1. Recruitment Outsourcing – Client Ecosystem. (People, process and technology). Methodology applied to each component!
Team
Template for procurement Existing process mapped?
b Current process or budget owners identified? (think key client interfaces if EVP for example).
process. Budget
Vacancy / Offer Approval Internal resourcing
Data available for process performance? Over what period of time?
Admin Key Exec Stakeholders Strategy or objective defined yet? Is this aligned with wider clients executive agenda? Does it
need to be?
(Client and Adecco)
Agency Engagement Applicant tracking system Desired outcome for new process mapped yet?
Monitoring
Perform Client open to an innovation exercise on topic?
Client staff and key
Vacancy Management Procurement Case studies available from existing hyphen clients or wider Adecco brands?
departmental interfaces External expertise from client or hyphen relationships available and appropriate?
Planning Integrate If hyphen client case study, can we engage that client to work through topic with other client?
Transition Delivery Application Management Agency portal
Adecco delivery team Subject matter expertise research conducted (via www, twitter, Adecco KM systems):
staff and functions
Vacancy marketing Referral portal / tools Key industry recognised thought leaders on topic.
Defining the Engaging Increase Best practice defined and benchmarked?.
Management
Work Vendor(s) scope Offer management Online aggregation Lessons learnt elsewhere.
Technology and social media specialist providers identified?
Key partners / suppliers Able to paint a coherent vision of what the future for this component will look like?
Sourcing Negotiating Budgeting Negotiate Contract Onboarding Social Recruiting
Vendors Agreement Forecasting Change completion
Before making changes in a business as usual environment:
Assessment Onboarding portal
Is there a business case as a result of client engagement?
Decision to Selecting Contract Launching Vendor Close out Can the change be measured and equated to performance and/or revenue?
Outsource Vendors Signed Project change/exit project Does this represent scope creep?
Can it be piloted in a discrete way first?
Identify process owners. Identify delivery owners. Attraction points back to Who will supply the resource to deliver this change and how is that resource accounted
Budget holders. Run analytics across careers site. for.
Strategy Selection Negotiation Implementation Management Completion Map processes. each piece. Integrate.
Who should be involved Integrate tech for Measure throughout for
for each of the blocks streamlined process and click through, drop out,
that are in scope below? automation. candidate experience. Sketch, amend, suggest, adapt. It’s only a first draft.
Put together by Shotty, but work most definitely not all my own!
The model requires....a billing structure, a forecast, a knowledge management
tool to capture the outputs, a client engagement plan, a feed in and out to wider
The Innovation journey Adecco Group and of course....someone to lead it.
Objectives:
Objectives:
Objectives:
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Objectives:
Strategy:
Strategy:
Strategy:
Strategy:
Strategy:
Phases
RPO Components Overview
In scope & Talent Search Assessment
Innovation Management Methodology out of scope Mapping Centres
Team Blend Competitor Brand Interview
Analysis management Logistics
Load EVP Talent pooling Adecco Technical Onboarding Retention
Balancing Development Group Supply Testing Initiatives
Orientation
Cost Model Comp & Bens Social Agency Competency & Client HR Talent Associates
Benchmarking Recruiting Management Behavioural systems analytics Programmes
Profiling
Onshore Internal Careers sites, Direct Telescreen Contract High Performers
Outplacement
Nearshore Mobility microsites Sourcing admin Programme
Offshore
Recruitment Campaign Segmentation Referral CV Sift P.E.S & Workforce Alumni
entheo
Workstreams •Strategy
35 │
OrgStructure Management Schemes Security
Clearance
Mobility Programmes
Methodology •Planning
•Objectives
People & Resource Attraction Internal Automation & Offer Retention Exit
•Change Management
Development Planning Strategy redeployment Admin Management Initiatives Interviews
•Human Capital Analytics
Analytics •Recruitment Analytics
•Surveys Strategy & Workforce Attraction Sourcing Assessment & Recruitment & Talent Leaver
•ROI Vision planning Selection Onboarding Management Management
•Attraction
Process •Sourcing
•Onboarding
•Assessment
•Social Recruiting
Innovation •Recruitment Tech
•Future of Work
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Objectives:
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•Client community