This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
Dawn Presenter Most organizations measure your TA transformation in three categories…Process, people and technology. Your process can be measured by your internal clients…your business leaders, your hiring managers, your candidate experience and your new employee satisfaction. These client groups may not have the same processes – some may require white glove or a concierge type service, while others may have a more automated process that is technology driven. Measure your cost per hire – which is an important data point to consider when evaluating your job families and the value to the organization – but not everyone within your organization will focus on the cost per hire, they may focus on the quality of hire…how long does the employee stay with the organization, what level of contribution do they make? This type of data can provide more insight for a CFO or Business Leader to plan for growth. Measure your resources – is the appropriate resource doing the appropriate job. Not just from a cost standpoint, but from a job satisfaction standpoint…do you want your TA team focused on tactical recruiting activities or strategic activities? How often is the TA team involved with business staff meetings, are they presenting helpful TA data to business leaders that can drive growth? Measure your technology – as Dave mentioned – technology enables the process, but is it adequate? Do you have a technology eco-system that meets all your TA needs? Do you have technologies that will enable your organization’s Smarter Recruiting efforts? A TA technology eco-system may include providers for an applicant tracking system, social media campaigns, employee surveys, onboarding, performance management, talent management, etc. Is your eco-system meeting today’s needs and the needs of your business in the future?
Dawn Presenter To summarize; we have talked about some key topics to building a business case for evaluating your Recruiting Organization…when you have done the work, you have followed the guideline and have worked through the cost modeler to establish your baseline costs – you need to present your information to your executives. Formulate your message into these three categories, Alignment to corp goals – make the link – show how your initiative supports the org’s goals. Make this specific, align each of your leader’s goals with a goal related to talent. Cost Savings – can we objectively measure cost savings? Is there an ROI? Where you can, be very specific – if an RPO solution is the right course – show where the efficiency will occur – lowering your cost for agency usage, improving your corporate brand, reducing the attrition in key roles. Process efficiency – resource allocation, harmonized systems, does this solution create a Smarter Recruiting strategy that positions your organization to attract the best talent in your industry? Well – we hope we were successful in providing you with a clear outline on how to streamline your RPO RFP by building an effective business case. We will open it up for a few questions. If we are not able to address all the questions – feel free to email us with your question and we will be sure to provide you a response.
Dawn and Val Wrap up
Building a Business Case to Support Your RPO Decision