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PRACTICAL RPO
GETTING REAL BENEFITS
FROM AN RPO PROGRAM
JUNE 10, 2015
Let’s Get
Real!
TODAY’S SPEAKERS
ANDY ROANE
VP RPO
MATT RIVERA
VP MARKETING
Andy brings more than 16 years of human
capital industry experience to his role. This
lengthy experience includes six years as
vice president of operations for
PeopleScout, where he led RPO
engagements with several Fortune 500
companies.
In his role, Matt is responsible for the
strategic direction of Yoh’s marketing
efforts. Matt manages an exceptional team
of content and candidate marketers to
provide content, information and
engagement to our audiences. He has
more than 26 years of experience in
staffing and recruitment.
SPEAKERSPEAKER
Agenda
§  Today’s Speakers
§  Key Takeaways
§  Why RPO?
§  #1 Situational Analysis & RPO Solution
§  #2 Situational Analysis & RPO Solution
§  #3 Situational Analysis & RPO Solution
§  Needs Assessment and Alignment
§  Connecting RPO to Business
Objectives
§  Questions
RPO can be as unique as your
company culture and your company’s
needs. And it should be.
The ability to scale your recruiting
efforts (up or down) is a great use of
RPO. But it’s more than volume – it’s
about quality.
RPO can improve all or part of your
recruiting processes, but the real
value is in building long-term process
improvement.
RPO is a great first step to improving
overall talent acquisition processes.
And talent is what will allow your
company to achieve its goals.
Key Takeaways
#1
#2
#3
#4
What is
driving
the need for an
outsourced
recruiting solution?
Where can RPO
have impact?
Drivers for RPO Today
RPO Value Proposition Evolution
Cost/Efficiency
• Scalability
• Reduce cost per hire
• Improve quality of hire
• Increase efficiency
• Analytics and metrics
• Technology ROI and cost
avoidance
PHASE 1
Business Impact
• Improved talent pool quality
• Increased hiring manager
engagement and satisfaction
• Optimized recruiting
• Targeted analytics and metrics
PHASE 2
Workforce Strategy
• Workforce planning and
alignment with overall
business strategy
• Increased organizational
agility
• Optimal talent resource
allocation
• Predictive analytics
PHASE 3
CHANGE MANAGEMENT
DIVE IN
Poll Question
How would you
describe your
current talent
acquisition
processes?
Manufacturing
Company
Recruiters: 20
Annual Hires:
700
High-end Engineering and Tech Positions
Seasonal Fluctuations
Acquisitions
New Locations/Divisions
Changes in Technology
Situation #1 – We Have How Many Recruiters?
RPO Impact:
Cost Savings
Change
Management
Scalability
Center of Excellence
(COE)
Advertising
Sourcing
Administrative Support
Situation #1 – How RPO Helped
Bio-Tech
Company
Recruiters: Few
Costs: High
Mid-Sized, Fast Growth
Growth Outpaced HR Capacity
Bolted-On Talent Acquisition
Using Search Agencies
Situation #2 – What’s Broken?
RPO Impact:
Cost Savings
Talent Acquisition
Alignment
Recruiting Data
Hiring Manager
Relationships
Talent Communities
Connection to Business
Goals
Situation #2 – How RPO Helped
Global Agri-
Businesss
HR Staff: Varied
Annual Hires:
375
Fluctuation: +/-
20%
End-to-End RPO
Full Range of Skill Levels
Cost Per Hire
Changing Approach to Talent Acquisition
Situation #3 – What Happens When Things Change?
RPO Impact:
Ability to Change
Focus of Program
Cost Per Hire
Shared Risk
Hiring Agility – Change in
Types of Hires
College Recruiting
Internal Mobility
Situation #3 – How RPO Helped
Needs Assessment and Alignment
How do you
communicate
needs with the
C-Level?
What do you
look at to
evaluate your
needs?
Why is
alignment
critical?
“…the key to (an RPO partnership) success is engagement.
Successful business relationships involve transparent
communications - the use of business metrics to measure success
and information sharing. Without these aspects, gaining an ROI
on the investment in an RPO solution becomes very difficult.”
It’s a two way street.
Connecting it to Business Objectives
What is the
connection?
How do
you connect
them together?
•  Alignment
•  Executive Support
•  The Right Data to Guide
Business Decisions
Questions?
??
Recruitment Process Outsourcing Benefits: Getting Real Benefits from an RPO Program

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Recruitment Process Outsourcing Benefits: Getting Real Benefits from an RPO Program

  • 1. PRACTICAL RPO GETTING REAL BENEFITS FROM AN RPO PROGRAM JUNE 10, 2015 Let’s Get Real!
  • 2. TODAY’S SPEAKERS ANDY ROANE VP RPO MATT RIVERA VP MARKETING Andy brings more than 16 years of human capital industry experience to his role. This lengthy experience includes six years as vice president of operations for PeopleScout, where he led RPO engagements with several Fortune 500 companies. In his role, Matt is responsible for the strategic direction of Yoh’s marketing efforts. Matt manages an exceptional team of content and candidate marketers to provide content, information and engagement to our audiences. He has more than 26 years of experience in staffing and recruitment. SPEAKERSPEAKER
  • 3. Agenda §  Today’s Speakers §  Key Takeaways §  Why RPO? §  #1 Situational Analysis & RPO Solution §  #2 Situational Analysis & RPO Solution §  #3 Situational Analysis & RPO Solution §  Needs Assessment and Alignment §  Connecting RPO to Business Objectives §  Questions
  • 4. RPO can be as unique as your company culture and your company’s needs. And it should be. The ability to scale your recruiting efforts (up or down) is a great use of RPO. But it’s more than volume – it’s about quality. RPO can improve all or part of your recruiting processes, but the real value is in building long-term process improvement. RPO is a great first step to improving overall talent acquisition processes. And talent is what will allow your company to achieve its goals. Key Takeaways #1 #2 #3 #4
  • 5. What is driving the need for an outsourced recruiting solution? Where can RPO have impact? Drivers for RPO Today
  • 6. RPO Value Proposition Evolution Cost/Efficiency • Scalability • Reduce cost per hire • Improve quality of hire • Increase efficiency • Analytics and metrics • Technology ROI and cost avoidance PHASE 1 Business Impact • Improved talent pool quality • Increased hiring manager engagement and satisfaction • Optimized recruiting • Targeted analytics and metrics PHASE 2 Workforce Strategy • Workforce planning and alignment with overall business strategy • Increased organizational agility • Optimal talent resource allocation • Predictive analytics PHASE 3 CHANGE MANAGEMENT
  • 8. Poll Question How would you describe your current talent acquisition processes?
  • 9. Manufacturing Company Recruiters: 20 Annual Hires: 700 High-end Engineering and Tech Positions Seasonal Fluctuations Acquisitions New Locations/Divisions Changes in Technology Situation #1 – We Have How Many Recruiters?
  • 10. RPO Impact: Cost Savings Change Management Scalability Center of Excellence (COE) Advertising Sourcing Administrative Support Situation #1 – How RPO Helped
  • 11. Bio-Tech Company Recruiters: Few Costs: High Mid-Sized, Fast Growth Growth Outpaced HR Capacity Bolted-On Talent Acquisition Using Search Agencies Situation #2 – What’s Broken?
  • 12. RPO Impact: Cost Savings Talent Acquisition Alignment Recruiting Data Hiring Manager Relationships Talent Communities Connection to Business Goals Situation #2 – How RPO Helped
  • 13. Global Agri- Businesss HR Staff: Varied Annual Hires: 375 Fluctuation: +/- 20% End-to-End RPO Full Range of Skill Levels Cost Per Hire Changing Approach to Talent Acquisition Situation #3 – What Happens When Things Change?
  • 14. RPO Impact: Ability to Change Focus of Program Cost Per Hire Shared Risk Hiring Agility – Change in Types of Hires College Recruiting Internal Mobility Situation #3 – How RPO Helped
  • 15. Needs Assessment and Alignment How do you communicate needs with the C-Level? What do you look at to evaluate your needs? Why is alignment critical? “…the key to (an RPO partnership) success is engagement. Successful business relationships involve transparent communications - the use of business metrics to measure success and information sharing. Without these aspects, gaining an ROI on the investment in an RPO solution becomes very difficult.” It’s a two way street.
  • 16. Connecting it to Business Objectives What is the connection? How do you connect them together? •  Alignment •  Executive Support •  The Right Data to Guide Business Decisions