RPO: Redefined®

Editor's Notes

1. Before we get started, be sure to follow along on Twitter utilizing the #RPOredefined hashtag. We’ll be monitoring the conversation on there and answering any questions you might have.
2. As the Founder and CEO of WilsonHCG, John’s hands-on leadership approach has been instrumental in driving growth every year since the company’s inception. A respected authority in the industry, he educates business leaders on a range of human capital topics, including talent acquisition, diversity leadership, employment branding and employee engagement and retention. John is an expert on hiring, motivating and retaining gen Y employees, and has advised Fortune 500 companies on their emergence in the workforce. He has served on the Advisory Council for Monster.com, has appeared on Dr. Drew’s Lifechangers, HR Happy Hour and Drive Thru HR and has been featured in Finding Keepers: The Monster Guide to Hiring and Holding the World's Best Employees, HRO Today magazine, The American Business Journal, CIO magazine, Ere.net and the Human Capital Institute blog, among others.
3. Talk a little about the company, our services and accolades.
4. Evolution of RPO (transition slide)This slide should intro what the discussion is going to be about (high-level as the next slide dives more into the specifics)Why we saw a need to redefine RPO
5. Reactive recruitment modelOutsourcing a business functionA vendor relationshipStrictly recruitment services;no customization or value-addsProject-based recruitment Success based on quantity ofcandidates submittedSpecifics Traditional RPOFocus on LACK of partnership AND NO customization. Only gets tailored so much. Focus on recruitment services-could be scalable, but not usually. Main focus on purely recruiting or being a recruiting partner.Focus on which company had fastest submittalsResumes in the door: quantity not quality. Just getting resumes to HM’sQuality of hire not always as important as costProject-based (very compartmentalized, e.g. recruiting only, sourcing plan only)
6. RPO RedefinedClients are looking at the overall value of an RPO firmWant a comprehensive model that includes value-added servicesIn this redefined model, an RPO becomes a consultant to clients on a range of human capital solutions through the creation of a comprehensive recruitment strategyValue-added services work together to create a well-rounded recruitment modelOfferings are tailored to make the most impact for each organization80% of CEOs and CFOs want the head of HR to be key in their company’s strategy planning. So this shows how important it is for RPO to have a strategic business impact on the organization. Source: http://chinagorman.com/tag/data-point-tuesday/Partnership between RPO and clientStrategic business valueComprehensive solutionCustomized recruitment program,including value-added services as neededSuccess based quality of candidates submitted and continued employment
7. So what exactly do we mean by value-added services?
8. (next 6 slides go into the specifics of each, so keep any descriptions of these high-level while on this slide)
9. Employment Branding: Leveraging marketing to help with recruiting and promote jobs more effectively.Assess employment brand to identify opportunities and weaknessesDevelop social media strategy to promote employment brandOptimize career sites and SEO for brand recognitionImplement a talent community to promote employment brandDevelop branded communications to target internal and external audiences85% of employers say their employment brand has a significantimpact on their ability to hire top talentADDITIONAL TAKEAWAYSCreate a program management system to maintain brand consistencyBENEFITSInfluences passive and active candidates Increases talent poolsDecreases time-to-fillReduces cost-per-hireAttracts top talent17% of companies with a defined employment brand see an increase in their quality of hiresAbility to influence the conversation with active andpassive candidates before they talk to a recruiterOrganically increases your talent poolA talent community to promote employment brand and create stronger talent poolsA social media strategy promotes your employment brand and manage your brand reputationAn effective employment brand lowers time-to-filland can reduce cost-per-hire by as much as 50%Increases company culture and engagementBoosts retention and reduces voluntary turnover by up to 28%New employees are engaged from day one85% of employers believe that their Employment Brand has asignificant impact on their ability to hire top talent. http://bit.ly/18ryBgrCompanies with a defined employment brand dominate 60% of the labormarket.17% of companies with a defined employment brand saw anincrease in their quality of hires. http://bit.ly/ZbvVhh91% of companies increased or at least maintained their talentbrand investment in 2012. LinkedIn Employer Brand Playbook How do we help boost a company’s employment brand?Employment brand assessment and strategic developmentSocial media strategy design and executionSEO, career site and microsite optimizationTalent community solutionsSpecialty program managementMarketing and internal and external communicationsEmployment branding – Creating an employment brand and showcasing that publically on social media can be a big (and sometimes terrifying) step for organizations. Although social media isn’t new, companies are still figuring out the best practices for business uses. An RPO can develop a strategy that displays a company’s employment brand and company culture in an engaging way, including building a talent community that pipelines passive candidates. Building a talent community isn’t enough though. You MUST actively engage this community too. A strong and well-developed presence in this space has helped organizations attract quality candidates and decrease the time-to-fill and cost-per-hire.
10. MarketResearch:Regularly analyze market compensation for competitive benchmarkingAssess current supply against demand to evaluate strategiesCompare candidates against top performer profilesResearch best sources to recruit from per market, industry and roleKeep historical records of most successful candidate sources80% of top companies define core competencies at the startof the hiring processBENEFITSProvides competitive advantageHelps determine most efficient and effective recruiting methodsBoosts confidence of organizational developmentBenchmarks recruitmentprogram tacticsLends insight into employment landscapeEfficient recruiting methods determined based upon researchCompensation:Compensation benchmarking to ensure competitive in marketSupply and Demand: In depth analysis of supply and demand to create customized recruitment strategiesTop Performers: analysis to create a top performer profile to compare candidates againstTools Investigation: Finding faster ways to connect and interview top candidates in each market80% of best-in-class organizations define core competencies at the start of the hiring process. This shows how important creating top performer profiles are to the hiring process.Evaluate tools (e.g., job boards, social media, video interviewing, talent communities) to determine best fit for needsHow we can help:Compensation: analysis against competitors, market, and industry to properly benchmark levels, succession, and gradesSupply and Demand: feedback from candidates-insight, competitor analysis, candidate source.Top Performers: Review of work history, education, awards and accolades, industry involvement and personality assessment resultsTools Investigation: determine which tools (job boards, social media, video interviewing, communities, etc) work best with each industry/job function/market
11. Analyze your audienceDevelop a strategy based on what engages themCategorize members (job role, geographical, interests) to prepare for segmented content campaignsAssess which candidates should be recruited now and which should be nurtured78% of organizations are currently investing or planning toinvest in talent communitiesBENEFITSHigher quality candidatesIncreased passive candidate poolIncreased branding effortsIncreased employee satisfactionCompetitive advantageIncreased diversity and inclusionReduced turnoverIncreased talent poolsReduced time-to-fillTAKEAWAYSAnalyze your audience to gain intelligence and Develop a strategy based on what engages themProcess information about members and categorize them (job role, geographical, interests) to prepare for segmented content campaignsIdentify key stakeholders within organization to help create value-adding content and schedulingReassess after engagement initiatives- who are your key influencers? Which candidates should be recruited now and which should be nurtured?78% of organizations are currently investing or planning toinvest in talent communities
12. Workforce Planning:This gives companies a competitive advantage in the war for talent.ADDITIONAL TAKEAWAYSDetermine employee turnover and attrition rates to help predict upcoming workforce needsConduct regular meetings with business development to prepare for organizational growth or changesBENEFITSOrganizations utilizing workforce planning had efficiency, effectiveness and alignment scores 28% higher than othersReduces risk of employee turnoverStrategically identifies workforce inconsistenciesCreates opportunity for proactive recruitment modelDecreases time-to-fillReduces cost-per-hireProvides competitive advantageReduce costs associated with recruitment tools, technology, talent resources, etc.Boosts retention and reduces turn-overIdentifies needs before they are neededExtra info:In every one of the crucial steps in talent and leadership development—from developing a talent strategy to creating a talent magnet culture—companies consistently fall short. More than 50 percent of the actions generally deemed necessary were lacking across all companies in a study done by the Boston Consulting Group.According to the report, the two-speed world has created a new challenge for companies that operate globally: workforce transformation. Among companies with more than 2,000 employees, the majority (52 percent) are facing simultaneous surpluses and shortages. HR functions with capabilities in advanced workforce planning hadefficiency, effectiveness and alignment scores that were, on average, 28 percent higher than the typical HR function. 80% of CEOs and CFOs want the head of HR to be key in their company’s strategy planning. Source: http://chinagorman.com/tag/data-point-tuesday/How We Can Help:Analyze current workforce inconsistences to determine constructive solution Market research is used as a basis for forecasting to identify and evaluate the internal and external forces impacting your businessDetermine the supply and demand of employees, projected knowledge requirements and potential talent resourcesCreate constructive solutions to manage current and potential workforce inconsistences Create analytics and reports to allow companies to be agile when planning for organizational development, growth, or changes
13. Talent acquisition consulting and training:When companies go through major changes or high-growth periods, their original processes may become less efficient. Other times, companies need assistance creating recruitment processes they didn’t realize were necessary for an effective recruitment programs. With either situation, it can be overwhelming to think about where to start. And an RPO has the experience and knowledge to look at an organization’s situation and develop a strategic solution, including recommending technologies and tools to strengthen and optimize the program.Partner with a compliance consultant to review interview processes Develop job-specific interview templates to identify top talent sooner in the processResearch new recruitment technologies and toolsCreate reoccurring audits to ensure complianceConduct ongoing training to keep up with industry trendsAn employer can incur up to $16,000 per I-9 violationADDITIONAL TAKEAWAYSResearch new recruitment technologies and tools to implement based on company needsBENEFITSProactively identifies potential compliance violation issuesAllows for development of new recruitment processes that close the gaps in strategyReduces costs by moving to proactive recruitment modelCentralizes and streamlines recruitment processesMake processes more efficient during major changes and high-growth periodsDevelopment of new recruitment processes to close gaps in strategyCentralized and streamlined processes to create efficiencyProactively identifies potential compliance violation issues – reducing costs in the long run78% of organizations are currently investing or planning to invest in talent communities.68% of best-in-class organizations see social media as critical to their recruitment strategy. An employer can incur up to $16,000 per I-9 violation if it’s proven that they have performed unlawful discrimination against an employment-authorized individual in hiring, firing, recruitment, or referralHow we can help:Consult on interview process and train interviewees to ensure complianceCreate better processes and documentationCreation of job specific interview screeners for quicker and more accurate assessment of candidatesWorkforce planning and development of strategic solutions to optimize technologies and toolsCreate audits
14. Recruitment technology – which includes SEO, career site and microsite consultation, video interviewing, ATS implementation, social recruiting tools, talent communitiesConduct ongoing research of new industry technologies to be on the competitive forefrontEstablish technology vendor partnershipsPilot and evaluate of new recruitment technologies and tools to determine right fitTest out customization features 50% of top organizations plan to increase investment in recruitment technologyBENEFITSCentralizes and streamlines recruitment processesProvides access to candidates worldwideCreates larger talent pools and increases diversity in talentImproves candidate experienceReduces costThe implementation of video interviewing has increased by 10% from last year alone.Allows for access to employees all over the world, can assess whether they would be a good fit without face-to-face interviewsincreases diverse talent because you can interview talent in more areas than just immediate areaCreates larger talent poolBetter candidate experience50% of best-in-class organizations plan to increase investment in recruitment technology. The targeted technologies might surprise you.84% of best-in-class organizations invest or plan to invest in best-of-breed ATSsHow We Help:Established multiple vendor partnerships, we do leg work and cant recommend different servicesResearch the best solutionsWere always evaluating new technologies and industry tools & trendsManage vendors to streamline your processes and to make sure clients are receiving top notch service
15. Benefits of redefined RPO model:Without a comprehensive approach in place, companies are using a group of tactics to make up their recruitment strategies. But a strategic combination of business services and the latest technologies as part of a detailed plan helps companies reach their organizational goals and realize a dramatic impact on the quality of their recruitment processes. consistencyThe redefined RPO model doesn’t just improve the recruitment function though, it creates a well-rounded employment brand that works in multiple capacities to attract candidates and retain employees while improving the candidate experience and increasing hiring manager satisfaction. Clients have also reduced their time-to-fill thanks to the organic growth of their talent networks in utilizing this redefined RPO model. And they have reported the quality of candidates both in skillset and culture fit have improved as well.Provides strategic valueComprehensive solutionStreamlined:May not have the need for a FT specialist and can use value added RPO services to cover these needs. For example: market research specialist, employment branding managerProactive:High growth situation-don’t have knowledge to prepare for it. Workforce planning can offer services to assist during these growth periods. Consistent:Comprehensive nature of the program increases consistency across the entire recruitment program. Improves candidate experience because they see consistency across the board through the whole recruitment program. Organic growth with talent pipeline. Culture fit. Overall strategy vs. group of tacticsStrategic:Ongoing evaluation of TA strategies, allows to redevelop and flexibility to change for ever-changing workforce.
16. Conclusion:RPOs have come a long way from simply outsourcing a company’s recruitment function to being a strategic partner with flexible value-added solutions. Companies are recognizing that the quality of talent is part of its overall success, and a comprehensive and cohesive recruitment program will propel them above their competitors in the market.Overview of contentQuestions