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Is RPO the Best Talent Acquisition Strategy for You?

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An increasing number of companies are turning to Recruitment Process Outsourcing (RPO) to handle their workforce talent needs. Find out if RPO is right for you and your business with these specific use cases and case studies.

Published in: Recruiting & HR
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Is RPO the Best Talent Acquisition Strategy for You?

  1. 1. IS RPO THE BEST Talent Acquisition Strategy For You?
  2. 2. Top 4 Reasons to Use RPO as a Talent Acquisition Strategy Tackle Anticipated or Unanticipated High Volume Staffing Needs RPO companies can help satisfy seasonal or cyclical hiring needs, and ramp your staff up or down at a fair cost. Increase Quality and Speed to Talent Consistent Tracking and Compliance. Enhance Your Employment Brand. 1 2Proprietarycontent. Maybe usedwithattribution.
  3. 3. Case Study: HIGH VOLUME HIRING
  4. 4. • Agency costs were sky rocketing • Number of open positions exceeded available recruiting resources The Dilemma 4Proprietarycontent. Maybe usedwithattribution. An East Coast-based Health Care System needed to employ 70+ travel nurses to staff upwardsof 26 operatingroom facilities. Two main problems were identifiedin this hiring model:
  5. 5. The Strategy A project-based RPO model was used to accomplish the following: 1 2 3 Source talent on a national level, while supporting market relocation for critical positions. Develop a feeder program to engage internalemployees. Partner with local colleges to hire new graduatesand nurses with strong acumen for the OR. 5Proprietarycontent. Maybe usedwithattribution.
  6. 6. The Impact 6Proprietarycontent. Maybe usedwithattribution. Successful completion of all requisitionobjectives. 70+ Staff hired over a 12 month period. Hundreds of thousands of dollars saved by decreasing agency staffing costs. With positions filled on-time at a lower cost, this Health Care Systemis not only in stable condition, but thriving!
  7. 7. Increase Quality and Speed to Talent. Utilizing a team of experienced, professional recruiters can increase the quality of hires and the speed with which you fill open positions. 2 7Proprietarycontent. Maybe usedwithattribution. Top 4 Reasons to Use RPO as a Talent Acquisition Strategy
  8. 8. What’s hindering your ability to hire great talent?
  9. 9. The TalentLandscape You may not be covering all your bases. Candidatesare less likely to jump through hoops. Candidatesmove on quickly. If you’re hard to find online,candidates will be too. CANDIDATE’S PERSPECTIVE 76%FT WORKERS ACTIVELY LOOKING 48%EMPLOYERS CAN’T FILL VACANCIES 66% Of job seekers will wait less than two weeks to hear back from an employer before they consider it a lost opportunityand move on. Proprietarycontent. Maybe usedwithattribution. Source:
  10. 10. The TalentLandscape Your RPO program will help to manage risk. RPO can simplify your hiring process. DedicatedRPO staff respondsrapidly to candidates. The RPO provider will work with you to build your brand. Although 76 percent of full-time, employed workers are actively looking for a job or open to new opportunities, almost half, 48 percent, of employers can’t find workers to fill job vacancies. EMPLOYER’S PERSPECTIVE Proprietarycontent. Maybe usedwithattribution. Source:
  11. 11. Case Study: INCREASED HIRING QUALITY & SPEED
  12. 12. • Zero technology infrastructure in place; no website, email, etc. • Lack of resources to meet the tight deadline A startup hospitalneeded to staff the reopening of Psychiatric Facility with chief-levelpositions and direct care staff (150 roles in total) in a 90-day period. The Dilemma 12Proprietarycontent. Maybe usedwithattribution.
  13. 13. The Strategy A customized RPO Solution was used to accomplish the following: 13Proprietarycontent. Maybe usedwithattribution. 1 2 3 Leverage job boardsand existing provider technology to advertise job openings. Coordinateall aspects of the hiring process; i.e. interviews, background checks, etc. On-board new hires exclusively by the provider in a systematic process.
  14. 14. The Impact Instant access to critical technologies to source qualifiedcandidates. A new, streamlinedand sustainable hiring process was created. All 150 roles were filled in 6 months; three months less than the projected timeline. Filled all positions in less time than expected, with better quality candidates and an improved process as well!
  15. 15. ConsistentTracking and Compliance. An RPO partner can handle and assure adherence to all necessary compliance measures within the sourcing, recruiting, and hiring process. 3 15Proprietarycontent. Maybe usedwithattribution. Top 4 Reasons to Use RPO as a Talent Acquisition Strategy
  16. 16. Tracking Consistency and Compliance HIRINGIN MULTIPLE LOCATIONS HIRINGACROSS MULTIPLE DIVISIONS HIRINGBY MANY DIFFERENT PEOPLE HIRINGDONE AT DIFFERENT TIMES 16Proprietarycontent. Maybe usedwithattribution. What causes hiring inconsistencies?
  17. 17. Process A BIG PARTof RPO is PROCESS 17Proprietarycontent. Maybe usedwithattribution. Standardized processes, created with your RPO program, can enhance efficiency and accountability, while decreasing liability.
  18. 18. Tracking Consistency and Compliance Your RPO solution can prevent inconsistencies and increase compliance by implementing standardized procedures. And, your RPO provider can provide metrics to help you gain insight into recruiting performanceand identify trends and other considerationsbefore they become problems.
  19. 19. Case Study: TRACKING AND COMPLIANCE
  20. 20. The Dilemma 20Proprietarycontent. Maybe usedwithattribution. A client approachedYoh with a major hiring hurdle. They were experiencing an offer-decline rate into the 50th percentile as a result of broken and inconsistencies in the talent acquisition process.
  21. 21. The Strategy The talent acquisition process was redesigned after identifying the following: Widespreadinefficiencies through the recruiting and hiring process. Additional training and expertise was needed; specifically aroundoffer and negotiation strategies. 21Proprietarycontent. Maybe usedwithattribution. 1 2
  22. 22. The Impact The client saw an immediate lift in the offer-to-acceptance rate, from under 50% to 90% accepted offers
  23. 23. Enhance Your Employment Brand. A candidate's experience applying and interviewing for a job at your organization has a direct impact on its employment brand. 4 23Proprietarycontent. Maybe usedwithattribution. Top 4 Reasons to Use RPO as a Talent Acquisition Strategy
  24. 24. EmploymentBrand 24Proprietarycontent. Maybe usedwithattribution. WHAT STORYIS YOUR COMPANY TELLING?
  25. 25. RPO can help your company tell its story… EmploymentBrand101 Why your employer brand is important • Your employer brand determines how candidatesview yourcompany • A bad image can hurt your hiring efforts How can RPO help that? RPO can enhance your employer brand by creating a consistent hiring process which will improve candidate’stotal experience. For example, your RPO provider can manage and monitor your social media profiles by providinga script and response strategy. This accomplishes the following: • Ensurescoverage of a high-touch forum for candidatesto interact with your company. • Real time monitoring of accountson Facebook, Glassdoor, & LinkedIn. • Prevents negative posts from remaining on company pages • Ensures a great candidateisn’t ignored because nobodysaw their post.
  26. 26. EmploymentBrand101 • Protects brand image and reputation • Prevents missed hiring opportunities • Employee referrals • Boost candidate perception • RPO provider learns and maintainsyour brand experience • Provider ensures candidatesare a perfect match
  27. 27. NOW WHAT?
  28. 28. How do yougetstarted? If you decide RPO is right for you, your RPO provider will take you through a few steps to get started…
  29. 29. Stages of RPO 29Proprietarycontent. Maybe usedwithattribution. DISCOVERY  RPO provider and client meet and begin to map out a desired process.  This process will inform and support many of the design elements of the RPO solution.
  30. 30. Stages of RPO 30Proprietarycontent. Maybe usedwithattribution. DESIGN • RPO provider designs a custom solution that will best fit the client’s needs. • At this stage, recommendations regarding changes in technologies and/or additional support roles will be identified and determined.
  31. 31. Stages of RPO 31Proprietarycontent. Maybe usedwithattribution. IMPLEMENTATION • Data collected during the discovery phase is used to finalize the RPO solution. • On/Off-site support from the RPO provider team to confidently and successfully launch the program.
  32. 32. A Need to Tackle Anticipated or Unanticipated High Volume Staffing Needs. RPO companies can help satisfy seasonal or cyclical hiring needs, and ramp your staff up or down at a fair cost. A Desire to Increase Quality and Speed to Talent. Utilizing a team of experienced, professional recruiters can increase the quality of hire and the speed with which you fill open positions. A Desire for Consistent Tracking and Compliance. An RPO partner can handle and assure adherence to all necessary compliance measures within the sourcing, recruiting, and hiring process. A Need to Enhance Your Employment Brand. A candidate's experience applying and interviewing for a job at your organization has a direct impact on its employment brand. 1 2 3 4 32 RECAP: HOW RPO CAN HELP YOUR COMPANY
  33. 33. Explore ADDITIONAL RESOURCES…
  34. 34. Choose Your Own Adventure Just Getting Started? Get the basics from our most-downloadedRPO eBook. Looking for TopRPO Providers? Learn what goes into selecting the best RPO provider for you. Want to Connect with an RPO Expert? We’ve got a few of those on hand. Let’s get in touch.

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