DISCUSSIONIntroductionThe “situation”Option pros & consRPO selection processSelection criteriaThe strategyHow it workedRes...
INTRODUCTIONMy background:Over 16 years of experience in both search firm and corporate settings   leading high functionin...
THE “SITUATION”The Company announced in November that it was splitting into two pure-play companies and had a large hiring...
OPTION PROS & CONSOPTION 1  .           Pros                      ConsAdd           • Easier work oversight   • Ramp up ti...
OPTION PROS & CONS, CONTINUEDOPTION 2   Pros                    ConsRPO        • Hit the ground         • Company had no  ...
RPO SELECTION PROCESS              Create RPO              criteria and                              Invited 9            ...
SELECTION CRITERIA                                                                 Flexibility                   Talent   ...
HOW IT WORKED – THE STRATEGY• Utilized my internal recruiters as “account managers” so  no change of recruiters for hiring...
ALIGNMENT                  RPO                              Recruiters                  PM     Director                   ...
RESOURCE STRATEGY                           Resources           RPO Resources         Column1   Column2    0    4       10...
RESULTS I DIDN’T EXPECT• Met hiring goals• Finished project under budget• Developed candidate pipelines and more candidate...
WHAT I SHOULD HAVE DONE DIFFERENTLY•   TRUSTED earlier: I should have used more of the RPO recruiters on    end-to-end rec...
CONTACT MEDarlene Shoemake | Director, Talent AcquisitionRepublic Services | 18500 N. Allied Way | Phoenix, AZ      O 480....
A Blended Model of Recruitment Outsourcing (Darlene Shoemake)
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A Blended Model of Recruitment Outsourcing (Darlene Shoemake)

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Presentation from ERE Recruiting Conference 2013 by Darlene Shoemake

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A Blended Model of Recruitment Outsourcing (Darlene Shoemake)

  1. 1. DISCUSSIONIntroductionThe “situation”Option pros & consRPO selection processSelection criteriaThe strategyHow it workedResults (I didn’t expect)What I should have doneContact me 2
  2. 2. INTRODUCTIONMy background:Over 16 years of experience in both search firm and corporate settings leading high functioning recruiting teamsCurrent role: Director, Talent Acquisition for Republic Services, a 31,000 person recycling and waste collection, transfer & disposal company with over 800 local operations nationally and in Puerto Rico (5100 annual hires)Prior roles: Director, Talent Acquisition for a large global independent exploration and production company (hereinafter referred to as “Company”) (1200 annual hires) Owner, The Valentine Group, a boutique L.A. search firm (150 annual hires) 3
  3. 3. THE “SITUATION”The Company announced in November that it was splitting into two pure-play companies and had a large hiring goal with a short timeline Given 4 months to hire over 700 new critical talent employees for both companies Areas of recruitment included all corporate - IT, Accounting & Finance, HR, Legal, Procurement, etc., but the positions would not be disclosed until January (and by “January” I mean April in some cases) Additional challenges: did not know the name of the new company, which employees would be staying at the old company and which would be moved to the new company, which company the new hires would work for or who they would be reporting to 4
  4. 4. OPTION PROS & CONSOPTION 1 . Pros ConsAdd • Easier work oversight • Ramp up time to recruit and train:additional 3+weekscontractors • Limited talent pool • Training (internal resource drain) • Equipment and space challenges • Cost for software licenses, etc. • Hiring managers not wanting to work with new recruiters 5
  5. 5. OPTION PROS & CONS, CONTINUEDOPTION 2 Pros ConsRPO • Hit the ground • Company had no running previous experience • No equipment/office working with an space needed RPO • Additional • Quality of recruiters technology and unknown databases included • Company culture with cost of recruiter not aligned for full • Quick ramp up RPO model implementation 6
  6. 6. RPO SELECTION PROCESS Create RPO criteria and Invited 9 grading RPO firms scale for to respond RFP to RFP Selected Entire process RPO Received 8 completed in responses 3 weeks Interviewed top 3 Scored companies answers 7
  7. 7. SELECTION CRITERIA Flexibility Talent To scale teams quickly and end project withExperienced recruiters (10+ years) that can short notice; allow company to do it hit the ground running; certified military “their way” recruitment SUCCESS Expanded Reach/Sourcing DepthDatabases, advertising, marketing platform Superior Reporting Capabilitiesto conduct email blasts; targeted diversity Metrics/SLA deliverables and military experience 8
  8. 8. HOW IT WORKED – THE STRATEGY• Utilized my internal recruiters as “account managers” so no change of recruiters for hiring managers upon project roll-out• Paired the RPO recruiters with internal recruiters• Started with 5 RPO resources and ramped up to 15 at peak• Used the RPO recruiters as sourcers and slowly gave several of them full life-cycle recruiting responsibility• Created a new interview process and an internal scheduler team to handle the high candidate volume due to RPO sourcing 9
  9. 9. ALIGNMENT RPO Recruiters PM Director FTE FTEs & Partners Sourcers Contract Recruiters Support Staff 10
  10. 10. RESOURCE STRATEGY Resources RPO Resources Column1 Column2 0 4 10 0 15 0 12 0 0 9 0 5 0 3January February March April May June July 11
  11. 11. RESULTS I DIDN’T EXPECT• Met hiring goals• Finished project under budget• Developed candidate pipelines and more candidate pipelines! • Even after the roll-off of half the RPO recruiters, the pipelines they built continued to generate numerous hires  Agency hiring dropped to under 4% (previous year:12%) Hired more in the first 6 months of 2012 than the entire previous year Improved quality of hire (as per hiring manager satisfaction survey) Time to accept metrics improved by 15 days Employer Branding – the company made LinkedIn’s 100 Most InDemand Companies list because of the RPO’s strategic SEO and sourcing Recruiting team members developed strong partnerships with the RPO recruiters 12
  12. 12. WHAT I SHOULD HAVE DONE DIFFERENTLY• TRUSTED earlier: I should have used more of the RPO recruiters on end-to-end recruiting• Utilized the RPO’s recruiting coordinators and schedulers instead of building a team of onsite contractors• Set higher expectations on FTE staff to balance workload with RPO recruiters sooner 13
  13. 13. CONTACT MEDarlene Shoemake | Director, Talent AcquisitionRepublic Services | 18500 N. Allied Way | Phoenix, AZ O 480.627.2310 | M 480.225.7228 dshoemake@republicservices.comRepublic Services is one of the nation’s largest recycling companies. We actively pursue projects that improve the environment and help customers meet their sustainability goals. 14

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