BLEEP is Recruitment Process outsourcing [webinarpresented by a panel of top RPO leaders]• Recruitment Process Outsourcing – The Good, the bad, andthe ugly [white paper]• Ten Things you need to know before you choose arecruitment process outsourcing partner [white paper]• Skip this step and kill your brand – recruiting etiquette 101