The year 2015 is likely to be the most competitive recruiting environment we've ever seen. By December 2014, we had the most payroll added in a single year since 15 years ago, and unemployment rate has dropped to a record low of 5.6%. Expectations for employment in 2015 is to continue to grow. What does that mean to you as a hiring or recruiting professional? This presentation shows 7 tips to help you navigate the 2015 recruiting landscape and ensure hiring success.
It’s no secret that one of the biggest expenses and assets for an organization are employees. From recruiting and hiring to training and retaining, managing human resources is a huge cost. If done well, it can also be the biggest asset.
According to a recent study (August 2012), the Boston Consulting Group found that out of all HR functions, recruiting has the highest impact on revenue growth and profit margins. In this session, we explore the hidden earning potential of recruiting.
Join Mike Mayeux, Founder and CEO of Novotus as he provides information that helps talent acquisition leaders share the impact of recruiting. As a leader in the recruiting industry, Mike uses nearly 20 years’ experience in the talent acquisition industry to steer employees, clients, and candidates toward success. With his unique understanding of technology, consulting, and recruiting, Mayeux leads the Novotus team to accomplish the goal of reinventing talent acquisition. Always on the cutting edge of interactive technology, Mayeux allows Novotus to lead the industry in tools and best practices that improve clients recruiting results.
In this webinar, you will learn:
1) Methods of establishing quantitative results to show the business impact of recruiting.
2) Examples of the potential cost savings associated with recruiting.
3) A method for calculating the true cost of turnover.
4) Metrics to link lost revenue associated with recruiting and speed of hire.
5) A method to measure the revenue impact associated with quality of hire
The RPO industry is undergoing major changes. Come hear about those changes and what buyers of RPO should be considering when considering strategic partnerships with an RPO provider.
What is coming in terms of industry consolidation and changing alignment?
How should buyers navigate this changing landscape?
What are the right questions to ask?
Where is the industry headed?
In this 30-minute interactive session, David Pollard, TalentFusion CEO, will be discussing the massive change in RPO for 2014. Come join us and bring in your insight or questions to share.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
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.
The document discusses on-demand recruitment process outsourcing (RPO). It defines RPO and contrasts traditional long-term RPO models with on-demand models that can quickly scale up or down based on changing hiring needs. The document provides tips for finding an on-demand RPO partner, evaluating partners, and ensuring a successful pilot program. It also presents a case study of Farmers Insurance's successful use of an on-demand RPO partner to rapidly hire for an expansion into new states.
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
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.
It’s no secret that one of the biggest expenses and assets for an organization are employees. From recruiting and hiring to training and retaining, managing human resources is a huge cost. If done well, it can also be the biggest asset.
According to a recent study (August 2012), the Boston Consulting Group found that out of all HR functions, recruiting has the highest impact on revenue growth and profit margins. In this session, we explore the hidden earning potential of recruiting.
Join Mike Mayeux, Founder and CEO of Novotus as he provides information that helps talent acquisition leaders share the impact of recruiting. As a leader in the recruiting industry, Mike uses nearly 20 years’ experience in the talent acquisition industry to steer employees, clients, and candidates toward success. With his unique understanding of technology, consulting, and recruiting, Mayeux leads the Novotus team to accomplish the goal of reinventing talent acquisition. Always on the cutting edge of interactive technology, Mayeux allows Novotus to lead the industry in tools and best practices that improve clients recruiting results.
In this webinar, you will learn:
1) Methods of establishing quantitative results to show the business impact of recruiting.
2) Examples of the potential cost savings associated with recruiting.
3) A method for calculating the true cost of turnover.
4) Metrics to link lost revenue associated with recruiting and speed of hire.
5) A method to measure the revenue impact associated with quality of hire
The RPO industry is undergoing major changes. Come hear about those changes and what buyers of RPO should be considering when considering strategic partnerships with an RPO provider.
What is coming in terms of industry consolidation and changing alignment?
How should buyers navigate this changing landscape?
What are the right questions to ask?
Where is the industry headed?
In this 30-minute interactive session, David Pollard, TalentFusion CEO, will be discussing the massive change in RPO for 2014. Come join us and bring in your insight or questions to share.
California Compensation Trends and Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, California-specific data to inform your decisions when building a solid compensation foundation.
How to Transform Talent Acquisition in Asia Pacific through RPOCielo
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.
The document discusses on-demand recruitment process outsourcing (RPO). It defines RPO and contrasts traditional long-term RPO models with on-demand models that can quickly scale up or down based on changing hiring needs. The document provides tips for finding an on-demand RPO partner, evaluating partners, and ensuring a successful pilot program. It also presents a case study of Farmers Insurance's successful use of an on-demand RPO partner to rapidly hire for an expansion into new states.
As we look at the vast diversity of both our people and customers, we can see how their world is rapidly evolving in the age of digitization, artificial intelligence and the gig economy. This deck explores how to keep your brand nimble while fostering sustainable talent acquisition and performance.
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.
One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Cielo's 2017 Americas Talent Rising Summit - Day 2 DeckCielo
The document discusses research from the 2016 Candidate Experience Awards regarding job candidate attraction. Some key findings include that 75% of candidates conduct their own research during job searches, though company career sites are still the most important research channel at 57%. Candidate relationship management systems were a top technology investment area. The research also provided insights on effective attraction marketing content and job postings. Analysis of candidate ratings showed that winning companies provided a better attraction experience than other employers.
Canadian Compensation Trends & Pay PracticesPayScale, Inc.
The document discusses compensation best practices and trends for Canadian companies. It summarizes a survey of over 550 respondents on financial performance, wage growth, hiring, retention, and managing increases. It then outlines five best practices for compensation: understanding the labor market and jobs, creating a competitive strategy, building a structure, and paying for performance. The document promotes PayScale's compensation data and analytics services to help companies with compensation decisions and challenges.
PPT on hr consulting industry, PPT on competency framework of consulting industry, PPT on competency framework of compensation and benefits specialist and competency of an HR consultant
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.
If You’re Not Measuring Quality of Hire, You’re Not Hiring the Best People | ...LinkedIn Talent Solutions
If you want to raise your company’s talent bar, you first need to know where the bar is set. Learn from Lou Adler that measuring quality of hire starts by defining it, how to get hiring managers on-board, forget the interview, and conduct a pre-hire performance review instead, and how big data raises your company’s talent bar.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Entrada spent 2014 working with firms who wanted competitive advantage through better resourcing.
We learnt some lessons on what questions companies ask themselves to inform strategy, how they view the shape of their businesses, what market trends were deemed significant and the ideas on new ways to deliver great outcomes to clients without compromising on price OR quality (sorry Porter!).
We also honed our own strategy: now planning to spend 2015 focused on developing and providing versatile on-shore talent to partner with firms who want the flexibility of a contingent workforce but the integrity of a consultancy.
We look forward to continuing work with firms who want recruitment-agency free growth, strategic resourcing and augmented project delivery, who can recognise a value-add relationship when they see one.
Happy strategy.
This document provides an overview of Kelly Services China and its vision, mission, services, and global presence. Kelly's vision is to be the world's best staffing services company recognized for excellence. Its mission is to serve customers, employees, shareholders and society through staffing services and products. Kelly has a global presence with offices in 33 countries, including multiple cities across China. It offers executive search, contract and temporary staffing, and HR outsourcing and consulting services to industries such as industrial, healthcare, IT, and finance.
Critical Hiring Metrics For Healthcare QualityCielo
This document discusses quality of hire metrics for healthcare organizations. It begins by stating that rising costs, access to quality care, and availability of talent are issues all healthcare providers face that are ultimately talent issues. It then discusses that consistently delivering quality hires is the most important strategic function of talent acquisition. The document outlines several critical quality metrics including hiring manager satisfaction, employee satisfaction, time to productivity, retention rate, patient outcomes, and cost per vacancy. It concludes by discussing levers that influence quality of hire such as employee value proposition, workforce planning, hiring manager experience, onboarding, and talent management.
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
Quality of hire metrics and why you must measure itDr. John Sullivan
Quality of hire (QoH) is a metric that measures the effectiveness and impact of a company's hiring process on business results. It demonstrates to executives how "hiring right" increases workforce productivity and revenue. QoH is calculated by comparing the performance of new hires to targets over time in areas like output, productivity, retention, innovation, and customer ratings. Measuring QoH helps improve hiring by identifying the most effective sources and addressing process problems.
Using Data to Become a Strategic Talent Advisor | Talent Connect San Francisc...LinkedIn Talent Solutions
Jeff Batuhan shares Stryker's approach to and success with re-positioning their recruiters as talent advisers, and Jenny DeVaughn discusses how to evolve your talent acquisition teams to provide proactive consultation to your hiring managers using LinkedIn and other digital tools.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent Acquisition 360: Aligning Talent Practices with Business PerformanceCielo
Cielo recently commissioned a survey of nearly 700 hiring organizations across North America, Western Europe, Asia Pacific and the Middle East. The goal was to establish an effectiveness gap that reveals the importance of select talent functions for the surveyed C-level Executives, Business Unit Leaders and HR/Talent Leaders, versus their team’s performance. The survey succeeded at quantifying this gap – with some surprising twists.
Talent acquisition professionals consistently rank cost-per-hire as one of the most helpful HR metrics. But most struggle to measure and, more importantly, optimize their learnings to achieve efficiency without sacrificing quality.
Learn the cost-per-hire best practices that will enable your talent acquisition team to drive high-performing, engaged hires for your organization.
Key Takeaways:
-How to properly calculate your cost-per-hire
-Understand the cost-per-hire long-game for hiring success
-Consider cost-per-hire as part of the overall discussion on talent acquisition ROI
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
Tweet with us: http://bit.ly/HireOnLinkedIn
Evolution is a specialist IT recruitment consultancy founded in 2000 with offices in Singapore, Australia, UK, and Germany. It has over 120 consultants globally and a 2012 turnover of SGD 22.42 million. Evolution focuses on permanent and contract IT recruitment, using its bespoke IT system to access over 4 million IT candidates. Each consultant specializes in a specific technical area to quickly source qualified candidates. Evolution emphasizes technical testing of candidates, headhunting passive candidates, developing long-term client relationships, and providing exceptional in-house training to consultants.
The document is a resume for Jennifer E. Mayo that outlines her experience as a senior talent leadership partner specializing in recruiting, training, mentoring, and talent acquisition management. She has over 15 years of experience recruiting for a variety of industries including aviation, telecommunications, financial services, energy, and healthcare. Her resume highlights key accomplishments like lowering time to fill by 37% and decreasing early loss of hires by 8% at GE Aviation. She also has experience leading recruiting teams, developing targeted recruitment strategies, and managing the full recruitment lifecycle.
Accolo is a leading on-demand recruitment process outsourcing (RPO) provider. It has been ranked #1 RPO provider by several publications and has won numerous workplace awards. Accolo helps companies hire more efficiently using its intelligent cloud recruiting platform, certified hiring consultants, and data from over 20,000 past jobs. The platform allows hiring managers to attract, identify, and hire top candidates faster and at a lower cost than traditional recruiting methods. Accolo also focuses on providing a positive candidate experience and respects applicants through transparent communication and professional treatment.
Accolo - Turn your company into a hiring machine - 3-22-12 - John YoungerJohn Younger
Accolo - Turn your company into a hiring machine - 3-22-12 - This is a presentation given by John Younger, President, CEO and Founder of Accolo at the Marin Business Forum on 3-22-12
One of the keys to a strong employer brand is a positive candidate experience. Learn the strategies for designing an optimized candidate experience and leveraging employer brand for direct sourcing success.
Candidate experience is critically important in the sourcing, onboarding and retention of top talent. Learn how to build the business case and measure the ROI of upgrading your candidate experience.
The definition of “Quality of Hire” varies from company to company and role to role.
But as Talent Acquisition leaders, we are routinely called upon to define and measure this metric for our organizations. Research from Cielo and other industry experts shows that business stakeholders value the consistent delivery of quality candidates over every other Talent Acquisition deliverable.
We know you are doing everything in your power to meet their high expectations. That is why we dove deeply into this topic to find new angles on (and clear explanations of) Quality of Hire – to give you the knowledge you need to reassure stakeholders and enhance your results.
Cielo's 2017 Americas Talent Rising Summit - Day 2 DeckCielo
The document discusses research from the 2016 Candidate Experience Awards regarding job candidate attraction. Some key findings include that 75% of candidates conduct their own research during job searches, though company career sites are still the most important research channel at 57%. Candidate relationship management systems were a top technology investment area. The research also provided insights on effective attraction marketing content and job postings. Analysis of candidate ratings showed that winning companies provided a better attraction experience than other employers.
Canadian Compensation Trends & Pay PracticesPayScale, Inc.
The document discusses compensation best practices and trends for Canadian companies. It summarizes a survey of over 550 respondents on financial performance, wage growth, hiring, retention, and managing increases. It then outlines five best practices for compensation: understanding the labor market and jobs, creating a competitive strategy, building a structure, and paying for performance. The document promotes PayScale's compensation data and analytics services to help companies with compensation decisions and challenges.
PPT on hr consulting industry, PPT on competency framework of consulting industry, PPT on competency framework of compensation and benefits specialist and competency of an HR consultant
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.
If You’re Not Measuring Quality of Hire, You’re Not Hiring the Best People | ...LinkedIn Talent Solutions
If you want to raise your company’s talent bar, you first need to know where the bar is set. Learn from Lou Adler that measuring quality of hire starts by defining it, how to get hiring managers on-board, forget the interview, and conduct a pre-hire performance review instead, and how big data raises your company’s talent bar.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Entrada spent 2014 working with firms who wanted competitive advantage through better resourcing.
We learnt some lessons on what questions companies ask themselves to inform strategy, how they view the shape of their businesses, what market trends were deemed significant and the ideas on new ways to deliver great outcomes to clients without compromising on price OR quality (sorry Porter!).
We also honed our own strategy: now planning to spend 2015 focused on developing and providing versatile on-shore talent to partner with firms who want the flexibility of a contingent workforce but the integrity of a consultancy.
We look forward to continuing work with firms who want recruitment-agency free growth, strategic resourcing and augmented project delivery, who can recognise a value-add relationship when they see one.
Happy strategy.
This document provides an overview of Kelly Services China and its vision, mission, services, and global presence. Kelly's vision is to be the world's best staffing services company recognized for excellence. Its mission is to serve customers, employees, shareholders and society through staffing services and products. Kelly has a global presence with offices in 33 countries, including multiple cities across China. It offers executive search, contract and temporary staffing, and HR outsourcing and consulting services to industries such as industrial, healthcare, IT, and finance.
Critical Hiring Metrics For Healthcare QualityCielo
This document discusses quality of hire metrics for healthcare organizations. It begins by stating that rising costs, access to quality care, and availability of talent are issues all healthcare providers face that are ultimately talent issues. It then discusses that consistently delivering quality hires is the most important strategic function of talent acquisition. The document outlines several critical quality metrics including hiring manager satisfaction, employee satisfaction, time to productivity, retention rate, patient outcomes, and cost per vacancy. It concludes by discussing levers that influence quality of hire such as employee value proposition, workforce planning, hiring manager experience, onboarding, and talent management.
The Illusive Staffing Metric: Quality of HireCielo
Leading up to the recession, research indicated that a few, but growing number of companies were starting to measure “Quality of Hire.” A lot of the research in this area points out the positive benefits of employing a quality of hire approach as part of an overall talent management strategy.
Quality of hire metrics and why you must measure itDr. John Sullivan
Quality of hire (QoH) is a metric that measures the effectiveness and impact of a company's hiring process on business results. It demonstrates to executives how "hiring right" increases workforce productivity and revenue. QoH is calculated by comparing the performance of new hires to targets over time in areas like output, productivity, retention, innovation, and customer ratings. Measuring QoH helps improve hiring by identifying the most effective sources and addressing process problems.
Using Data to Become a Strategic Talent Advisor | Talent Connect San Francisc...LinkedIn Talent Solutions
Jeff Batuhan shares Stryker's approach to and success with re-positioning their recruiters as talent advisers, and Jenny DeVaughn discusses how to evolve your talent acquisition teams to provide proactive consultation to your hiring managers using LinkedIn and other digital tools.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Talent Acquisition 360: Aligning Talent Practices with Business PerformanceCielo
Cielo recently commissioned a survey of nearly 700 hiring organizations across North America, Western Europe, Asia Pacific and the Middle East. The goal was to establish an effectiveness gap that reveals the importance of select talent functions for the surveyed C-level Executives, Business Unit Leaders and HR/Talent Leaders, versus their team’s performance. The survey succeeded at quantifying this gap – with some surprising twists.
Talent acquisition professionals consistently rank cost-per-hire as one of the most helpful HR metrics. But most struggle to measure and, more importantly, optimize their learnings to achieve efficiency without sacrificing quality.
Learn the cost-per-hire best practices that will enable your talent acquisition team to drive high-performing, engaged hires for your organization.
Key Takeaways:
-How to properly calculate your cost-per-hire
-Understand the cost-per-hire long-game for hiring success
-Consider cost-per-hire as part of the overall discussion on talent acquisition ROI
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
Tweet with us: http://bit.ly/HireOnLinkedIn
Evolution is a specialist IT recruitment consultancy founded in 2000 with offices in Singapore, Australia, UK, and Germany. It has over 120 consultants globally and a 2012 turnover of SGD 22.42 million. Evolution focuses on permanent and contract IT recruitment, using its bespoke IT system to access over 4 million IT candidates. Each consultant specializes in a specific technical area to quickly source qualified candidates. Evolution emphasizes technical testing of candidates, headhunting passive candidates, developing long-term client relationships, and providing exceptional in-house training to consultants.
The document is a resume for Jennifer E. Mayo that outlines her experience as a senior talent leadership partner specializing in recruiting, training, mentoring, and talent acquisition management. She has over 15 years of experience recruiting for a variety of industries including aviation, telecommunications, financial services, energy, and healthcare. Her resume highlights key accomplishments like lowering time to fill by 37% and decreasing early loss of hires by 8% at GE Aviation. She also has experience leading recruiting teams, developing targeted recruitment strategies, and managing the full recruitment lifecycle.
Accolo is a leading on-demand recruitment process outsourcing (RPO) provider. It has been ranked #1 RPO provider by several publications and has won numerous workplace awards. Accolo helps companies hire more efficiently using its intelligent cloud recruiting platform, certified hiring consultants, and data from over 20,000 past jobs. The platform allows hiring managers to attract, identify, and hire top candidates faster and at a lower cost than traditional recruiting methods. Accolo also focuses on providing a positive candidate experience and respects applicants through transparent communication and professional treatment.
Accolo - Turn your company into a hiring machine - 3-22-12 - John YoungerJohn Younger
Accolo - Turn your company into a hiring machine - 3-22-12 - This is a presentation given by John Younger, President, CEO and Founder of Accolo at the Marin Business Forum on 3-22-12
Show 68 PERQ INTERVIEW w/ Scott Hill & Andy MedleyErin Sparks
We have a couple of guests in house. Gentlemen from PERQ – a company headquartered in Indianapolis, IN. This company does something simple – they help businesses attract consumers through incentives, with you use of cutting edge technology. Simple as that – and guess what – that’s what you need. We’ll speak with them today about the successes they have had.
ALSO : We have 12 tips to improve conversion rates over the festive period
Driving Productivity and Efficiency in CDW’s Talent Acquisition PracticesRecruitingDaily.com LLC
Driving Productivity and Efficiency in CDW’s Talent Acquisition Practices with Innovative Technology & Data-Driven Recruiting
Jared Bazzell
Optimizing all channels effectively to attract and engage top talent.
Improving and personalizing the candidate experience through a new, engaging career site.
Increasing application completion rates to more than 83% completion, far surpassing the typical 30 – 40% industry standard.
Leveraging integrated channels, including outbound email campaigns, where CDW averages an impressive 72% open rate and 42% click through rate.
Incorporating AI machine learning with Talemetry and Google Cloud Job Discovery.
Reducing external spend by increasing the number of candidates in its talent database and filling future demand for positions with proprietary talent pipelines.
Gaining new insights into candidate behavior with Talemetry Visitor Pool.
Talemetry
CDW
RecruitingDaily
Agile Coaching Exchange - Colin Bird 'Maximising Value' PresentationHelen Meek
The document discusses various techniques for maximizing value when prioritizing product backlog items. It recommends starting with the desired outcome to identify appropriate features. Tools like Impact Mapping and Value Stream Mapping can help construct a product vision. Key value factors should be agreed upon with stakeholders. Story Mapping can help shape the minimum viable product. User stories should emphasize the "why" with a focus on return on investment. Behavior-driven development finds examples to reduce uncertainty. The effort and value of items is assessed to make release planning choices that optimize value.
The Engineer Webcast: Five Ways to Get More Engineering Time Out of Your Eng...Planview
View the On-Demand Webcast! Planview.info/Workcast
What keeps executives up at night?
"Are we working on the highest value products to meet our growth objectives and do we have the people to get it done?"
Learn about:
-resource management pain points
-capacity planning pain points
-the importance and difficulty of considering capacity in the planning process
-how to get more engineering time out of your engineers
-the top business risks of not addressing resource management and capacity planning with improved processes and tools
View the On-Demand Webcast! Planview.info/Workcast
Aquent and Monster recently conducted a survey to better understand the career landscape and outlook for interactive and Web professionals.
In this Aquent-sponsored AMA webcast, Paul Jamieson, research manager with Monster Intelligence, and Jason Brownewell, director of Aquent’s Interactive Design Practice:
- Share the results of the Aquent | Monster Interactive Career Outlook Survey
- Explore compensation trends in interactive and Web positions
- Provide an overview of specialized skill sets that are increasing in demand
- Explain how employers can attract interactive/Web talent in this marketplace
Do More with Unified Sourcing and Supplier EngagementScout RFP
How does “obsessing over the customer” translate to big business value? Before Scout’s inception in 2014, industry conversations exposed an overlooked, yet pivotal, business challenge for Sourcing and Procurement. Fast forward to hundreds of interviews, refined prototypes, many late nights, and over 175 customers later, now we’re onto something big. Join Scout’s co-founders for SPARK’s opening keynote as we take you on this journey to re-define the future of Strategic Sourcing.
PeopleStrong is an Indian HR solutions and technology company that has won awards for HR outsourcing. It has over 175 customers and 500,000 users across the globe. The presentation provides an overview of PeopleStrong's offerings and services, which include recruitment process outsourcing, payroll services, talent assessments, and an HR mobile app and chatbot. It also outlines PeopleStrong's growth, leadership team, delivery centers, and clientele.
What HR Practitioners Ought to Know About Employee Engagement ProgramsHuman Capital Media
Great corporate cultures are not created overnight, but cultivated by employees and determined by the level of engagement within. Much like workplace culture, employee engagement is a delicate balance of inputs such as teamwork, manager effectiveness, job satisfaction and many others that contribute to the employee engagement ecosystem.
During this webinar, we’ll hear from an HR leader who has taken a holistic approach in implementing engagement programs and strategies and will share their impact on workplace productivity and culture.
During this webinar you’ll hear about:
The inputs that affect employee engagement.
How engagement affects multiple facets of a business.
How your organization can create opportunities for employees to re-engage.
Rob Frost has over 10 years of experience in project management and business development, specializing in retail expansion. He managed 160 new store projects for Ace Hardware, exceeding targets and opening 280 new locations in 24 months. Frost then led new business development as a corporate manager at Ace, exceeding annual targets. Currently, he is a senior project manager at Kaiser Permanente, leading retail modifications and enrollment events.
Do More with Unified Sourcing and Supplier Engagement Scout RFP
How does “obsessing over the customer” translate to big business value? Before Scout’s inception in 2014, industry conversations exposed an overlooked, yet pivotal, business challenge for Sourcing and Procurement. Fast forward to hundreds of interviews, refined prototypes, many late nights, and over 175 customers later, now we’re onto something big. Join Scout’s co-founders for SPARK’s opening keynote as we take you on this journey to re-define the future of Strategic Sourcing.
OnRecruit is a recruitment process outsourcing (RPO) service that manages all or part of a client's recruitment functions. It offers flat hourly or monthly pricing with no additional fees. OnRecruit's dedicated recruiters utilize technology and data tools to provide qualified candidates. Weekly reporting and metrics allow clients to track progress. Case studies show OnRecruit filling positions with ideal candidates at lower costs than traditional methods.
This document discusses building a successful accounting firm. It begins by introducing Rob Nixon and his firm PANALITIX that helps accountants build their businesses. It then provides statistics on the size and growth of the global accounting profession. The document discusses challenges facing traditional accounting firms from technology disruption and more nimble competitors. It provides examples of other firms that have implemented Rob's strategies with significant increases in revenue and profit. The strategies discussed include focusing on advisory services, pricing work upfront, improving efficiency, marketing, and client service. The goal is to help firms improve profitability, capacity, and growth.
Kareo implemented a campaign to increase the number of employee reviews on Glassdoor in order to provide more valid information to candidates and attract those interested in company culture. They communicated the importance of Glassdoor to employees, asked leadership to lead by example, and saw a 543% increase in reviews over three months. Lessons included having a response strategy, engaging HR, and addressing negative feedback to treat reviews like a suggestion box and improve work culture. The campaign resulted in increased company profile views and hires found through Glassdoor.
TalentView x Indeed Webinar: Employer Branding with Glassdoor and Indeed: Why...TalentView
Want to know the key to attracting your top talent and standing out from your competitors?
Discover the power of employer branding and how leveraging Indeed and Glassdoor can help your company attract top talent and stand out in today's competitive market.
Join us as our guest speakers from TalentView and Indeed discuss:
-The state of today’s employment market in the Philippines
-How Employer Branding increases your talent acquisition outcome
-What can you do today to improve your employer brand
The document provides an update on changes to Acquia's Partner Program. Key points include:
- Two new partner levels are being introduced to replace the Community level and provide more distinction between requirements and benefits.
- A Partner Credit System is being launched that allows preferred partners to earn referral fees that can be put towards marketing, enablement, and certification.
- Program changes like new levels and credit system will take effect January 1, 2018. Partners are encouraged to discuss upcoming plans for 2018 with their partner managers.
- Case studies highlight examples of partners succeeding through the program, like one new to Acquia achieving $170k in new business and another delivering over 20 sites for a large customer.
2018 UK & European Employee Engagement Awards Entry PackMatt Manners
This document provides information about the 2018 UK & European Employee Engagement Awards, including deadlines, categories, how to enter, benefits of entering, and rules. The awards are intended to champion best practices in employee engagement and inspire organizations to improve how they engage employees. Details are given on the various award categories, how to write compelling entries, and tips for entering online. The deadline to enter is October 5th, 2018 and the gala dinner event will be held on January 24th, 2019.
New England Compensation Trends & Pay PracticesPayScale, Inc.
As you consider employee raises and prepare your compensation strategy, it's imperative to have reliable, New England-specific data to inform your decisions when building a solid compensation foundation.
State of the Additive Manufacturing Workforce in Northeast OhioTriCmarketing
The document summarizes the findings of an evaluation of a $2.5M grant program aimed at developing the additive manufacturing workforce in Northeast Ohio. Key findings include: 1) the AM industry is growing globally and in the region, with regional stakeholders like America Makes playing a key role; 2) businesses investing in AM have experienced sales and employment growth, while manufacturing overall has declined; and 3) there is little demand for direct AM production workers but demand for AM skills among designers, engineers, and drafters which pay well and are stable occupations. Educational programs should train students in broader skillsets and meet employers' needs for these occupations.
Similar to Recruiter's Roadmap to Hiring in 2015 (20)
In this 40-minute webinar, Hueman’s respected VP of RPO Implementation and VP of Strategic Partnerships share first-hand insights and learned lessons on the "Best Practices for Successfully Implementing an External Recruitment Partnership.”
Recruitment Process Outsourcing (RPO) has become a strategic solution for organizations looking to enhance their talent acquisition processes. However, the success of an RPO partnership, much like any external partnership, heavily depends on the implementation phase.
By the end of this webinar, attendees will have a comprehensive understanding of the crucial elements involved in successfully implementing an external recruitment partnership.
Whether you are considering RPO for the first time or looking to implement another external partnership, this session will equip you with the knowledge to navigate the implementation process with confidence.
Find webinar page at https://resources.rpoassociation.org/webinar-how-to-implement-a-successful-recruitment-partnership
In the era of digital transformation, businesses are constantly seeking innovative ways to attract, recruit, and retain top talent efficiently and effectively. Artificial Intelligence (AI) has emerged as a game-changing technology in the field of talent acquisition, revolutionizing the entire recruitment process.
In this 30-minute webinar, we delve into the world of AI in TA and its profound impact on talent acquisition.
WHAT YOU'LL LEARN
- Applications of AI in Talent Acquisition
- Understanding the basics of AI and its applications in recruitment and how it is transforming traditional talent acquisition methods.
- Ethical and Legal Considerations
- Future Trends and Insights
- Case Study of how AI is Optimizing the Candidate Experience
Find webinar recording at https://resources.rpoassociation.org/decoding-ai-understanding-the-impact-of-ai-on-talent-acquisition
Employer branding and employer value proposition (EVP) is one of the key services expected by employers using modern recruitment process outsourcing. According to recent research commissioned by the Recruitment Process Outsourcing Association (RPOA), employers look to their RPO providers as trusted advisors to winning top talent in today’s competitive talent marketplace. In many cases, this includes bringing along a tech stack and supporting services to integrate with their CRM systems.
With the added challenges of building and maintaining career websites, many recruiting providers stay away from offering these services to clients. However, could you pass on an opportunity to support your clients and drive additional revenue? In this webinar, you’ll learn how to partner with a recruiting website provider, Shazamme, to grow your RPO business and add value to your clients.
Learn more at https://resources.rpoassociation.org/shazamme-rpo-technology-driving-success-candidate-experience
Direct sourcing is a value-add service of an MSP provider that expands its customer’s contingent labor supply by leveraging their employment brand. It's predicted that in 2023, worker demand will continue to outpace labor supply, and organizations will struggle to find talent. On top of this, economic uncertainty is making flexibility in total talent strategy increasingly more critical. To combat this, since pre-pandemic, companies have grown their contingent workforces by over 50 percent to help bridge their talent gaps, provide greater flexibility, and optimize their workforce. However, only 39 percent are using direct sourcing to find contingent labor candidates.
Learn more at https://resources.rpoassociation.org/webinar-what-the-future-holds-for-direct-sourcing-and-contingent-labor
Using Storytelling in recruiting is a dynamic strategy for training and empowering recruiting team members while arming them to understand how to embody an organization's employer brand. We all would agree that the employer brand is about promoting your organization as an employer of choice to a specific targeted group, one of which the objective is to recruit, motivate, and retain.
In this 40-minute webinar, Patty Silbert and Alicia Curran with Aspirant focus on taking the attributes of the employer brand by having recruiters create stories that their audience truly embraces. Storytelling training is key to recruiting more effectively.
Find more details at https://resources.rpoassociation.org/storytelling-transforming-recruiting
How are you determining your Recruiters and Sourcers are fulfilling their learning needs? Quality training starts with an evaluation of the team, its strengths and weaknesses, and a comparison of the team’s performance actively benchmarked against current industry or internal performance metrics. Without defining success and comparing it to external yardsticks, understanding the true performance of the team or individual is impossible.
Access the video recording for this webinar at https://resources.rpoassociation.org/how-can-you-find-out-if-a-sourcer-is-as-good-as-they-claim
Zach Chertok, Columbia University Associate at HCM program, presented this keynote at the 2nd annual RPOA conference in 2021. Find the video and other conference sessions at https://resources.rpoassociation.org/2021-rpoa-conference
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
The document discusses how programmatic job advertising can help staffing agencies and recruitment process outsourcers (RPOs) ensure the best candidate quality, margins, and client loyalty. It notes that traditional sourcing approaches are neither agile nor predictable. Programmatic recruitment advertising allows agencies to build an agile, transparent, and predictable talent sourcing funnel by optimizing spending based on source-to-hire data. This can help grow margins while communicating greater value through better performance, transparency, predictability, agility, and innovation. The document provides examples of programmatic success stories that achieved reductions in cost per hire and vacancy times.
Knowing how to define and articulate your employer value proposition (EVP) is a very important step in creating those communications.
In this 30-minute informative webinar, employer brand and recruitment marketing veteran and Newton Talent President, Patty Silbert will reveal how to identify the career characteristics that help you to attract and retain top talent and your recruiting team to engage and build a great candidate pipeline--all through your EVP.
Talent Acquisition starts with first developing a holistic recruitment strategy. Learn how to properly address the five major components of a Talent Acquisition strategy by hearing from experienced HR and Talent Acquisition leaders across the country. Webinar attendees will learn how to build strategic processes that use best practices and technology to help recruiters identify and recruit the best candidates, despite market and industry uncertainties.
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Discover how a large organization partnered with an RPO company recognized as one of the Top 35 Most Engaged Workforces Worldwide in order to combat serious annual turnover and low employee engagement.
Using a formal panel interview procedure, hiring managers incorporated four questions that subtly, but effectively, led candidates to relate accurate information regarding their prior career performance, thus determining the “essence” of the individual. Based on candidate’s responses, managers are better able to judge “culture-fit,” as well as needed job skills.
This document discusses the benefits of outsourcing recruitment processes to an expert partner rather than handling recruitment internally. It finds that companies partnering with an RPO (recruitment process outsourcing) provider are better able to understand skills gaps, establish talent pipelines, and attract and engage top talent. Specifically, RPO users are more likely to consider internal and external factors in recruitment strategies, adapt their definition of top talent, and closely align this definition with candidate expectations, leading to higher quality workforces. The document recommends RPO over internal recruitment or basic staffing partners due to RPO's holistic strategy approach.
In this webinar, Pam Verhoff, President of Advanced RPO and John Hess, Executive Vice President, Advanced RPO explore each talent acquisition requirement and provide expert advice on best practices. Both Pam and John each have 25 years of experience in building successful talent acquisition programs for hundreds of companies of all sizes across a variety of industries.
Learn how to use marketing strategies to create an employer brand that attracts, recruits, onboards and engages employees in today's tight candidate market. Employer brand is the key differentiator when it comes to which company will attract AND RETAIN top talent.
Recruitment process outsourcing case studies of true business impact.
Does it really matter how you hire? As long as you fill the chair, that’s all that matters – right? Wrong. Building an innovative talent solution can have far-reaching impact throughout your organization. Translating that impact to meaningful data and information that you can share with your executives can be powerful.
In this presentation you'll find pointers on:
1. How to identify the information needed to add value to the executive team and strategic vision of your organization.
2. How to connect business challenges to your talent strategy and show results.
3. How to evolve your strategy from “butts in seats” to a talent solution with measurable business impact.
Many HR leaders think that big companies like Apple, IBM, and GE have talent acquisition all buttoned up with either huge recruiting departments or by using recruitment process outsourcing (RPO) to manage their recruiting function.
What you may not know is that RPO isn’t just for big business.
Whether your company has 50, 500, or 2500 employees, the benefits of RPO are available to you too. Join us for this enlightening webinar to discover why RPO is a match made in Heaven for businesses just like yours.
More from Recruitment Process Outsourcing Association (20)
The Rules Do Apply: Navigating HR ComplianceAggregage
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
1. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
A Recruiter’s Roadmap to
Hiring in 2015
Presented by Accolo
January 21, 2015#RecruiterRoadmap
2. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo2
Meet Your Presenter
John Younger
Chairman and Founder, Accolo
• Frustrated Hiring Manager
• Recovering Software Developer
• Accolo Founder
• Co-Founder of the RPOA
• Started 5 Companies
• Most cherished activity - spending time
with our 13 year old son and bride of 14
years
3. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Agenda
3
Welcome & Introduction
Focus for Today
Hiring Trends Give Great Insights
Roadmap to Hiring Success in 2015
Q&A
4. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo4
Today’s Participants
5. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo5
Today’s Participants
6. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo6
● EVP, Business Development
● Recruiter
● partner
● Director, Human Resources
Projects / Talent Aquisition
● HR Head
● Director of recruitment
● Business Manager
● Director Client Service &
Delivery
● SVP
● Customer Support / Technical
Assistant
● President & CEO
● CSO
● VP, Operations
● Founder Partner
● Talent Acquisition Specialist
● Recruitment Team Lead
● Human Resources Generalist
● Executive Assistant
● Director
● Senior Account Director
● V.P. Business Development
● Recruiter
● Senior IT Recruiter
● Corp HR & TA Leader
● Program Director
● Business Development Manager
● US Head of Talent Acquisition
● Head of performance management
● Sales Management
● Founder
● RPO on site manager
● Training Manager
● Assistant Manager - Learning &
Development
● Marketing Manager
● Head-Digital Marketing
● CEM
Your Titles
7. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo7
Hiring Trends Give Great Insights
8. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo8
More People Employed
Job openings jump to
14-year high
9. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo9
Corresponding Decrease in Claims
10. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Ten Hardest Jobs to Fill Nationwide
10
Most Competitive Hiring
1.Skilled Trade Workers
2.Restaurant and Hotel Staff
3.Sales Representatives
4.Teachers
5.Drivers
6.Accounting and Finance Staff
7.Laborers
8.IT Staff
9.Engineers
10.Nurses
Five Top Hiring Areas
2015 CareerBuilder U.S. Job ForecastNationwide Survey by Manpower, 2014
11. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Hiring Trends in 2014: Year in Review
Demand for Raw Skills Outweighs Candidate Supply
11
Demand for Talent is Growing
Candidate Supply is Shrinking
Candidates are in the Driver’s Seat
• The labor force participation rate — workers currently employed or
who are actively looking for work — lowest since 1978.
• Recent college grads aren’t meeting expectations for raw skills
• 46% of jobs posted in 2014 were for newly created positions
• Open jobs were 5,000,000 on last day of Nov 2014
• 800,000 new tech positions launched in 2014 (5% YOY growth)
• More comfortable leaving current job and rejecting offers
• Harder to reach – aren’t responding to traditional recruiting
12. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo12
Unemployment at a Record Low
Job Openings at a Record High
So What …..
13. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo13
Missing Corp
Objectives
Overwhelmed &
Angry Hiring
Managers
Higher Turnover
Rates
Rising Hiring Costs
Increased Rogue
Activity
14. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo14
Roadmap to Hiring Success in 2015
15. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo15
16. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo16
Find the magic
recruiting site de jour
and its maker?
17. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo17
Look for your
red slippers?
18. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo18
2015 Success Tip One: Keep Your Top Performers
Find out what current
employees love about working
for your company
19. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
1. You’ve overloaded your best people with too many
responsibilities
1. You’re a micro-manager
2. You’re never around
3. You’re not in touch with how some of your hires or
promotions are driving your best people nuts
1. You’ve never given your people a sense of where they can
go in their careers
1. You run terrible meetings
2. You communicate that you care more about yourself than
the team
1. You’ve never given them the big picture vision of where
your group is heading or you are constantly changing the
big picture
19
People quit their bosses, not their jobs
Eric Jackson, Forbes
20. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo20
Boost Your Referral Network
Theme based, time bound and well coordinated
programs produce 5x the referrals and hires
2015 Success Tip Two:
21. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo21
Theme based, time bound and well coordinated
programs should produce 5x the referrals in 2015
Key Elements:
• Executive support - Internal and external employer branding
• Timing & duration
• Theme
• Sit with top performers and go through their contact lists
• Awards - weekly with real-time dashboard
• Involve marketing
• Track accurately
• Finale with grand prize
Theme Ideas:
• The Big Hire Theory
• Batter Up!
22. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo22
Let Your Words Work For You
116,069Jobs for software engineers on LinkedIn
“We are looking for a Software Engineer to work in a team made up of
Software Engineers”
2015 Success Tip Three:
23. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
C/C# Software Engineer - Improve Response in 911 Computer-Aided Dispatch
● It took 2 days to find the candidate hired
● In 12 days the candidate accepted an offer
● 185 candidates were contacted with similar skills
● 33 applicants total
Senior Software Engineer for the Cloud Computing Pioneer!
● It took 5 days to find the candidate hired
● In 34 days the candidate accepted an offer
● 316 candidates were contacted with similar skills
● Interview began 6 days after the job launched
● 25 applicants total
Senior Software Engineer, Enterprise-level Web Apps
● It took 6 days to find the candidate hired
● In 69 days the candidate accepted an offer
● 211 candidates were contacted with similar skills
● Interview began 23 days after the job launched
● 70 applicants total
23
Source:
24. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
What needs to get done by when?
How will this person’s success be quantitatively
measured?
Why would the right person want the job?
What are the common attributes of the top performers?
24
25. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo25
Broad and Targeted Outreach Wins2015 Success Tip Four:
26. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Top Sources of Applicants and Hires up to 2015 for
Software/Application Development Jobs
26
Source:
Candidate Source Applicants Hires Applicants per Hire
Direct Sourcing 9,908 98 101 : 1
LinkedIn Jobs 3,546 29 122 : 1
Dice 11,607 93 124 : 1
Craigslist 18,480 147 125 : 1
Monster 24,301 157 154 : 1
CareerBuilder 21,640 107 202 : 1
27. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo27
Create Relationships, Not Transactions
Start with trust
2015 Success Tip Five:
28. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Trust
Mutual Respect
Honest Communication
Follow-through
Common Purpose
Easy
28
Elements of a Healthy Relationship
29. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo29
Number of People Who Never Hear Back After Applying to a Job
94%
30. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo30
High Performing Interview Teams Win2015 Success Tip Six:
31. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo31
Build an Elastic Solution in 20152015 Success Tip Seven:
32. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo32
Volatility is Consistent - Explore Bold Solutions
?
33. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo33
In a Nutshell for 2015
1. ID and nurture your top performers
2. Drive referrals as a company wide initiative
3. Use your words to get the right people to come
to you
4. Multi-thread your hiring campaigns
5. Create relationships with every outreach and
applicant
6. Teach your interview teams to be highly
effective and move fast
7. Build elasticity and consistency into your model
34. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo34
About Accolo
Award Winning Recruitment Process Outsourcing Company
Filled over 35,000 unique jobs across nearly every industry, job category and level since being
founded in 2000
Multiple engagement models to help companies meet their hiring needs as a natural extension of
their recruiting and human resources function with consistency and elasticity:
• Special initiatives/projects/locations
• Specific functional areas (development, operations, call centers, finance & accounting, etc.)
• Job levels or categories (e.g. Director & above)
• On-site and off-site support
Each company we work with has unique recruiting goals, which is why we develop our hiring
performance solutions on a per-client basis to fit your business needs for today and tomorrow.
Based on our collective experience including thousands of job launches and successful hires as
recruiters, hiring managers and even as candidates, we’ve identified the most effective methods and
technologies to deliver high quality talent faster and cheaper than most thought possible.
35. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
Help! What Services or Systems Should I use for
Recruiting?
When: February 11 @ 1 PM EST
Speaker: Matt Rivera, Vice President of Marketing and
Communications, Yoh
For more information and registration:
http://www.rpoassociation.org/webinar-recruitment-and-staffing-
services
35
Join Us Next Time….
36. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo
To learn more about how Accolo Recruitment Process Outsourcing
can help your company gain a competitive edge in FY15, please
contact us:
Visit: www.accolo.com
Email: Info@accolo.com
Sales: sales@accolo.com
Call: 1-877-4Accolo (422-2656)
To view more webinars from Accolo, please visit our Events and
Webinars page at Accolo.com
Q&A and Thank you!
36
37. Accolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4AccoloAccolo | Award Winning RPO Provider | Across the United States | www.accolo.com | 1-877-4Accolo37