This webinar explores key RPO business case concepts and showcase an innovative recruiting cost modeler to help you overcome challenges associated with creating a holistic business case for recruitment process outsourcing (RPO).
Webinar highlights:
• Provides a holistic analysis of your current state recruiting program
• Contributes to the development of a solid Recruitment Process Outsourcing (RPO) business case
• Provides a step by step approach to streamlining your communication for your RPO business case to leaders within your organization
• Uses intellectual capital and solution architect expertise gained over numerous RPO solutions and implementations
Presenters:
• Dawn Pellar, Global RPO consultant currently a member of IBM’s Global Process Services Group for HRO
• Valerie Egan, Head of Resourcing-North America for Linde
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
Global Trends in RPO and Talent Recruitment 2014 Kelly Services
The report is based on the views of senior hiring managers from small, medium and large organizations from the Americas, Europe, Middle East and Africa (EMEA), and the Asia Pacific (APAC) region. It provides a rare glimpse into the key decisions that will impact businesses, particularly focusing on their workforce needs and the challenges they face in attracting and retaining talent in an uncertain economic environment.
It also shines a light on the latest developments in the area of recruitment process outsourcing (RPO) and reveals where businesses are headed in adopting innovative solutions to the growing challenge of skills shortages.
Webinar- Recruitment Process OutsourcingG&A Partners
Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.
In this webinar you will:
Understand the meaning of Recruitment Process Outsourcing
Become familiar with the multiple components
Determine how RPO can be utilized in your organization
Recognize that RPO is not just one process but a series of processes that can be used as needed
Learn the benefits that RPO can have on your organization
Identify how to build alignment between recruitment efforts and corporate strategy
Seek next steps to improve recruiting and be creative in a competitive, employee-driven market
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.
Manage recruitment process outsourcing related tasks of your business with Acreaty. From process outsourcing to recruitment and hiring- we provide solutions for all.
Finding the right talent is not always easy. Having defined the critical to success competencies you need to understand if your candidate does meet expectations. Online assessments such as Mettl's product suite help to see if a candidate is a match. Probably unique are the coding tests and simulators which let you see if a software engineer/coder/programmer is fit to perform
What would you offer employers looking for a scalable recruiting solution that’s more cost effective and flexible? Recruitment process outsourcing is a recruiting model that emerged in response to companies’s needs to cut recruiting cost and hire best talent without having the internal resources and expertise in-house. RPO is currently on the rise with growing adoption rates from large and small-to-medium (SMB) businesses alike. In 2016, Credance reported “The recruitment process outsourcing market worldwide accounted for revenue of US$ 3,537.2 Mn in 2014. The market is projected to expand with a CAGR of 14.4% during the forecast period from 2015 to 2022.”
If you’re considering adding RPO services to your recruiting offering, knowledge and experience are likely your greatest barrier to entry. What RPO services should you offer? How do you negotiate and close an RPO contract? What should you include in a service level agreement? What technologies should you use and what does an RPO implementation look like?
Cynthia Cohen and Maru Gonzalez have been in the RPO industry for over ten years and currently provide support and consultation for companies looking to transition into RPO.
TALENT COULD BE LOCATED ANYWHERE.
THAT’S WHY OUR VIRTUAL TEAMS CARRY DEEP LOCAL KNOWLEDGE ACROSS GEOGRAPHIES.
Glocal ORPO is an offshore recruiting firm with offices is USA and India. We provide professionally managed virtual recruiters, especially to US based staffing organizations, and also to those in the UAE, UK, and Australia in general. Our recruiters, sourcers, business development managers, and job search agents deliver exactly what our clients specify, adhering to quality and fast delivery. High performance marks every assignment we undertake at Glocal OPRO. We help our partners boost their recruiting productivity at low cost while letting them focus on core competencies.
We help employment agencies in the USA recruit talent from USA for the USA. Entering into a partnership with us, you extend your existing team, who work collectively with ours towards a common recruitment goal. You skip the enormous hassle, time and cost involved in set-up, infrastructure and monitoring! And you start enjoying results right from the inception of the partnership. Our offshore virtual recruiters work in line with your onsite team to achieve your objectives. Teaming up with Glocal ORPO recruiters helps you visibly increase your recruiting efficacy at the same time making a significant impact on your bottom line.
IT of various segments in the industry is our core service domain at Glocal ORPO. A blend of ground-breaking ideas, detailed approach, and quality-oriented delivery has positioned us as a leader in the recruitment process outsourcing industry.
Letting us hire better at less cost lets you focus on what you do best.
SPECIALIZED RECRUITING AREAS WE COVER
IT Recruiters
Permanent Staffing Recruiters
Contract Staffing Recruiters
VMS Recruiters.
Our success over more than half a decade stems from our resolute focus on delivering our best. At Glocal ORPO, we consistently provide unparalleled cost-saving high quality services that exceed our partners' expectations, and recognize their best definition of success. Our virtual dedicated team, backed by years of expertise, operates from India in tandem with your onsite team. They have the knack to collectively take possession of your recruitment project and deploy appropriate actions. Delivering results is our motto at Glocal ORPO.
Glocal ORPO USPs
We take complete responsibility for your talent acquisition, helping you better fulfill the requirements of your clients
We help you maintain competitive edges, recruiting top notch talent that's right for your clients.
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Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Recruitment Process Outsourcing (RPO) Company in India - ManpowerGroupKhushi gor
ManpowerGroup is a global leader in customized recruitment processing outsourcing (RPO) with talent acquisition solutions & rpo services that delivers business results. Enquire now about recruitment outsourcing process in India.
Project RPO focuses on short -term, urgent, seasonal or niche/speciality hiring needs. It re-builds your talent pipelines and delivers high-quality talent in a rapid, cost-efficient way helping you optimize your resources during peak and slow times within a very short, strict timeline.
Jobvite Webcast: Recruiting Analytics - How Do You Stack Up?Jobvite
Get the latest trends on what to measure, how to measure it, and how to use metrics to drive hiring success.
Guest speakers:
David Earle, CEO, Staffing.org
Anne Murguia, VP of Marketing, Jobvite
RPO India - Offshore Recruitment Process Outsourcing services within a value driven model. Our recruiters are fully trained in US recruitment process and has access to the latest Internet recruiting tools and techniques"
Kierstin De West's presentation from Compost Modern 2011: Design and Sustainability Storytelling. Understanding the People + Brands + Sustainability equation and the role for designers.
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.
Manage recruitment process outsourcing related tasks of your business with Acreaty. From process outsourcing to recruitment and hiring- we provide solutions for all.
Finding the right talent is not always easy. Having defined the critical to success competencies you need to understand if your candidate does meet expectations. Online assessments such as Mettl's product suite help to see if a candidate is a match. Probably unique are the coding tests and simulators which let you see if a software engineer/coder/programmer is fit to perform
What would you offer employers looking for a scalable recruiting solution that’s more cost effective and flexible? Recruitment process outsourcing is a recruiting model that emerged in response to companies’s needs to cut recruiting cost and hire best talent without having the internal resources and expertise in-house. RPO is currently on the rise with growing adoption rates from large and small-to-medium (SMB) businesses alike. In 2016, Credance reported “The recruitment process outsourcing market worldwide accounted for revenue of US$ 3,537.2 Mn in 2014. The market is projected to expand with a CAGR of 14.4% during the forecast period from 2015 to 2022.”
If you’re considering adding RPO services to your recruiting offering, knowledge and experience are likely your greatest barrier to entry. What RPO services should you offer? How do you negotiate and close an RPO contract? What should you include in a service level agreement? What technologies should you use and what does an RPO implementation look like?
Cynthia Cohen and Maru Gonzalez have been in the RPO industry for over ten years and currently provide support and consultation for companies looking to transition into RPO.
TALENT COULD BE LOCATED ANYWHERE.
THAT’S WHY OUR VIRTUAL TEAMS CARRY DEEP LOCAL KNOWLEDGE ACROSS GEOGRAPHIES.
Glocal ORPO is an offshore recruiting firm with offices is USA and India. We provide professionally managed virtual recruiters, especially to US based staffing organizations, and also to those in the UAE, UK, and Australia in general. Our recruiters, sourcers, business development managers, and job search agents deliver exactly what our clients specify, adhering to quality and fast delivery. High performance marks every assignment we undertake at Glocal OPRO. We help our partners boost their recruiting productivity at low cost while letting them focus on core competencies.
We help employment agencies in the USA recruit talent from USA for the USA. Entering into a partnership with us, you extend your existing team, who work collectively with ours towards a common recruitment goal. You skip the enormous hassle, time and cost involved in set-up, infrastructure and monitoring! And you start enjoying results right from the inception of the partnership. Our offshore virtual recruiters work in line with your onsite team to achieve your objectives. Teaming up with Glocal ORPO recruiters helps you visibly increase your recruiting efficacy at the same time making a significant impact on your bottom line.
IT of various segments in the industry is our core service domain at Glocal ORPO. A blend of ground-breaking ideas, detailed approach, and quality-oriented delivery has positioned us as a leader in the recruitment process outsourcing industry.
Letting us hire better at less cost lets you focus on what you do best.
SPECIALIZED RECRUITING AREAS WE COVER
IT Recruiters
Permanent Staffing Recruiters
Contract Staffing Recruiters
VMS Recruiters.
Our success over more than half a decade stems from our resolute focus on delivering our best. At Glocal ORPO, we consistently provide unparalleled cost-saving high quality services that exceed our partners' expectations, and recognize their best definition of success. Our virtual dedicated team, backed by years of expertise, operates from India in tandem with your onsite team. They have the knack to collectively take possession of your recruitment project and deploy appropriate actions. Delivering results is our motto at Glocal ORPO.
Glocal ORPO USPs
We take complete responsibility for your talent acquisition, helping you better fulfill the requirements of your clients
We help you maintain competitive edges, recruiting top notch talent that's right for your clients.
rpo provider,rpo services, rpo service, rpo companies in india, top rpo companies, krpo company, krpo firm, krpo rpo, krpo service, global rpo services, largest recruitment process , utsourcing, rpo service providers, largest rpo providers, rpo providers san francisco, rpo recruitment inda, best rpo providers 2016, rpo companies in chicago, profit by rpo, glocal, glocal rpo, recruitment outsourcing, outsource recruitment.
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Recruitment Process Outsourcing (RPO) Company in India - ManpowerGroupKhushi gor
ManpowerGroup is a global leader in customized recruitment processing outsourcing (RPO) with talent acquisition solutions & rpo services that delivers business results. Enquire now about recruitment outsourcing process in India.
Project RPO focuses on short -term, urgent, seasonal or niche/speciality hiring needs. It re-builds your talent pipelines and delivers high-quality talent in a rapid, cost-efficient way helping you optimize your resources during peak and slow times within a very short, strict timeline.
Jobvite Webcast: Recruiting Analytics - How Do You Stack Up?Jobvite
Get the latest trends on what to measure, how to measure it, and how to use metrics to drive hiring success.
Guest speakers:
David Earle, CEO, Staffing.org
Anne Murguia, VP of Marketing, Jobvite
RPO India - Offshore Recruitment Process Outsourcing services within a value driven model. Our recruiters are fully trained in US recruitment process and has access to the latest Internet recruiting tools and techniques"
Kierstin De West's presentation from Compost Modern 2011: Design and Sustainability Storytelling. Understanding the People + Brands + Sustainability equation and the role for designers.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
As companies are dealing with the current economic conditions and strategically plan for recovery and growth it is recognized that talent acquisition and talent management is critical on a global scale. In January 2010, Pinstripe and Ochre House hosted a webinar with a panel of staffing leaders from some of the largest global companies to discuss the strategies, challenges and opportunities related to global staffing and recruiting today and the near future.
Cognitive Analytics For Perfect Hire in Shortest Time Talview
To ensure finding the right talent, on boarding top talent, and replicating success across the organization at a large scale; leading companies are increasingly adopting Cognitive Analytics to analyze candidate personality and cultural fit.
These slides gives you an insight in to the informative webinar conducted by Talview in which Sanjoe Tom Jose, CEO, Talview & Gaurav Vasu, Functional HR Analytics Lead, HCL Technologies speaks on the matter.
In a business climate marked by hiring freezes, reductions in force, budget cutbacks, shotgun mergers, and the most uncertain business outlook of our time, the common wisdom seems to argue that pursuit of alternative service delivery models is better left for another day. However, the current economic environment presents an unusual opportunity for both buyers and providers of outsourced services.
Talent Acquisition Challenges: Recruitment Trends and Issues Facing Today’s L...Cielo
As the world faces unprecedented demographic, economic and competitive challenges, recruitment and retention remains a top concern. Recognizing the critical role talent acquisition plays, leading organizations are maintaining focus on attracting and retaining talented people. Finding, hiring, and retaining the right people remains a challenge through all economic climates and are presenting new and even paradoxical challenges.
Sixth Dimension Learning(SDL) gives you the best PMP certification courses. which will lead you to the success in competitive world. This education center's pass-rate is 99% in your first attempt. They educate you with the best professional project management, business analysis and various business business managements / technologies. Groom yourself with the best education.
Skope is a pioneer recruitment and staffing solution provider offering the expertise of executive search from a team of dedicated and qualified talent management professionals.
Incepted in the year 2010, the company has grown consistently over the period of 4 years and has expanded the domain of recruitment through various different industries. We have strived and achieved a very healthy and long term relationship with all our clients.
Our Vision:
To be preferred and trusted among our clients for a long and lasting professional relationship.
J.V.M.S is a management consulting firm that believes in utilizing the best industry practices for the development of world-class organizations that make the most of their resources, competency and skill force.
Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model.
Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.
Similar to Building a Business Case to Support Your RPO Decision (20)
RPO Webinar #2: From Choosing From Choosing to Excusing and Back—Successfully...HROAssoc
Nearly 400 organizations, according to Everest Group research, are coming to the end of their current RPO contract. Are you one of them? Or, are you considering RPO for the first time and want to learn from the missteps of early adopters? If so, please join us to hear real-life transition anecdotes, including a case study of Chubb's recent experience, from both the buyer and provider points of view. Presenters will draw from their expertise in talent acquisition and management along with fostering successful recruitment partnerships.
With SaaS being all the rage, the final session in this HROA webinar series looks at how organizations prepare themselves for implementation. What is similar to traditional technology deployments and what differs? Industry leaders share best practices as they discuss change management, the role of the business and internal IT, the powers and limitations of configurations, and building a SaaS solution to maximize your ROI. They additionally share what needs to be done post go-live to ensure your solution is not an event but continues to evolve including how to best manage the upgrade process, using case studies to highlight what has gone well and areas for improvement.
Panel:
- Frederic Lequient, Group Vice President, Consulting, Oracle/Taleo
- Scott Mahoney, Managing Director, Seertech Solutions Americas
- Sona Manzo, Strategic Partnership Practice, Futurestep
Moderator: Ken Tress, Senior Director, Oracle
How is the increased interest in shared services for HR impacting HRO? At this month’s Publications & Practices Committee meeting, we will meet with three executives who are experts in Shared Services. After level setting us on what’s hot in Shared Services today, they will share their views on whether its competing, helping move folks towards HRO, and/ or resulting in some type of hybrid solutions.
with Kathleen Bienkowski of Kelly Services, Colin Brennan of Aon Hewitt, and Maribeth Sivak of ISG, moderated by Debora Card of ISG.
SaaS vs BPO: Operational Considerations of the SaaS Service Delivery ModelHROAssoc
In the second session of this webinar series, we further explore how SaaS and BPO are not mutually exclusive, now from an operational perspective. A panel of practitioners and providers discuss how services stay the same or may change in different areas, potential differences in your ongoing delivery team, global design considerations, and modifications to the governance model.
Panel:
- Jill Goldstein, Global Offering Lead, Talent and HR BPO, Accenture
- Jamie McGovern, Partner - Human Capital Management, Global Business Services, IBM US
- Susan Laskey-Myers, SVP HR Solutions & Service Delivery, Thomson Reuters
Moderator: Brenda Sural, Director HR Service Delivery, Kraft Foods
SaaS vs BPO: Friends or Foes? -- Overview & StrategyHROAssoc
During the first webinar in this 3-part series, we compared SaaS and BPO in light of design considerations, process ownership, security & risk, and deployment approaches. We were joined by experts from ADP, AonHewitt, ISG, and NorthgateArinso, who provided a real-world perspective on how innovative service delivery models can contribute to HR transformation and deliver long-term enterprise value.
To Learn how you can put technology and process innovation to use in HR, listen to the full podcast posted at www.hroa.org/SaaSvsBPO featuring:
Panel:
• Colin Brennan, SVP of Product Management, Aon Hewitt
• Chris Schmidt, Sr. Director of Product Marketing, ADP
• Maribeth Sivak, Principal Consultant, Business Advisory Services, ISG
Moderator: Michael Custers, VP of Global Alliances & Strategic Marketing, NorthgateArinso
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
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𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
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➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Dawn Presenter Most organizations measure your TA transformation in three categories…Process, people and technology. Your process can be measured by your internal clients…your business leaders, your hiring managers, your candidate experience and your new employee satisfaction. These client groups may not have the same processes – some may require white glove or a concierge type service, while others may have a more automated process that is technology driven. Measure your cost per hire – which is an important data point to consider when evaluating your job families and the value to the organization – but not everyone within your organization will focus on the cost per hire, they may focus on the quality of hire…how long does the employee stay with the organization, what level of contribution do they make? This type of data can provide more insight for a CFO or Business Leader to plan for growth. Measure your resources – is the appropriate resource doing the appropriate job. Not just from a cost standpoint, but from a job satisfaction standpoint…do you want your TA team focused on tactical recruiting activities or strategic activities? How often is the TA team involved with business staff meetings, are they presenting helpful TA data to business leaders that can drive growth? Measure your technology – as Dave mentioned – technology enables the process, but is it adequate? Do you have a technology eco-system that meets all your TA needs? Do you have technologies that will enable your organization’s Smarter Recruiting efforts? A TA technology eco-system may include providers for an applicant tracking system, social media campaigns, employee surveys, onboarding, performance management, talent management, etc. Is your eco-system meeting today’s needs and the needs of your business in the future?
Dawn Presenter To summarize; we have talked about some key topics to building a business case for evaluating your Recruiting Organization…when you have done the work, you have followed the guideline and have worked through the cost modeler to establish your baseline costs – you need to present your information to your executives. Formulate your message into these three categories, Alignment to corp goals – make the link – show how your initiative supports the org’s goals. Make this specific, align each of your leader’s goals with a goal related to talent. Cost Savings – can we objectively measure cost savings? Is there an ROI? Where you can, be very specific – if an RPO solution is the right course – show where the efficiency will occur – lowering your cost for agency usage, improving your corporate brand, reducing the attrition in key roles. Process efficiency – resource allocation, harmonized systems, does this solution create a Smarter Recruiting strategy that positions your organization to attract the best talent in your industry? Well – we hope we were successful in providing you with a clear outline on how to streamline your RPO RFP by building an effective business case. We will open it up for a few questions. If we are not able to address all the questions – feel free to email us with your question and we will be sure to provide you a response.
