Building out an RPO business from your Recruitment Agency – opportunity or risk? Howard Flint, Managing Director , HG Solutions
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The document discusses the opportunity and risks of building out a recruitment process outsourcing (RPO) service from an existing recruitment agency. It examines the different types of RPO services, the growth opportunity in the RPO market, and the potential financial benefits of long-term recurring revenue and higher business valuation. However, it also cautions that launching an RPO service could distract from the core business, compromise client relationships, and cost money in the short-term. It provides four considerations for maximizing success: defining service accountability and differences from the core business; choosing the right RPO service type and scope; managing internal relationships between the RPO team and core business; and developing a growth strategy that recognizes the long sales cycle
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CFO4YOU Introduction
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Lou Adler explains how to measure quality of hire, how to quantify it from an ROI standpoint, and how to maximize it.
Learn more about LinkedIn Talent Solutions: http://linkd.in/1bgERGj
Subscribe to the LinkedIn Talent Blog: http://linkd.in/18yp4Cg
Follow the LinkedIn Talent Solutions page: http://linkd.in/1cNvIFT
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EnactOn Technologies Job Recruitment
A passionate team developing the best-in-class B2B and SaaS products using cutting-edge Web 2.0 and Web 3.0 technologies for global customers.
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A great place to work. We believe in small, scrappy teams that move quickly, have a lot of freedom, and out-execute larger corporate. we believe in growing together and want like-minded people to join us!
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Lord Baltimore Hotel
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The document provides guidance on creating an effective hiring plan and process for startups. It recommends starting the hiring plan by defining the desired end state and working backwards. The plan should include clear goals, timelines, and prioritization of roles. When interviewing, the key is to spend more time with the right candidates by scripting each stage of the process. Throughout the hiring process, it is important to clearly sell the vision of the company and reinforce the message to candidates.
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Ken Loyd
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Why companies will direct source
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Drey Francis, Commercial Director of Engage Technology Partners presented an innovation spotlight on the First Universal Solution for Hirers, Agencies, Workers and Payroll Companies
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Keep a Pulse: Turning Data into Relationship Insights and (Automated) Action
Sinéad Daly, Regional Manager for UK & Ireland, Bullhorn
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Data Analytics in Today's War for Talent
Richard Turner , CEO, Innovantage
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- The Approach on Data Acquisition
- The Gen Z Expectation
Exceptional Talent
Matt Alder, Recruitment Marketing Expert and Author 'Exceptional Talent'
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- Using technology to persuade at scale
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WHY – A Sense of Purpose and the Positive Impact That This Can Have on Perfor...
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Drey Francis, Director, Engage
The powerful new platform that’s changing the way hirers and recruitment agencies work. Engage enables the entire supply chain to work together seamlessly without duplication and inefficient process. Engage removes the need for multiple expensive back office solutions and instead replaces them with cutting edge technology that will streamline the entire recruitment process
Creating Value Beyond Recruitment
Russell Dalgleish, Managing Partner & Founder, Exolta Capital Partners
Creating value in our businesses is the core purpose. Placing candidates has traditionally been viewed as the way to achieve this but in this age of networks and communities there is much, much more we can do!
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Welcome to RLCon Scotland 2017
The document discusses the evolution of talent acquisition and recruitment technologies over three generations from the 1990s to present. The first generation in the 1990s included the introduction of job boards and early applicant tracking systems. The second generation from the 2000s brought improvements like professional networks, video interviewing, and applicant tracking systems 2.0. The third generation from 2010 onward includes new innovations such as chatbots, skills assessments, and analytics tools to help optimize recruitment and talent strategies.
Finding Your Fit: Using Company Culture to Hire the Right Talent
Lynn Cahillane, Marketing Manager, Totaljobs
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- Learn why an employee’s cultural fit helps improve productivity
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
原版定制(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书电子版原版一模一样
原版一模一样【微信：741003700 】【(ucdavis毕业证书)加州大学戴维斯分校毕业证学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
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Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Rally Webinar Recruitment Marketing for High Volume Hiring.pdf
Building out an RPO business from your Recruitment Agency – opportunity or risk? Howard Flint, Managing Director , HG Solutions
- 1. Building out an RPO from your recruitment agency Opportunity or risk?
- 2. About me 10 years global IT outsourcing 15 years recruitment outsourcing and technology 7 years leading UK RPO
- 3. In this session… • Have a look at what RPO is • Examine the opportunity • Think about the risks • Leave you with 4 considerations to maximise chances of success
- 4. Service Contract Temp Perm Contract Business Project Department Discipline RPO Entry Experienced Executive Term Success Fee Management Fee Retainer Service Levels Planning Fulfilment Onboarding Direct Supply chain Internal On-Site/ Off Site It’s a journey with people you don’t know very well, but have to get on with….
- 5. Types of RPO On Demand Full Service Project MSP Neutral Vend Extended Service
- 6. What this means… Different from your core business - handle appropriately More than one type of RPO service you can offer – pick the one that’s right for you
- 7. 6.7bn 3.5bn 2016 2021 Market opportunity …. RPO Global Growth
- 8. The financial opportunity….. Long term recurring (predictable) revenue Higher business valuation
- 9. Why consider RPO? I can see an opportunity I can leverage the potential of my clients relationships and staff I can increase return and value It’s going to be quick and easy – solve my cash/ revenue/growth problem It will secure roles for my contingent recruiters No daily worry
- 10. The risks of launching an RPO service….. • Defocus core business • Compromise relationships with existing clients • Cost money – short term • Cause executive relationship issues
- 11. 4 considerations to maximise the likelihood of success
- 12. Consideration 1. Service Accountability - understand differences between core and RPO
- 13. Consideration 2: Type and Scope of Service - define what are you going to deliver and how?
- 14. Consideration 3. Internal Relationships – how is your core business and RPO team going to work together?
- 15. Consideration 4. Winning new business - what is your growth strategy and does it recognise a long sales lead time
- 16. Conclusion • Evaluate what you want to achieve • Understand the effort and risk • If yes - then define and plan carefully • Go for it – but be focussed and understand it’s long term
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