This document discusses various topics related to resourcing into the future, including recruitment methodology, segmentation, candidate experience, reaching candidate markets, assessments, and recruitment process outsourcing (RPO). It discusses low touch versus high touch recruitment approaches and how they differ for volume/functional versus specialist/executive roles. It also covers how to choose the right people, using assessments and social media to identify candidates, and the benefits of outsourcing recruitment through an RPO provider, including reduced costs, improved quality, and focus on core business.

1. Resourcing into the future

2. Points of discussion
• Recruitment methodology
• Segmenting your recruitment
• High and low touch
• Experience of Candidate
• How to reach your candidate market
• How do you choose the “right fit” people for your business
• Why do occupational assessments work in the recruitment selection?
• Resourcing Process Outsourcing - RPO

3. Recruitment
Methodology

4. Lets talk about segmentation
Executive
Specialist
Functional
Volume

5. Low
Low Touch Recruitment
Functional
Volume

6. High
High Touch Recruitment
Specialist
Executive

7. Low Touch - Candidate Experience
Active database
Non
specialised
High number
of candidates
Volume
and
Functional
Filtering through
assessments
Shorter time to
Hire

8. High Touch - Candidate Experience
Passive
database
Specialised
Specialist
and
Executive
Longer
time to
Hire
Low
number of
candidates

9. How to reach your candidate market
•
Specialist publications
•
Job boards
•
Social Media – Internet, Facebook, Linked In etc
•
Agencies
•
Direct applications via your own website

10. Choosing the
“right fit” people for
your business

11. Social Media
• Employers can increase results via Social media recruitment;
thus enabling candidates to maximise their online presence
• Companies continue to leverage social media tools and
networks to identify top talent , particularly the passive job
seeker
• High levels of success for employers using social media tools to
recruit candidates
• More employees in South Africa were contacted via social
media about a possible job opportunity while fewer successfully
secured a new job that way (49% and 12%)

12. Social Media Continued
• According to one source:
• 90%of US employment now use social media for recruitment
and 7/10 employers (73%) successfully hired a candidate
through social media in 2012
• Some stats according to the 2013 Kelly Global Workforce Index
• Gen Y & Gen X reported 15% and 11% were successful at
securing a job through social media vs baby Boomers 1%
• 64% of South Africans employees are very interested in
receiving job referrals from friends via social networks
• 50% indicated that they would be more inclined to search
via social media vs traditional methods
• 39% use social media network when making a
career/employment decision

13. Assessments
One in three companies utilise assessments as part of their
recruitment process
The benefits:
• They enable interviewers to assess existing performance as
well as predict future job performance
• They give the opportunity to assess and differentiate
between candidates who seem very similar - in terms of
quality - on paper

14. Assessments Continued
• They give the candidates a better insight into the role as they
are tested on exercises, which are typical for the role they
have applied for
• Cost of an assessment center is usually cheaper compared
with the potential cost of many recruitment phases and the
cost of recruitment errors
•
They are a fair process – they complement an organisation’s
diversity strategy and ensure that people are selected on the
basis of merit

15. Recruitment
Process
Outsourcing
(RPO)

16. Recruitment Process Outsourcing - RPO
• Defined as a form of process business outsourcing where an employer
transfers all or part of its recruitment to an external service provider
• It differs from your normal providers in that it assumes ownership of the
design and management of the recruitment process and the
responsibility for results

17. What are the benefits of RPO?
• Enables business to focus on their core business
• Measurable results – SLA and KPI driven and outcomes
• Lowered cost and shared risk – Flexible and scalable to
accommodate your fluctuating needs
• Reduced time to fill – Multi-tiered sourcing strategy
accelerates the process
• Technology – Vendor neutral approach to assessing either
existing or new systems
• Savings – Economies of scale reduced cost

18. What are the benefits of RPO cont…?
• Consistency – Streamlines recruiting functions across multiple
regions/business units
• Uniformity – promotes and protects your branding worldwide
• Compliance – Meet industry and governance regulations
• Centralisation – Account management and vendor
management
• Quality – Use our proprietary assessment tools and interview
techniques to find “Right fit” candidates for the job

19. Key elements of RPO
Delivers
Recruiting
services for a
portion or all
of the
company’s jobs

20. Five different RPO engagements

21. Defining the 5 RPO engagements
Enterprise
Short term
Point of
service
Consulting
• Fully outsourcing of all or most of the recruiting function
• Design from beginning to end. This Solution meets the needs of the client
• Core recruitment project outsourcing. This solution involves a specific project with a specific term
• Engaging with a provider for specific scope of sourcing or recruiting
• Provider is taking responsibility for one or more components of the recruitment process
• Similar to project RPO but is an ongoing process
• Company seeking the expertise of the RPO provider with respect to recruiting and improving
processes
• Relatively new solution such as on demand/contingency or branded/white label RPO
Emerging

22. RPO – Delivery Options

23. Thank You
Who has the first
Question?