The document discusses the challenges that companies face in managing their talent acquisition resources to meet fluctuating hiring demand. It argues that the traditional model leaves companies facing issues like increased costs, decreased quality, and stress on the talent acquisition team during peaks and valleys in demand. It proposes that using a recruitment process outsourcing (RPO) provider can help address these issues by allowing companies to scale up and down their recruiting resources more easily to match demand. An RPO provides a dedicated team to handle operations and allows the company to focus on strategy. This new model can improve key performance indicators, lower costs, and help companies avoid the "Groundhog Day" scenario of facing the same talent challenges repeatedly.
An RPO provider helped a financial services firm hire 3,600 people in 5 months by screening 18,000 candidates. RPO allows companies to outsource recruiting tasks like this one to free up HR executives for strategic work. RPO is growing due to labor shortages, complex hiring needs, and an evolving HR role focused more on strategy. RPO providers can expand candidate pools, shorten hiring cycles, and reduce costs through dedicated recruiting teams tailored to each company's needs.
The document discusses the changing role of frontline managers in the pharmaceutical industry due to emerging trends like increased use of technology, personalized medicine, and changing customer expectations; it highlights the importance of coaching and training for frontline managers to help them adapt to these changes and ensure field force excellence; and it announces an upcoming event on field force excellence that will bring together industry experts to discuss these topics and how to foster excellence through the human resources approach and the role of the second line manager.
This document discusses a survey of finance executives at manufacturing companies about their human capital strategies.
1) Most manufacturers plan to increase hiring over the next two years while keeping labor budgets steady, indicating they will need to maximize productivity from existing and new employees.
2) Finding skilled employees is becoming more difficult and competitive due to high demand, regional factors, and an aging workforce.
3) While cost control remains important, most manufacturers will primarily focus on improving recruitment, retention, training and development to maximize workforce output and productivity over the next two years.
The document discusses two approaches to outsourced recruitment process (RPO) solutions: an HR back-office solution and an end-to-end solution. While both can increase hiring, the study found that the end-to-end solution yielded twice as many hires as the back-office solution due to the back-office model's tendency to replicate steps already completed by the provider. This replication confuses candidates and adds unnecessary time to the process, reducing hires compared to the seamless end-to-end model. The document recommends an end-to-end solution for maximizing hiring outcomes from outsourced recruitment.
There are two models for recruitment outsourcing: managed service programs (MSPs) and recruitment process outsourcing (RPOs). MSPs involve one company providing contingent labor through a network of recruitment firms, while RPOs involve a one-to-one relationship where the provider identifies and delivers talent directly to the client. RPOs are designed to mimic a company's internal recruitment process, while MSPs focus on managing contingent labor needs and costs through an external supplier network. Companies choose these options to benefit from reduced costs, flexibility, risk management, and access to large talent pools, while outsourcing recruitment functions and responsibilities. The recruitment outsourcing industry is growing, especially in Asia and Europe,
Now in its fourth year, this year's survey analyzes the key global trends in Recruitment Process Outsourcing. The survey sample includes more than 500 respondents from across the globe.
Rect sel human resource planning spr 2012Laiqa Ahmed
The document discusses human resource planning and management. It defines HRP as ensuring the right number and type of employees are available at the right times to help the organization achieve its goals. Effective HRP includes forecasting labor demand and supply to anticipate surpluses or deficits. It also aims to attract and retain qualified employees while developing a flexible workforce. Factors like organizational strategy, growth, and the external environment impact HRP. Forecasting methods and programs can help address expected labor shortages or surpluses.
Energy Consulting SDVOSB Transition Mnagementgasanden
This scenario recaps possibly the most challenging and far-reaching example of Link’s transition
management capabilities - - sometimes referred to as managing a whitewater transition.
Organizational transitions are often precipitated by mergers, acquisitions, organizational
restructurings, financial distress, or startup. Whereas change management typically focuses on
creating change in an organization, transition management strives to optimally control and
manage that is inevitably occurring.
An RPO provider helped a financial services firm hire 3,600 people in 5 months by screening 18,000 candidates. RPO allows companies to outsource recruiting tasks like this one to free up HR executives for strategic work. RPO is growing due to labor shortages, complex hiring needs, and an evolving HR role focused more on strategy. RPO providers can expand candidate pools, shorten hiring cycles, and reduce costs through dedicated recruiting teams tailored to each company's needs.
The document discusses the changing role of frontline managers in the pharmaceutical industry due to emerging trends like increased use of technology, personalized medicine, and changing customer expectations; it highlights the importance of coaching and training for frontline managers to help them adapt to these changes and ensure field force excellence; and it announces an upcoming event on field force excellence that will bring together industry experts to discuss these topics and how to foster excellence through the human resources approach and the role of the second line manager.
This document discusses a survey of finance executives at manufacturing companies about their human capital strategies.
1) Most manufacturers plan to increase hiring over the next two years while keeping labor budgets steady, indicating they will need to maximize productivity from existing and new employees.
2) Finding skilled employees is becoming more difficult and competitive due to high demand, regional factors, and an aging workforce.
3) While cost control remains important, most manufacturers will primarily focus on improving recruitment, retention, training and development to maximize workforce output and productivity over the next two years.
The document discusses two approaches to outsourced recruitment process (RPO) solutions: an HR back-office solution and an end-to-end solution. While both can increase hiring, the study found that the end-to-end solution yielded twice as many hires as the back-office solution due to the back-office model's tendency to replicate steps already completed by the provider. This replication confuses candidates and adds unnecessary time to the process, reducing hires compared to the seamless end-to-end model. The document recommends an end-to-end solution for maximizing hiring outcomes from outsourced recruitment.
There are two models for recruitment outsourcing: managed service programs (MSPs) and recruitment process outsourcing (RPOs). MSPs involve one company providing contingent labor through a network of recruitment firms, while RPOs involve a one-to-one relationship where the provider identifies and delivers talent directly to the client. RPOs are designed to mimic a company's internal recruitment process, while MSPs focus on managing contingent labor needs and costs through an external supplier network. Companies choose these options to benefit from reduced costs, flexibility, risk management, and access to large talent pools, while outsourcing recruitment functions and responsibilities. The recruitment outsourcing industry is growing, especially in Asia and Europe,
Now in its fourth year, this year's survey analyzes the key global trends in Recruitment Process Outsourcing. The survey sample includes more than 500 respondents from across the globe.
Rect sel human resource planning spr 2012Laiqa Ahmed
The document discusses human resource planning and management. It defines HRP as ensuring the right number and type of employees are available at the right times to help the organization achieve its goals. Effective HRP includes forecasting labor demand and supply to anticipate surpluses or deficits. It also aims to attract and retain qualified employees while developing a flexible workforce. Factors like organizational strategy, growth, and the external environment impact HRP. Forecasting methods and programs can help address expected labor shortages or surpluses.
Energy Consulting SDVOSB Transition Mnagementgasanden
This scenario recaps possibly the most challenging and far-reaching example of Link’s transition
management capabilities - - sometimes referred to as managing a whitewater transition.
Organizational transitions are often precipitated by mergers, acquisitions, organizational
restructurings, financial distress, or startup. Whereas change management typically focuses on
creating change in an organization, transition management strives to optimally control and
manage that is inevitably occurring.
This scenario recaps possibly the most challenging and far-reaching example of Link’s transition
planning and management capabilities - - sometimes referred to as managing a whitewater
transitioning. Organizational transitions are often precipitated by mergers, acquisitions,
organizational restructurings, financial distress, or startup. Whereas change management
typically focuses on creating change in an organization, transition management strives to
optimally control and manage that is inevitably occurring.
Common-sense metrics about the learning curve for high-turnover, technical positions, particularly in IT, can yield shorter ramp-up time, more efficient staffing policies and decisions - and increased profitability. This paper presents the practical issues, the theory behind a low-cost solution, a straight-forward implementation plan, talking points to justify long-overdue change in staffing practices and true Human Capital accounting
The document discusses the key components of the human resource management (HRM) process which includes identifying and selecting competent employees, providing skills and knowledge training to employees, and retaining high-performing employees. It covers the tasks of employment planning, recruitment, downsizing, candidate selection, orientation, training, performance appraisal, compensation and benefits in the HRM process.
The document discusses:
1) Valuing options that are part of executive compensation packages can be complex due to different valuation models. Options help ensure executives' interests are aligned with company performance but discounts may need to be applied for non-transferable options.
2) Selling non-core business lines can be challenging and require preparation. It discusses the importance of preparing financials, identifying key risks, resolving any legal or tax issues, and engaging advisors to help maximize sale value.
3) Settling on a sale price for a business involves comparing the locked box and completion accounts approaches. Locked box fixes the sale price at a historic date while completion accounts adjusts for events until closing.
Hudson, Supply Chain and Procurement - White Papermarkholyoake
The document discusses the evolving role of procurement leaders and the challenges they face. It notes an identity crisis in the supply chain profession due to unclear definitions and roles. This impacts career development and attracting top talent. The profile of an effective Chief Procurement Officer is described as requiring a rare combination of skills, including high emotional intelligence. Developing talent and common role definitions is key to meeting the changing demands of the position.
Manpower planning is important for companies to ensure they have the right staff with the right skills now and in the future. It involves 3 phases - developing manpower objectives based on company goals, managing resources to meet objectives through plans like recruitment and training, and ongoing evaluation and adjustment of plans. Proper manpower planning treats staff as an investment rather than just a cost, and integrates with the overall company plan. It requires analyzing current staffing levels, costs, attrition and recruitment trends to forecast future needs under different scenarios and accounting for factors like new technologies. Regular review and updating of forecasts and the plan is needed to control results against expectations.
Recruiting in Germany Fact & Figures
Overview on how the recruitment in Germany is organized, conducted, financed incl. answer to the questions:
● What are the current topics in German Corporate Recruiting?
● How proactive is the recruitment in Germany?
● How is the recruitment in Germany organized?
● Recruiting Channel: Where do employers get their applicants and hires from?
● How do job seekers and employers look for each other?
The document discusses challenges with the acquisition workforce and proposes a solution of mandatory job-focused learning programs. It summarizes that:
1) Acquisition workers are often assigned to jobs that require skills and experience they do not possess, such as contracting in Afghanistan.
2) While certification programs ensure foundational training, they do not focus on skills for specific job assignments and there can be long delays between training and applying skills on the job.
3) The document proposes mandatory, funded job-focused learning programs to provide acquisition workers with training directly applicable to improving their performance in their current roles.
Dick Finnegan is an expert in employee retention who has authored books and articles on the topic. This document discusses the importance of calculating the costs of employee turnover and provides tools and strategies for doing so. It recommends that the finance department lead cost analysis to bring credibility. Examples are given of calculating costs by job groups and leveraging cost data to improve retention. The last sections introduce a Certified Employee Retention Professional program.
Workplace Flexibility and the Recovery - Risks & OpportunitiesFallonHorgan
This document discusses workplace flexibility in the context of the global financial crisis and the National Employment Standards in Australia. It provides examples of how some organizations addressed staff flexibility needs during economic downturn by reducing hours and keeping employees, which helped save costs and retain skilled workers. The document outlines the right of employees to request flexible work arrangements under the National Employment Standards and obligations of employers to accommodate such requests where reasonable.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
1. The document provides information on various job openings, including position titles, industries, locations, salaries, bonuses, descriptions, and requirements.
2. Positions range from entry-level to director-level across different industries like manufacturing, investments, banking, retail, and technology.
3. The jobs are located in Orange County and Los Angeles County, California and require relevant experience and qualifications for each role.
aap3 provides end-to-end recruitment solutions tailored to clients' needs, including placing permanent or contract consultants, conducting searches and selections, and managing recruitment vendors. They offer talent management and outplacement services to help organizations with skills audits, assessments, and reducing headcount. aap3 works to understand clients' business needs and goals in order to find the best candidates to help achieve their objectives.
Replacing employees is very costly for companies, often totaling over three times the employee's annual salary. Direct costs of replacing a $60,000/year employee total around $49,000 and include things like job ads, signing bonuses, and training the new hire. Indirect costs, like lost productivity and lower morale, add another $101,000, bringing the total replacement cost to around $150,000. Retaining current employees through salary increases, bonuses, flexible schedules, and career development opportunities is a more affordable alternative that benefits both the company and its workforce.
This document contains descriptions of several finance and accounting positions available through a recruiting firm. It lists the job title, industry, location, salary range, bonus eligibility, requirements, and date for each position. Positions include Chief Financial Officer, Director of International Tax, SVP Director of Finance, Director of Technical Accounting, Director of Cost Accounting, and Senior Tax Manager - Domestic. The document provides details on qualifications and responsibilities for a variety of roles within the finance/accounting fields.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
This document discusses how principles from Lean manufacturing such as eliminating waste can be applied to talent acquisition processes. It advocates adopting a "just-in-time" approach to recruiting where candidates are acquired and delivered in direct response to hiring needs. This helps reduce mismatches between open roles and candidates' skills. The document argues that taking a lean approach to talent acquisition with a focus on eliminating non-value-added activities can improve process efficiency and uncover hidden returns on investment, leading to tangible positive impacts on business metrics like return on assets and net profit margins.
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
The document discusses return on investment (ROI) from adopting a good recruitment system. It states that ROI from recruitment systems is often overwhelming, with quantifiable paybacks within 3 months. It notes that compiling an ROI case can be difficult without hard data on current hiring costs and performance. The ROI case contains quantifiable benefits like reducing newspaper advertising costs and improving recruiter efficiency, as well as unquantifiable opportunity costs like attracting and retaining top talent. It provides examples of quantifiable benefits and unquantifiable opportunity costs from implementing a new recruitment system.
This document discusses strategies for recruiting during an economic recession. It recommends leveraging existing employees' skills, making sound hiring decisions based on economic conditions, and using innovative methods to increase employee retention, engagement, and productivity. It then discusses what a recruitment process outsourcing (RPO) is and the advantages it can provide, such as reducing costs and improving hiring processes. Finally, it outlines some potential disadvantages of an RPO, such as increased management challenges and costs exceeding an in-house recruitment department.
This document discusses the business case and readiness for implementing a Managed Service Provider (MSP) program. There are four main benefits to an MSP program: 1) Increased access to talent through faster hiring processes. 2) Reduced costs and improved efficiency through rate benchmarking, supplier management, and process standardization. 3) Reduced risks around compliance, workforce continuity, and supplier quality. 4) Increased visibility into the contingent workforce for better decision making. The document provides examples and research to support each benefit. It also provides questions to help determine an organization's readiness for an MSP program in areas like compliance, risk exposure, and contingent workforce management.
This scenario recaps possibly the most challenging and far-reaching example of Link’s transition
planning and management capabilities - - sometimes referred to as managing a whitewater
transitioning. Organizational transitions are often precipitated by mergers, acquisitions,
organizational restructurings, financial distress, or startup. Whereas change management
typically focuses on creating change in an organization, transition management strives to
optimally control and manage that is inevitably occurring.
Common-sense metrics about the learning curve for high-turnover, technical positions, particularly in IT, can yield shorter ramp-up time, more efficient staffing policies and decisions - and increased profitability. This paper presents the practical issues, the theory behind a low-cost solution, a straight-forward implementation plan, talking points to justify long-overdue change in staffing practices and true Human Capital accounting
The document discusses the key components of the human resource management (HRM) process which includes identifying and selecting competent employees, providing skills and knowledge training to employees, and retaining high-performing employees. It covers the tasks of employment planning, recruitment, downsizing, candidate selection, orientation, training, performance appraisal, compensation and benefits in the HRM process.
The document discusses:
1) Valuing options that are part of executive compensation packages can be complex due to different valuation models. Options help ensure executives' interests are aligned with company performance but discounts may need to be applied for non-transferable options.
2) Selling non-core business lines can be challenging and require preparation. It discusses the importance of preparing financials, identifying key risks, resolving any legal or tax issues, and engaging advisors to help maximize sale value.
3) Settling on a sale price for a business involves comparing the locked box and completion accounts approaches. Locked box fixes the sale price at a historic date while completion accounts adjusts for events until closing.
Hudson, Supply Chain and Procurement - White Papermarkholyoake
The document discusses the evolving role of procurement leaders and the challenges they face. It notes an identity crisis in the supply chain profession due to unclear definitions and roles. This impacts career development and attracting top talent. The profile of an effective Chief Procurement Officer is described as requiring a rare combination of skills, including high emotional intelligence. Developing talent and common role definitions is key to meeting the changing demands of the position.
Manpower planning is important for companies to ensure they have the right staff with the right skills now and in the future. It involves 3 phases - developing manpower objectives based on company goals, managing resources to meet objectives through plans like recruitment and training, and ongoing evaluation and adjustment of plans. Proper manpower planning treats staff as an investment rather than just a cost, and integrates with the overall company plan. It requires analyzing current staffing levels, costs, attrition and recruitment trends to forecast future needs under different scenarios and accounting for factors like new technologies. Regular review and updating of forecasts and the plan is needed to control results against expectations.
Recruiting in Germany Fact & Figures
Overview on how the recruitment in Germany is organized, conducted, financed incl. answer to the questions:
● What are the current topics in German Corporate Recruiting?
● How proactive is the recruitment in Germany?
● How is the recruitment in Germany organized?
● Recruiting Channel: Where do employers get their applicants and hires from?
● How do job seekers and employers look for each other?
The document discusses challenges with the acquisition workforce and proposes a solution of mandatory job-focused learning programs. It summarizes that:
1) Acquisition workers are often assigned to jobs that require skills and experience they do not possess, such as contracting in Afghanistan.
2) While certification programs ensure foundational training, they do not focus on skills for specific job assignments and there can be long delays between training and applying skills on the job.
3) The document proposes mandatory, funded job-focused learning programs to provide acquisition workers with training directly applicable to improving their performance in their current roles.
Dick Finnegan is an expert in employee retention who has authored books and articles on the topic. This document discusses the importance of calculating the costs of employee turnover and provides tools and strategies for doing so. It recommends that the finance department lead cost analysis to bring credibility. Examples are given of calculating costs by job groups and leveraging cost data to improve retention. The last sections introduce a Certified Employee Retention Professional program.
Workplace Flexibility and the Recovery - Risks & OpportunitiesFallonHorgan
This document discusses workplace flexibility in the context of the global financial crisis and the National Employment Standards in Australia. It provides examples of how some organizations addressed staff flexibility needs during economic downturn by reducing hours and keeping employees, which helped save costs and retain skilled workers. The document outlines the right of employees to request flexible work arrangements under the National Employment Standards and obligations of employers to accommodate such requests where reasonable.
It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after.
Learn the various components of RPO and provide a basic overview of selecting an RPO provider.
In this presentation, you will learn:
1) What is RPO (it’s not black and white)
2) The components of RPO (describe the ideal RPO offering)
3) The criteria for selecting an RPO provider (look beyond the pretty face)
4) Suggestions to help guarantee success (The basics of the RPO pre-nup)
1. The document provides information on various job openings, including position titles, industries, locations, salaries, bonuses, descriptions, and requirements.
2. Positions range from entry-level to director-level across different industries like manufacturing, investments, banking, retail, and technology.
3. The jobs are located in Orange County and Los Angeles County, California and require relevant experience and qualifications for each role.
aap3 provides end-to-end recruitment solutions tailored to clients' needs, including placing permanent or contract consultants, conducting searches and selections, and managing recruitment vendors. They offer talent management and outplacement services to help organizations with skills audits, assessments, and reducing headcount. aap3 works to understand clients' business needs and goals in order to find the best candidates to help achieve their objectives.
Replacing employees is very costly for companies, often totaling over three times the employee's annual salary. Direct costs of replacing a $60,000/year employee total around $49,000 and include things like job ads, signing bonuses, and training the new hire. Indirect costs, like lost productivity and lower morale, add another $101,000, bringing the total replacement cost to around $150,000. Retaining current employees through salary increases, bonuses, flexible schedules, and career development opportunities is a more affordable alternative that benefits both the company and its workforce.
This document contains descriptions of several finance and accounting positions available through a recruiting firm. It lists the job title, industry, location, salary range, bonus eligibility, requirements, and date for each position. Positions include Chief Financial Officer, Director of International Tax, SVP Director of Finance, Director of Technical Accounting, Director of Cost Accounting, and Senior Tax Manager - Domestic. The document provides details on qualifications and responsibilities for a variety of roles within the finance/accounting fields.
Many firms struggle to find top talent. This ins't a new problem, but solving it can be an enigma. The talent is out there, learn how to break the code and find more than your fair share.
New eBook on the business case for Recruitment Process Outsourcing.
This document discusses how principles from Lean manufacturing such as eliminating waste can be applied to talent acquisition processes. It advocates adopting a "just-in-time" approach to recruiting where candidates are acquired and delivered in direct response to hiring needs. This helps reduce mismatches between open roles and candidates' skills. The document argues that taking a lean approach to talent acquisition with a focus on eliminating non-value-added activities can improve process efficiency and uncover hidden returns on investment, leading to tangible positive impacts on business metrics like return on assets and net profit margins.
In Recruiting, How Important Is Cost Per Hire?David Green
These are the slides from a webinar I delivered in conjunction with LinkedIn Talent Solutions in October 2015.
The slides draw on research from the likes of Bersin by Deloitte, BCG and SHRM and demonstrate how to achieve return on investment in recruiting you need to balance cost, agility and quality drivers.
The slides demonstrate how too much focus on lowering cost per hire can actually prove more expensive and disruptive in the long run.
The document discusses return on investment (ROI) from adopting a good recruitment system. It states that ROI from recruitment systems is often overwhelming, with quantifiable paybacks within 3 months. It notes that compiling an ROI case can be difficult without hard data on current hiring costs and performance. The ROI case contains quantifiable benefits like reducing newspaper advertising costs and improving recruiter efficiency, as well as unquantifiable opportunity costs like attracting and retaining top talent. It provides examples of quantifiable benefits and unquantifiable opportunity costs from implementing a new recruitment system.
This document discusses strategies for recruiting during an economic recession. It recommends leveraging existing employees' skills, making sound hiring decisions based on economic conditions, and using innovative methods to increase employee retention, engagement, and productivity. It then discusses what a recruitment process outsourcing (RPO) is and the advantages it can provide, such as reducing costs and improving hiring processes. Finally, it outlines some potential disadvantages of an RPO, such as increased management challenges and costs exceeding an in-house recruitment department.
This document discusses the business case and readiness for implementing a Managed Service Provider (MSP) program. There are four main benefits to an MSP program: 1) Increased access to talent through faster hiring processes. 2) Reduced costs and improved efficiency through rate benchmarking, supplier management, and process standardization. 3) Reduced risks around compliance, workforce continuity, and supplier quality. 4) Increased visibility into the contingent workforce for better decision making. The document provides examples and research to support each benefit. It also provides questions to help determine an organization's readiness for an MSP program in areas like compliance, risk exposure, and contingent workforce management.
This document discusses 4 ways for recruiters to prove their worth through metrics: 1) Get the big picture by focusing on metrics that speak to objectives and are agreed upon, 2) Understand what's changed with new technologies to identify new opportunities, 3) Generate the right reports using templates and customization to visualize data, 4) Apply learnings by sharing reports to facilitate strategic discussions and gain approval for investments. Recruiters are encouraged to iterate their metrics over time to continually improve recruiting programs.
12 Chapter 5 • Forecasting and Planning 127
Chapter 5 • Forecasting and Planning 127
The competition for good employees is particularly fierce for smaller companies, who, despite providing the majority of new jobs in the United States,8 have a more difficult time hiring in general. Forecasting and planning let firms better manage talent shortages and surpluses. By understanding business cycles, the business needs of their firms, the current talent in their firms, and the pipelines for finding future talent, HR professionals can proactively reduce the impact the greater competition for talent will have.
Workforce planning is a strategic process that allows an organization to predict and manage its talent supply and demand. The goal of this process is to enable the organization to attain its business goals and execute its strategy. Because business leader input is as important as HR input, workforce planning is an organizational initiative, not something solely done by HR.
Despite the clear advantages of forecasting and planning, many organizations respond to their staffing needs reactively rather than proactively. In other words, they do little planning and simply work to fill positions as they open up. Jim Robbins, the former president and CEO of Cox Communications, put it this way: "We spend four months per year on the budget process, but we hardly spend any time talking about our talent, our strengths and how to leverage them, our talent needs and how to build them. Everyone is held accountable for their budget. But no one is held accountable for the strength of their talent pool. Isn't it the talent we have in each unit that drives our results? Aren't we missing something?"
At Corning, a leader in specialty glass and ceramics, talent planning is the "bridge that translates business strategy into talent strategy."10 Corning knows that its talent portfolio influences its success. Over- or understaffed units affect the company's cost structure, cash flow, and ability to deliver its products. The wrong skill mix can mean missed market opportunities if the workforce is underskilled or, if the workforce is overskilled, cost structures that undermine profitability. To keep its skill mix optimized, every spring Corning models its future talent needs across multiple scenarios and then analyzes strategies to close any gaps.11
In this chapter, we discuss the importance of understanding the organization's business strategy, goals, and competitive environment to identify what talents the firm will need. Ensuring that the right people are in place at the right time requires forecasting the firm's labor demand and maintaining an awareness of the relevant pipelines for its labor supply. Action plans can then be developed to address any gaps between the two. After reading this chapter, you will have a good understanding of the workforce forecasting and planning process.
THE WORKFORCE PLANNING PROCESS
The workforce planning process, which is illustrated.
chapter FOUR Right People Designing Recruiting and Staffing Proc.docxchristinemaritza
chapter FOUR Right People: Designing Recruiting and Staffing Processes
Running a successful business depends on having the right people in the right roles to effectively execute its strategies. The most important decision a company makes about its employees is to hire them. Every other action made about employees is a direct result of that initial decision to bring them into the organization.
Despite the strategic importance of hiring, many companies have treated recruiting as a largely administrative process.1 Rather than focusing on the business value associated with hiring, recruiters often focus on increasing the number of job requisitions processed, with little emphasis on how the newly hired people perform after they join the company. As one person put it, “HR departments that focus on number of hires instead of quality of hires might as well measure effectiveness by the kilos of people they've employed.” Fortunately, the growing influence of strategic HR is steadily changing the focus from quantity to quality of hiring. This is the result of several factors:
• Scarcity of skilled talent. Experienced recruiters know there is always a limited supply of qualified high performers available to fill skilled jobs at the salary companies want to pay them. This skill shortage is growing due to the increasing complexity of jobs, decreasing birth rates in many countries, and more intensive competition for talent around the globe.2 Do not be fooled by overall unemployment statistics. There may be more people available in the job market in general, but that does not mean they are people who have the skills and competencies needed to support your company's strategies.
• Cost of labor. As the supply of skilled labor decreases, its cost increases. Companies cannot afford to make hiring mistakes given how much it costs to bring people into the organization. There is also the insidious problem of hiring marginal performers and having them stay. In many countries, it is both difficult and costly to fire someone for underperformance.
• Importance of human capital. The past thirty years have seen a steady shift from a resource-based to a knowledge- and service-based economy. In today's market, competitive advantage depends less on what companies own and more on whom they employ. Your company's ability to hire skilled, high-performing employees simultaneously supports the goals of your business while depriving your competitors of the talent they may need to compete against you.
Recruiting was once seen as a back-office function that was often outsourced as a commodity service. It is now becoming a key differentiator in the emerging war for talent. Winning this war requires rethinking key questions around what makes a good recruiting process.
This chapter is organized into three sections. Section 4.1 discusses fundamental changes in how companies are thinking about recruiting and the growing emphasis on creating more collaborative, quality-focused recruitin ...
Lean six sigma tools in the hiring processPradeep Sahay
This document discusses how lean sigma principles from manufacturing can be applied to improve the talent acquisition process. It identifies the common wastes in hiring like waiting, overproduction, and rework. It proposes applying lean thinking to map out the hiring process and identify non-value added activities. Just-in-time recruiting is also discussed as a pull-based strategy to source candidates only when needed to reduce waste from overproduction and excess inventory of candidates. The goal is to adapt lean and six sigma tools to create an efficient, responsive hiring process that better meets an organization's needs.
Reducing Employee Turnover in the Big Four Public Accounting Firm.pdfHanaTiti
This document summarizes Erin MacLean's 2013 senior thesis from Claremont McKenna College titled "Reducing Employee Turnover in the Big Four Public Accounting Firms." The thesis explores contributors to high employee turnover rates in public accounting firms, with a focus on the "Big Four" firms of Deloitte, EY, KPMG, and PricewaterhouseCoopers. It analyzes popular motivational theories and their application to careers in public accounting. It also examines possible reasons for differences in retention rates between male and female employees. Finally, it evaluates current firm programs and initiatives to reduce turnover, providing suggestions for additional areas of focus.
Today, project services staff with specialist skills in the IT, science, engineering and healthcare industries are among our most in-demand recruitment segments world wide.
Workforce analysts predict that this employee segment will be the source of the largest job growth over the next decade.
Regardless of whether you’re seeking senior project management experts with critical niche vertical experience, or higher-end professionals in support roles within technical projects, demand will likely outstrip supply for the foreseeable future.
In this highly competitive job segment, workforce solutions must not only be well-planned and responsive, but they must also be cost-effective and deliver high-quality results.
The 4 Dysfunctions of Recruiting & How You Can Successfully Overcome ThemAggregage
Join Trent Cotton in this exclusive webinar to learn how to overcome the four dysfunctions of recruiting with Sprint Recruiting. This approach opens up a new world for recruiters by applying the AGILE methodology to the recruitment process!
Organisations hiring in Asia face tremendous competition for talent, but are also under pressure to decrease their expenses. Too often, they sacrifice the quality of their workforce by reducing cost-per-hire. But there is a better way. By measuring the right data, organizations can develop a talent acquisition process that increases the quality of candidates and saves money in the long run. Sharing this information with executive leadership will validate HR’s role in driving organisational performance.
The document describes a case study presentation on business process reengineering (BPR) at Precision Materials Inc. It identifies key objectives of the BPR project which were to reduce order cycle times, eliminate errors, and provide timely order status updates. Cross-functional teams were formed to redesign processes by eliminating unnecessary steps, increasing speed and quality, and completing steps simultaneously. The role of information technology was also highlighted, which enabled online order approval and inventory checks, intercepted errors, and reduced cycle times.
11 Recruitment metrics for hiring managersJobTatkal
ust like your vehicle needs servicing in a certain period of time, your hiring process also needs to be tracked once in a while to make sure that the recruitment process is functioning effectively.
To ensure that your hiring team is working with the right data, you need to understand the recruitment metrics first. It will help you evaluate the process and create an effective hiring strategy to recruit top talents.
The document discusses the return on investment (ROI) from adopting a good recruitment system. It states that for most organizations, the ROI from such a system provides quantifiable paybacks within 3 months. It outlines some of the quantifiable benefits, such as reducing agency fees by at least 20% annually through direct hires, and reducing newspaper advertising costs. It also discusses unquantifiable opportunity costs, such as attracting top recruiters and building a talent pool of qualified candidates. The document provides contact information for a company that can evaluate an organization's recruitment process.
This document summarizes part two of an evaluation of ARI Inc.'s hiring process design and supply chain. It analyzes the strengths and weaknesses of ARI's in-house and job fair hiring processes. Several weaknesses were identified, including needing to refine the applicant prescreening process and improve efficiency at job fair booths. To address these weaknesses, a new prescreening form was added to online applications and two additional recruiters were allocated to job fair booths. The document also examines ARI's human capital supply chain and partnerships with schools to access pre-screened applicants. Updated process flow charts are provided to visualize the improved hiring and job fair recruitment processes.
Strategies for Avoiding Temporary Staffing Shortages - Updated.pdfMaintecBangalore
Temporary or freelance hires are commonly used to cover skills shortages caused by a shortage of competent permanent workers. With a group of skilled qualified employees ready to start working or working on a project right away.
The document outlines a recruiting strategy and action plan to recruit 200 sales employees in one month. It discusses defining recruitment and understanding the current market status. The recruiting strategy includes developing a workforce plan, identifying critical roles, and creating job descriptions. It also outlines internal and external action plans for sourcing candidates. The strategy covers expectations, delivery, change management, measurements, and concludes that continuous improvement is needed.
2. /02
Many firms struggle to
find top talent. This isn’t a
new problem, but solving
it can be an enigma.
The talent is out there, learn how
to break the code and find more
than your fair share.
3. A new talent landscape
The inventor Charles Kettering once said, “a problem well stated is half solved,”
so here’s how we define the problem.
• An organization’s supply of talent acquisition resources (recruiters) is built
to support a business plan
• However, for many reasons, business plans often change
• This means the demand for talent (hiring needs) often varies from the
original business plan
• To respond, Talent Acquisition implements countermeasures, but often
costs still increase and key performance indicators (KPIs) decline
• As a result, HR’s focus shifts from executing strategy to managing transactions
Sound familiar?
Given that business-planning cycles are now much shorter and more likely to change,
organizations need a far more agile talent acquisition model to keep pace.
INTRODUCTION /03
In this paper, we seek
to frame the problem and
propose another approach
as outlined below, in
four parts.
Part 1: The structural
challenges facing Talent
Acquisition (TA)
Part 2: Quality and cost
implications
Part 3: A new talent
acquisition performance
model
Part 4: Five decision
factors to consider before
making a change
4. /04
Part I: The structural
challenge facing
Talent Acquisition
Why agility isn’t part of the business plan.
5. Talent Acquisition usually has two types of resources: strategic and operational
Strategic resources engage in employer branding, workforce planning, mobility and
succession planning, just to name a few. Operational resources usually focus on the
hiring transaction and include activities such as candidate attraction, sourcing and
screening as well as recruiting logistics support and on-boarding.
These strategic and operational resources are combined and represented in the dark
charcoal line in FIGURE 1.
PART 1: THE STRUCTURAL CHALLENGE FACING TALENT ACQUISITION /05
7. The structural challenge Talent Acquisition faces is reflected in the purple line in
FIGURE 2. The line shows how actual requisition demand can often vary greatly from
the demand the plan was built upon.
Economic conditions, site expansions, mergers or competitive activity all affect
hiring and thus the demand for Talent Acquisition resources. The result is periods
of imbalance, or disequilibrium, between requisition demand and the supply of
recruiting resources.
PART 1: THE STRUCTURAL CHALLENGE FACING TALENT ACQUISITION /07
8. Talent acquisition landscape
/08
FIGURE 2
GOOD
ECONOMY
NEW
SITE
NEW
COUNTRY
BAD
ECONOMY
MERGER
COMPETITION
QUANTITY
TIME
Employees
Requisitions
CLIENT RESOURCES ARE OFTEN BASED ON AVERAGE OVER TIME
BUT REQUISITION ACTIVITY IS SELDOM AVERAGE
9. The blue line in FIGURE 3 shows how talent acquisition departments often use
supplementary resources such as contract recruiters, or borrowed internal resources, to
respond during peak periods.
Note how the blue line never quite syncs up with the purple line. This reflects a
lag between requisition demand and the supply of recruiting resources. The lags
during growth or peak demand cycles are caused by the time to onboard, and make
productive, recruiting resources. The lags during decline or valley cycles are caused
by the hesitation to release recruiting resources once the volume drops. This structure
is also compromised by Talent Acquisition’s own resource limitations to find and train
recruiting resources when they themselves are most busy.
PART 1: THE STRUCTURAL CHALLENGE FACING TALENT ACQUISITION /09
10. Talent acquisition landscape
/10
FIGURE 3QUANTITY
TIME
Employees
Requisitions
Supplemental
CLIENT RESOURCES ARE OFTEN BASED ON AVERAGE OVER TIME
BUT REQUISITION ACTIVITY IS SELDOM AVERAGE
SUPPLEMENTAL STAFF IS USED, BUT NOTE HOW ON-BOARDING, OFF-BOARDING AND PRODUCTIVITY LAG
12. The rush to meet peak demand
The grey areas in FIGURE 4 reflect periods when demand for recruitment services
exceeds the supply of available recruitment resources. During these periods, talent
acquisition managers experience a range of obstacles that result in reduced KPI
performance and higher costs.
During periods of peak demand talent acquisition managers often divert resources
from recruiting talent, to recruiting and training supplementary recruiters so they can
recruit the talent. In effect Talent Acquisition must go backwards to go forwards.
This negatively impacts the business in many ways.
Cycle times increase because experienced resources are diverted to training roles.
Next, candidate quality declines as new resources engage and take time to be
effective. Combined, cycle times increase and quality of candidates decrease. By now,
hiring manager satisfaction has declined so Talent Acquisition is focused on filling
requisitions, not strategy. Unfortunately employment brand is impacted as job seekers
encounter undertrained recruiters and slow hiring processes. Finally, and most costly,
contingent search fees increase.
Counted together, these outcomes can greatly reduce Talent Acquisition productivity
and cost effectiveness and thus business performance.
/12PART 2: QUALITY AND COST IMPLICATIONS
13. Total cost of ownership
/13
FIGURE 4QUANTITY
TIME
Employees
Requisitions
Supplemental
REQUISITION DEMAND > RECRUITING RESOURCES SUPPLY: KPI ISSUES
14. The hesitation to off-board once demand subsides
The red areas in FIGURE 5 reflect the periods of time when Talent Acquisition has more
resources than requisition demand warrants. This is caused by Talent Acquisition’s
hesitancy to release recruiting resources until they are certain demand has subsided.
These requisition valleys result in a range of cost and quality implications.
The first and most obvious cost is contract recruiters. But what’s important to
understand isn’t their total cost, because they were supporting a real business need. It’s
more important to understand the cost, in lag time, between when requisition volume
started to decline and when they (and their tools, licenses, systems, etc.) were actually
off-boarded.
Another less obvious cost is the increased cost of quality. While KPIs improve during
valleys, it’s typically because the organization is over-resourced. Thus they are spending
too much to deliver an acceptable quality of service.
Finally, there are the costs associated with downsizing. The most obvious one is
severance to right size teams, but perhaps even greater is the impact on team morale.
Watching team members and friends, who helped the organization survive a peak,
be released, impacts team morale, employee engagement and ultimately loyalty
to the organization.
/14PART 2: QUALITY AND COST IMPLICATIONS
15. Total cost of ownership
/15
FIGURE 5QUANTITY
TIME
Employees
Requisitions
Supplemental
REQUISITION DEMAND > RECRUITING RESOURCES SUPPY: KPI ISSUES
REQUISITION DEMAND < RECRUITING RESOURCES SUPPLY = COST ISSUES
16. Finding equilibrium
The green shaded areas in FIGURE 6 represent the equilibrium periods when Talent
Acquisition resources meet the demand for recruitment services. However, even this
period harbors a hidden cost for employers.
While the equilibrium periods help recharge morale, the challenges incurred during
the prior peak and valley requisition cycles has a cumulative effect on talent acquisition
teams and the organization as a whole. No one wants to repeat those stress-filled
disequilibrium cycles.
Organizations must deploy solutions that are more agile to ensure they don’t keep
repeating the challenges each peak and valley cycle will surely create. Otherwise, like
Phil Conners, Bill Murray’s character in Groundhog Day, they too will live each day
the same over and over again. Leadership must take heed that if they don’t integrate
agility into their delivery structure, team members may use these equilibrium periods
to explore their options. Thus, the team members most needed to support the next
peak may not be there – further exacerbating the challenge.
.
/16PART 2: QUALITY AND COST IMPLICATIONS
No one wants to
repeat the stress-
filled disequilibrium
cycles. In fact, they
probably expect
their leadership to
deploy solutions
that will ensure they
don’t keep living
the same day over
and over again, like
Phil Conners, Bill
Murray’s character
in Groundhog Day.
17. Total cost of ownership
/17
FIGURE 6QUANTITY
TIME
Employees
Requisitions
Supplemental
REQUISITION DEMAND > RECRUITING RESOURCES SUPPY: KPI ISSUES
REQUISITION DEMAND < RECRUITING RESOURCES SUPPLY = COST ISSUES
SUPPLY & DEMAND ARE IN EQUILIBRIUM = OPTIMISED
18. /18
Part3:Anew
performancemodel
Recruitment process outsourcing (RPO) lets Talent
Acquisition easily scale recruiting capacity to meet
demand, better understand recruitment costs and
resolve the tensions associated with peak, valley
and even equilibrium requisition demand cycles.
19. In Part 1, we looked at how rapidly changing business requirements affects demand
for talent acquisition resources. Part 2 explored how regardless of a peak, a valley or
equilibrium cycle, costs and quality are impacted. In this third section, we’ll show how
using a recruitment process outsourcing (RPO) firm lowers total cost of ownership by
embedding agility into the business plan.
Starting the shift to RPO
As FIGURE 7 shows, the first step in the transformation requires Talent Acquisition to
separate strategic activities from operational activities. Resources for operational
activities, such as sourcing, screening, recruiting and on-boarding candidates, become
the responsibility of the RPO firm. This shifts accountability to experts while also
lowering internal fixed costs.
As shown in FIGURE 8, next an RPO partner is engaged and integrated into the Talent
Acquisition team. This dedicated RPO core team is tasked with understanding the
client’s processes, tools, culture as well as hiring manager expectations. They will also
determine how to improve KPIs by integrating RPO resources, methodologies, best
practices and continuous improvement ideas.
/19PART 3: A NEW PERFORMANCE MODEL
22. RPO benefits
FIGURE 9 demonstrates how RPO helps improve outcomes during peak periods.
Contract recruiters are replaced by the RPO provider’s own flex resources. This
approach helps align the supply of recruiting resources with requisition demand. It
also improves visibility of recruitment spending, allows talent acquisition departments
to scale requisition resources more easily, and frees managers to focus on strategic
considerations.
FIGURE 10 shows the quality and cost benefits of this new outsourced model. With
lag effects gone, KPIs improve during peak periods, ensuring the business secures
necessary talent efficiently and on time. At the same time, the RPO allows managers to
easily scale recruitment capacity down during slower periods, which results in a lower
total cost. And since downsizing was part of the business model, employee morale,
engagement and loyalty increases.
Yes indeed, Groundhog day has ended.
/22PART 3: A NEW PERFORMANCE MODEL
24. IMPROVED KPI’S
LOWER TOTAL COST
RPO landscape
/24
FIGURE 10
Employees
Requisitions
RPO Flex
RPO Core
QUANTITY
TIME
LOWER FIXED COSTS: CHANGE APPROACH TO STRATEGIC OVERSIGHT
ACHIEVE STEADY-STATE KPIs: USING DEDICATED RPO TEAM
ACHIEVE PEAK PERIOD KPIs: USING RPO SHARED RESOURCES
MODEL LOWERS TOTAL COST OF OWNERSHIP
26. RPO provides fast-changing organizations with a scalable, more cost-effective way to
manage recruitment resources. The following five steps will help you decide whether
RPO could present a better path for your business:
1. Review current recruitment practices – Be honest: how does your firm respond to
unexpected peaks in recruitment demand? Do you seem them coming? Or are you
one phone call away from another Groundhog Day?
2. Tally the costs – Look at the cost implications we described in Part 2. How long
does it take you to train and make a recruiter productive? How many quit before
succeeding? Do search fees increase? Do you keep the recruiters too long?
What about severance costs?
3. Assess the quality – Try to measure the change in KPIs between steady-state
and peak periods. Do critical projects suffer because resources are diverted to
train new recruiters or staff? How does your recruitment process affect your
employment brand?
/26IS RPO FOR YOU? FIVE FACTORS TO CONSIDER
Do critical projects
suffer because
resources are
diverted to train new
recruiters or staff?
27. 4. Consider testing the waters – Many RPO programs start off focusing on
recruitment for one aspect of a business. Engage the stakeholders where a critical
challenge exists and determine if a pilot program may be beneficial. Keep in
mind that an RPO program requires enough volume in the pilot to warrant the
assignment of dedicated resources over an extended time. Ideally a pilot with
a core team in place would run a minimum of one year. That core team then
becomes the gateway to an extended RPO engagement.
5. Find a catalyst – Deploying an RPO program is not complicated but it does
require adoption and ownership with the hiring managers and end users.
Driving organizational alignment is enhanced when there is a common challenge
motivating the need for change. Using the examples outlined in this paper, identify
a handful of recruitment difficulties within your business and consider how RPO
could make life simpler for your talent acquisition team.
If you are seriously exploring options for outsourcing your recruitment
process, KellyOCG would love to discuss your current state with you and make
recommendations on how to get started. Send a request for consultation to
solutions@kellyocg.com or visit kellyocg.com for more information on our full
suite of Talent Supply Chain Management and RPO solutions.
/27IS RPO FOR YOU? FIVE FACTORS TO CONSIDER
Deploying an RPO
program is not
complicated but it
does require adoption
and ownership with
the hiring managers
and end users.
28. EXIT
ABOUT KELLYOCG
KellyOCG®
is the Outsourcing and Consulting Group of workforce solutions provider Kelly Services, Inc. KellyOCG is a
global leader in innovative talent management solutions in the areas of Recruitment Process Outsourcing (RPO), Business
Process Outsourcing (BPO), Contingent Workforce Outsourcing (CWO), including Independent Contractor Solutions,
Human Resources Consulting, Career Transition and Executive Coaching, and Executive Search.
KellyOCG was named in the International Association of Outsourcing Professionals®
2014 Global
Outsourcing 100®
list, an annual ranking of the world’s best outsourcing service providers and advisors.
Further information about KellyOCG may be found at kellyocg.com.
ABOUT THE AUTHOR
TIM MEEHAN is vice president, Recruitment Process Outsourcing, at KellyOCG and currently manages
several large RPO programs for the practice. Prior to his role in RPO, he worked in the Kelly Global
Solutions organization, managing teams in the Americas and Asia.