As the world of employment evolves in the diverse and complex markets in Asia Pacific, so do the tools, tactics and strategies to find the best talent. Learn how organizations in Asia Pacific can establish a world-class talent acquisition function using Recruitment Process Outsourcing as an enabler and make talent their biggest strategic competitive advantage.

1. TRANSFORMING TALENT ACQUISITION
IN APAC THROUGH RPO
Learn how organizations in Asia Pacific can establish a
world-class talent acquisition function using
Recruitment Process Outsourcing as an enabler and
make talent their biggest strategic competitive advantage.

2. 1WE BECOME YOU™
INTRODUCTIONS
PAUL DALEY
Senior Vice President
Asia Pacific
KUMAR BHAYA
Client Solutions Director
Asia Pacific

3. TALENT IS YOUR
GREATEST ASSET.

4. 3WE BECOME YOU™
KEY TALENT CONSIDERATIONS IN APAC
Factors that Talent Acquisition needs to address
1. Hiring demand driven by growth, needing a scalable TA model
2. Diverse market & talent landscape require TA to have a solid
understanding of the country nuances & candidate behaviours
3. Changing business environment needs TA to be agile
4. Need to enhance Employer Brand attractiveness & differentiation
5. Candidates looking for a high touch & high tech experience
6. Passive candidate market requires specialized recruiting skills
7. Market insights & talent analytics to enable decision making

5. 4WE BECOME YOU™
TALENT ACQUISITION
Not interchangeable with Recruitment

6. 5WE BECOME YOU™
EXPECTATIONS OF TALENT FUNCTIONS
LinkedIn 2016 Global Recruiting Trends
1. Quality of Hire (39%)
2. Time to Fill (28%)
3. Hiring Manager Satisfaction (21%)
Cielo’s Talent Acquisition 360 Survey
1. Deliver Quality Hires Consistently (89%)
2. Demonstrating Agility to Meet Changing Demands (85%)
3. Innovating to Meet the Demands of the Business (84%)

7. BUILD VS. BUY

8. 7WE BECOME YOU™
RPO
Search
Solutions
Employer
Brand
Practice
BUYING > DIFFERENT OPTIONS AND APPROACHES

9. 8WE BECOME YOU™
SCENARIOS WHEN IN-HOUSE CAN BE IS BEST
Organizations that have:
1. Stable hiring needs
2. Strong brand presence (B2C) / Differentiated
employer brand
3. Established TA operating models and
processes
4. Technology – ATS, CRM, Background/Drug
Screen, etc.
5. Economies of scale - for buying recruitment
marketing/advertising
6. Ability to invest ~$15k per head in TA training /
development

10. OUTSOURCED
MODELS

11. 10WE BECOME YOU™
RPO DEFINITIONS
ABERDEEN GROUP
“Outsourcing one or more elements of the recruiting process. These
elements can include, but are not limited to: sourcing, job advertising,
screening, assessments, interviewing and selection, background
verification, drug testing, offer extension, onboarding and orientation.”
EVEREST GROUP
“Transfer of ownership of all or part of recruitment processes or
activities on an ongoing basis.”
CIELO
“Partnering with an expert to design and execute a customized
process that delivers exceptional business results. Working
together collaboratively and seamlessly to transform your
organization’s approach to talent acquisition.”

12. 11WE BECOME YOU™
PROCESS POINTS AN RPO CAN INCLUDE
• Job Scoping and Talent Intelligence
• Candidate Sourcing
• Candidate Engagement and Campaigning
• Hiring Manager Engagement
• Employer Branding
• Candidate Screening
• Interviews and Assessments
• Offer and Pre-Employment Process
• Preparation for Start Date

13. 12WE BECOME YOU™
EVOLUTION OF RPO ENGAGEMENTS
A Journey of Transformation

14. 13WE BECOME YOU™
RIGHT MODEL? CONSIDERATIONS….
CAPACITY
High use of contingent staffing agencies?
Internal resources overextended? | Rapid growth / change in workforce needs?
CAPABILITY
Lack of candidates? | Unfilled roles? | Need to focus on strategic priorities?
Poor HM / stakeholder satisfaction? | Poor metrics / accountability?
RISK MANAGEMENT
Need to change model? | Upgrade recruiting capability?
Access different skillsets / reposition brand?

15. 14WE BECOME YOU™
PROOF POINTS FOR RPO EFFECTIVENESS
ACROSS STRATEGIC TALENT ACQUISITION DIMENSIONS
OUR RECENT RESEARCH FINDINGS SHOW THAT ORGANIZATIONS
USING RPO ARE TWICE AS LIKELY TO RATE THEIR TALENT
ACQUISITION TEAMS AS EFFECTIVE COMPARED TO NON-RPO
USERS.

16. ADDITIONAL RESOURCES TO
AID YOUR RESEARCH
Cielo Talent Activation Assessment
where is your team now, where would you like to be and how to get there
Get it Right to Get Results:
Building the Business Case for RPO
Localizing Your Employer Value Proposition
whitepaper and DBS case study
cielotalent.com/resources