Demystifying Recruitment Process Outsourcing

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Imagine what could be accomplished if you could conquer your recruitment challenges, while reducing your cost-per-hire and decreasing your new hire turnover. Whether your recruitment concerns are within a segment of employment, a single large and rapid new hire initiative, or on-going and across wide geographies, an RPO partnership may very likely provide you with comprehensive solutions.
RPO has been growing rapidly and suddenly. As the industry itself evolves, it struggles to identify and define itself, yet the well planned and executed RPO partnerships are providing amazing results. Demystifying RPO will cite the different shapes and sizes of RPO. As a part of the review of services, we will offer the audience a quick self survey of recruitment efforts that help identify “sore spots” and demonstrate how RPO may bring resolve.
Human Resource Professionals who would like to learn more about what RPO is, the many different types of RPO, and perform a personal self survey of their own recruitment efforts, will benefit from this informative and lively presentation.

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  • Demystifying Recruitment Process Outsourcing

    1. 1. Demystifying RPORecruitment Process Outsourcing<br />Presented by<br />
    2. 2. Demystifying RPORecruitment Process Outsourcing<br />RPO Defined<br /><ul><li>Definition
    3. 3. The Top Reasons RPO is Chosen
    4. 4. Overall Model within HR
    5. 5. The Varying Degrees of RPO</li></ul>How RPO Works<br /><ul><li>Continuum
    6. 6. Solutions RPO can provide
    7. 7. RPO Effectiveness
    8. 8. The Different Types of RPO
    9. 9. Models </li></ul>Is RPO Right for My Organization?<br /><ul><li>Self Survey
    10. 10. Filling the Gaps</li></ul>Pricing<br />Questions and Answers<br />
    11. 11. RPO Defined<br />Recruitment Processing Outsourcing (RPO) is a quickly growing avenue for sourcing and retaining top talent.<br /> Like HRO (total Human Resources Outsourcing) RPOs assume the responsibility of the HR function, but, specifically, as it relates to recruitment. <br />Typically an RPO will have a definitive scope of project varying from becoming the full recruiting department to assuming the responsibility for meeting the hiring objectives of a specific department, location, or segment of employment.<br />
    12. 12. RPO DefinedThe Top Reasons RPO is Chosen<br />New recruiting talent needed <br />Scalability<br />Reduction of contingent and retained search cost<br />Reduce overall cost of hire<br />Relief of tough recruiting segments <br />Create a well planned and managed recruitment strategy<br />Enable the company to focus on core business<br />Enable HR to concentrate on strategy<br />Reduce time to fill<br />Obtain higher levels of talent<br />Improve the candidate experience<br />
    13. 13. RPO DefinedRPO Model within Human Resources<br />RPO<br />Contract<br />Recruiters<br />Internal<br />Recruiters<br />Contingent<br />Recruiting<br />Temporary Employees<br />
    14. 14. RPO DefinedThe Varying Degrees of RPO<br />
    15. 15. How RPO WorksThe Continuum<br />On-boarding and<br />Orientation<br />Interviewing<br />Recruiting<br />Analysis<br />Employee<br />Performance measuring<br />Communication<br />Define and Attract<br />Applicant<br />Processing<br />Background and references<br />A thorough recruiting effort provides the best possible hires.<br />Recruitment Process Outsourcing can assume either a portion of the continuum or the entire effort. <br />
    16. 16. How RPO WorksThe Solutions RPO can Provide<br />While an RPO begins with pre-determined objectives based on the client’s needs, it brings resolve or, at minimum, increases efficiency to a host of recruiting challenges: <br />Increase in pipelineIncrease in quality of candidates Shortened training periodsEmployment planningTrend observanceData for more accurate forecastingIncreased employee referralsEmployee retentionReduced advertising costIncreased HR effectivenessReduced cost of vacancy<br />Employment efficiency rates<br />
    17. 17. How RPO WorksEffectiveness<br />
    18. 18. How RPO WorksDifferent Types of RPO<br />Recruitment Process Outsourcing can assume a portion of a recruitment segment, entire departments or the company’s complete recruiting department <br />Enterprise Solutions, Or End to End Recruitment Process Outsourcing<br /><ul><li> The recruitment process outsourcer assumes total responsibility or the majority of the responsibilities of the continuum </li></ul>For example, a company may outsource the entire continuum for all sales positions but retain all other segments.<br />Augmenting Solutions<br /><ul><li> RPO partners fill one or a few gaps of the continuum. These services are wide ranging and providers typically fill a combination of areas such as resume search, initial pre-screens and first round interviews.</li></li></ul><li>How RPO WorksDifferent Types of RPO<br />Project RPO<br /><ul><li> An organization has a pressing need to meet a substantial headcount increase, typically within a time constraint.
    19. 19. Project RPO can include augmentation or end to end services and typically has an expected end date of services. </li></ul>Examples would include the opening of a new call center or the need to increase headcount that is expected to stabilize.<br />Provider Specific RPO<br /><ul><li> Involves utilizing a supplier who provides a single specific expertise. Although the provider may be limited in scope of service, processing is a critical component of their services and essential to effective completion of the continuum. </li></ul>Examples of Provider Specific RPO work are outsourcing resume search or background checks.<br />
    20. 20. How RPO WorksSample of RPO within a National CompanySeparate RPO partnerships by Regions <br />RPO<br />Region 1<br />RPO<br />Region 2<br />RPO<br />Region 3<br />
    21. 21. How RPO Works Sample RPO Partner manages all recruitment resources <br />Temporary Employees<br />Contractors<br />Contingent & Retained Search<br />RPO<br />
    22. 22. How RPO WorksSample of North America on shore company internal recruitment—off shore global<br />Company retains all Recruiting<br />RPO<br />Company Retains Recruiting<br />RPO<br />RPO <br />RPO <br />RPO<br />
    23. 23. How RPO WorksSample: Shared accountabilities of the RPO partnership<br />On-boarding and<br />Orientation<br />On-boarding and<br />Orientation<br />Interviewing<br />Interviewing<br />Recruiting<br />Recruiting<br />Analysis<br />Employee<br />Performance measuring<br />Communication<br />Employee<br />Performance measuring<br />Define and Attract<br />Applicant<br />Processing<br />Background and references<br />Background and references<br />
    24. 24. How RPO WorksSample: RPO providers are fully responsible for Recruiting, Interviewing and Background checks<br />On-boarding and<br />Orientation<br />Interviewing<br />Recruiting<br />Analysis<br />Employee<br />Performance measuring<br />Communication<br />Define and Attract<br />Applicant<br />Processing<br />Background and references<br />
    25. 25. How RPO WorksSample: Client company maintains accountability of On-boarding and Employee Measuring<br />On-boarding and<br />Orientation<br />Interviewing<br />Recruiting<br />Analysis<br />Employee<br />Performance measuring<br />Communication<br />Define and Attract<br />Applicant<br />Processing<br />Background and references<br />
    26. 26. How RPO WorksSample: Shared accountabilities of the RPO partnership<br />On-boarding and<br />Orientation<br />Interviewing<br />Recruiting<br />Analysis<br />Employee<br />Performance measuring<br />Communication<br />Define and Attract<br />Applicant<br />Processing<br />Background and references<br />
    27. 27. Is RPO Right for My Organization?<br />
    28. 28. Is RPO Right for My Organization?Recruitment Assessment<br />
    29. 29. Is RPO Right for My Organization?RPO Filling the GAPS to reach 100% Efficiency<br />Essential to the success of the effort is evaluation of each step as it relates to the end result, hires and employee retention.<br />Close monitoring throughout the process allows for adjustments and increases efficiency throughout.<br />RPO is most effective when a company clearly identifies its objectives, discovers its internal strengths along with its weaknesses, and chooses an RPO provider offering services that close the gaps and enable the company to reach optimum proficiency.<br />
    30. 30. Pricing Models, Cost Savingsand Contract Terms<br />Pricing Models<br />Per instance models<br /> Administrative and per hire models<br /> SLA dependent discounts<br /> Guarantees<br />Average Savings<br />Price for hire<br /> Cost of vacancy<br /> Employee retention<br />Contracts<br />Length and intention<br /> Origin to execution time<br />
    31. 31. Questions<br />For more information visit our booth<br />or www.people-science.com<br />Presented by<br />

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