Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

Fifty shades of rpo webinar final

•Download as PPT, PDF•
•
Recruitment Process Outsourcing Association
Recruitment Process Outsourcing Association

It’s the honeymoon phase. You know, when the relationship is new and everything is rosy. But once the honeymoon’s over, you need to be sure you’ve picked a good a partner for now and ever after. Learn the various components of RPO and provide a basic overview of selecting an RPO provider. In this presentation, you will learn: 1) What is RPO (it’s not black and white) 2) The components of RPO (describe the ideal RPO offering) 3) The criteria for selecting an RPO provider (look beyond the pretty face) 4) Suggestions to help guarantee success (The basics of the RPO pre-nup)

1 of 32
Fifty Shades of RPOFifty Shades of RPO Loving your RPO partner after the sexy sales team leaves town. Presented by: Cory Kruse, COO and Jen Iliff, VP Marketing for Novotus Wednesday, May 29, 2013 An RPOA Leadership Forum Presentation
About RPOA • Nonprofit 501(3) organization founded in 2005 to serve RPO community • New Board elected in January 2013 • Mission to “educate the market about RPO” and create standards • Become a member!
RPOA Leadership Forum • Download presentations and signup for upcoming events • Request to present
RPOA GAINING MOMENTUM website traffic 3,000+ visits contacts 1,638 819%375% Content a lot! Blog, presentations, white paper * Numbers are over 14 months period
Fifty Shades of RPO: Loving your RPO partner after the sexy sales team leaves town.
Introductions Cory Kruse Chief Operating Officer Novotus Jen Iliff VP, Marketing Novotus Lamees Abourahma Executive Director RPOA
About Novotus • Founded in 2002, located in Austin, Texas with remote recruiters located throughout the U.S. • Largest Texas-based RPO provider • Management Team = 100 plus years experience • Founding Member of the Recruitment Process Outsourcing Association (RPOA) • Consistent 35% annual growth with placements in 39 states and 10 countries in 2012. • Inavero/CareerBuilder’s Best of Staffing™ Client Satisfaction award 3 years running • Telly Award™ winner for creation and production of corporate career site video
Agenda • Why is RPO so attractive? • The components of RPO • What qualities should I look for? – Criteria for selecting an RPO partner • Sign a pre-nup – Suggestions to help guarantee success
RPO Market Growth • Recruitment Process Outsourcing hit the radar just over 10 years ago. • Stayed in infancy for a handful of years and in 2007 hit the emerging rapid growth phase. • While the economy turned downward in 2008, RPO growth slowed but did not decline. • According to a 2012 Everest Research Report, the RPO market is $1.4 billion U.S. Annualized spend with a growth rate of >25%.
Why is RPO so attractive?Why is RPO so attractive?
What’s not to love? • Increase Efficiency - Easy to submit applications made the process overwhelming and unmanageable for existing HR teams. • Cost Savings – RPO provided efficiency • Cost Management with Scalability. • Strategic Value – it’s all we do so our knowledge of best practices and the ability to cross pollinate those in non- competing verticals… • Metrics – RPO firms are quickly able to help companies gain insight into specific real-time reports that help also drive cost savings and efficiency. • So many steps (and the continuing evolution of each) in the recruiting process, maintaining a level of on-staff expertise can be challenge.
Components of RPO 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. Phase I: The Beginning Determines the End - Strategy
Components of RPO 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates Phase II: Candidate Intake
Components of RPO 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment Phase III: Evaluation
Components of RPO 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins Phase IV: Processing
Components of RPO 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement. Phase IV: Post Hire
RPOA definition of RPO • RPO definition by RPOA: "Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/ retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results." link here: http://rpoassociation.org/what-is-rpo
Example of process with RPO Front-End Sourcing Solution – RPO Drives Candidates into your recruiting pipeline. 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement.
Example of process with RPO Flexibility and transition expertise allows RPO to help when needed and allows your recruiters/administrato rs to own various of the process. 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement.
Example of process with RPO In this “end-to-end” RPO scenario, the RPO owns all steps of the hiring process with the exception of making the hiring decision (owned by HM). 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement.
Technology • RPO firm is plugged into your ATS • In many cases, RPO will integrate other tools to sourcing candidates (job posting automation, data warehouse of existing candidates, sourcing platforms etc.) • Reports are generated through the combination of platforms. • Real-time portals/dashboards provided to client.
Candidate Experience • RPO firms and team members are trained specifically on the companies they serve so they can act and represent your organization. • In some cases, the RPO provider is a silent partner. When on the phone with candidates, they act as XYZ company. • Candidate experience improves because attention to detail is part of the RPO delivery.
What qualities should IWhat qualities should I look for in my partner?look for in my partner?
Selecting an RPO Partner • Identify your weaknesses/pain points • Identify your objectives: project expansion, recruiting structure reconfiguration, cost reduction, etc. • Unsure? Many RPO firms offer consulting services that can help you evaluate your current structure and process and provide recommendations.
Key Considerations • Experience – Not just # of years in service, look at the caliber of recruiters on staff. Utilize LinkedIn to gain insight. – Geographic scope/Languages • Size of Organization (bigger not always better) • Privately owned vs. publicly owned. • Sourcing and Research Experience – social media, job boards, networking, etc. – geographic expertise, hard-to-fill expertise
Key Considerations (cont.) • Implementation Process and Timeline • Learn about Team Structure - – Governance and Issue Escalation – Call Center vs. dedicated team or combination. – On-site recruiters/staff or offsite
Date before you get married. • Select a project or division to use as a test with the RPO firm. • Ask if they will do this without a long-term commitment (a trial phase) • Ask the potential firm if they will create a sourcing plan for one of your positions to give you insight into the process.
Sign a pre-nup • Service Level Agreements (SLA) – set mutually agreed upon expectations. If the requirements aren’t met there are fees at risk. – Time to Fill – Time to present qualified candidates – Interview to hire ratio • Key Performance Indicators (KPI) – Similar to SLA but do not have fees at risk. Used to indicate when a problem may exist (before an SLA is impacted). – Example: TTF SLA is 60 days. A KPI might be Green/Yellow/Red indicator at 30, 40 and 50 days.
QuestionsQuestions
Where to find RPO providers? • RPOA Buyer’s Guide: free, searchable list of verified RPO companies provided by RPOA. • Access Buyer’s Guide: http:// resources.rpoassociation.org/rpo-companies-buyers-guide • Add your company: http://rpoassociation.org/add-your-company • Upgrade your listing: http://rpoassociation.org/join
Upcoming RPOA Leadership Forum Presentations • June 5: Amazing Charts and Stats About Candidate Sources for 2013. • June 19: Setting up for success: What to look for in an RPO partner. • July 10: Core RPO Services: It’s Not One Size Fits All.
• What the BLEEP is Recruitment Process outsourcing [webinar presented by a panel of top RPO leaders] • Recruitment Process Outsourcing – The Good, the bad, and the ugly [white paper] • Ten Things you need to know before you choose a recruitment process outsourcing partner [white paper] • Skip this step and kill your brand – recruiting etiquette 101

More Related Content

Fifty shades of rpo webinar final

  • 1. Fifty Shades of RPOFifty Shades of RPO Loving your RPO partner after the sexy sales team leaves town. Presented by: Cory Kruse, COO and Jen Iliff, VP Marketing for Novotus Wednesday, May 29, 2013 An RPOA Leadership Forum Presentation
  • 2. About RPOA • Nonprofit 501(3) organization founded in 2005 to serve RPO community • New Board elected in January 2013 • Mission to “educate the market about RPO” and create standards • Become a member!
  • 3. RPOA Leadership Forum • Download presentations and signup for upcoming events • Request to present
  • 4. RPOA GAINING MOMENTUM website traffic 3,000+ visits contacts 1,638 819%375% Content a lot! Blog, presentations, white paper * Numbers are over 14 months period
  • 5. Fifty Shades of RPO: Loving your RPO partner after the sexy sales team leaves town.
  • 6. Introductions Cory Kruse Chief Operating Officer Novotus Jen Iliff VP, Marketing Novotus Lamees Abourahma Executive Director RPOA
  • 7. About Novotus • Founded in 2002, located in Austin, Texas with remote recruiters located throughout the U.S. • Largest Texas-based RPO provider • Management Team = 100 plus years experience • Founding Member of the Recruitment Process Outsourcing Association (RPOA) • Consistent 35% annual growth with placements in 39 states and 10 countries in 2012. • Inavero/CareerBuilder’s Best of Staffing™ Client Satisfaction award 3 years running • Telly Award™ winner for creation and production of corporate career site video
  • 8. Agenda • Why is RPO so attractive? • The components of RPO • What qualities should I look for? – Criteria for selecting an RPO partner • Sign a pre-nup – Suggestions to help guarantee success
  • 9. RPO Market Growth • Recruitment Process Outsourcing hit the radar just over 10 years ago. • Stayed in infancy for a handful of years and in 2007 hit the emerging rapid growth phase. • While the economy turned downward in 2008, RPO growth slowed but did not decline. • According to a 2012 Everest Research Report, the RPO market is $1.4 billion U.S. Annualized spend with a growth rate of >25%.
  • 10. Why is RPO so attractive?Why is RPO so attractive?
  • 11. What’s not to love? • Increase Efficiency - Easy to submit applications made the process overwhelming and unmanageable for existing HR teams. • Cost Savings – RPO provided efficiency • Cost Management with Scalability. • Strategic Value – it’s all we do so our knowledge of best practices and the ability to cross pollinate those in non- competing verticals… • Metrics – RPO firms are quickly able to help companies gain insight into specific real-time reports that help also drive cost savings and efficiency. • So many steps (and the continuing evolution of each) in the recruiting process, maintaining a level of on-staff expertise can be challenge.
  • 12. Components of RPO 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. Phase I: The Beginning Determines the End - Strategy
  • 13. Components of RPO 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates Phase II: Candidate Intake
  • 14. Components of RPO 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment Phase III: Evaluation
  • 15. Components of RPO 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins Phase IV: Processing
  • 16. Components of RPO 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement. Phase IV: Post Hire
  • 17. RPOA definition of RPO • RPO definition by RPOA: "Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/ retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results." link here: http://rpoassociation.org/what-is-rpo
  • 18. Example of process with RPO Front-End Sourcing Solution – RPO Drives Candidates into your recruiting pipeline. 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement.
  • 19. Example of process with RPO Flexibility and transition expertise allows RPO to help when needed and allows your recruiters/administrato rs to own various of the process. 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement.
  • 20. Example of process with RPO In this “end-to-end” RPO scenario, the RPO owns all steps of the hiring process with the exception of making the hiring decision (owned by HM). 1. Create requisition 2. Meet with the Hiring Manager (HM) 3. Create the job description 4. Build recruiting strategy 5. Post, publish and brand the new position. 6. Begin sourcing 7. Screen and rate resumes 8. Communicate to de-selected candidates 9. Conduct phone screens 10. Communicate to de-selected candidates 11. Present candidate slate to HM 12. Coordinate interview scheduling with candidate & HM 13. Prep HM with interview questions and evaluation methods 14. Post interview debrief with HM to select final candidate 15. Administer skills assessment 16. Conduct background checks 17. Conduct reference checks 18. Offer negotiation and acceptance 19. Hire date confirmation 20. Onboarding begins 21. Survey hiring manager to determine level of satisfaction on recruiting work. 22. Scorecard results for reporting back to HR leadership and C-Suite. 23. Review quarterly results and set targets of efficiency and quality of hire improvement.
  • 21. Technology • RPO firm is plugged into your ATS • In many cases, RPO will integrate other tools to sourcing candidates (job posting automation, data warehouse of existing candidates, sourcing platforms etc.) • Reports are generated through the combination of platforms. • Real-time portals/dashboards provided to client.
  • 22. Candidate Experience • RPO firms and team members are trained specifically on the companies they serve so they can act and represent your organization. • In some cases, the RPO provider is a silent partner. When on the phone with candidates, they act as XYZ company. • Candidate experience improves because attention to detail is part of the RPO delivery.
  • 23. What qualities should IWhat qualities should I look for in my partner?look for in my partner?
  • 24. Selecting an RPO Partner • Identify your weaknesses/pain points • Identify your objectives: project expansion, recruiting structure reconfiguration, cost reduction, etc. • Unsure? Many RPO firms offer consulting services that can help you evaluate your current structure and process and provide recommendations.
  • 25. Key Considerations • Experience – Not just # of years in service, look at the caliber of recruiters on staff. Utilize LinkedIn to gain insight. – Geographic scope/Languages • Size of Organization (bigger not always better) • Privately owned vs. publicly owned. • Sourcing and Research Experience – social media, job boards, networking, etc. – geographic expertise, hard-to-fill expertise
  • 26. Key Considerations (cont.) • Implementation Process and Timeline • Learn about Team Structure - – Governance and Issue Escalation – Call Center vs. dedicated team or combination. – On-site recruiters/staff or offsite
  • 27. Date before you get married. • Select a project or division to use as a test with the RPO firm. • Ask if they will do this without a long-term commitment (a trial phase) • Ask the potential firm if they will create a sourcing plan for one of your positions to give you insight into the process.
  • 28. Sign a pre-nup • Service Level Agreements (SLA) – set mutually agreed upon expectations. If the requirements aren’t met there are fees at risk. – Time to Fill – Time to present qualified candidates – Interview to hire ratio • Key Performance Indicators (KPI) – Similar to SLA but do not have fees at risk. Used to indicate when a problem may exist (before an SLA is impacted). – Example: TTF SLA is 60 days. A KPI might be Green/Yellow/Red indicator at 30, 40 and 50 days.
  • 30. Where to find RPO providers? • RPOA Buyer’s Guide: free, searchable list of verified RPO companies provided by RPOA. • Access Buyer’s Guide: http:// resources.rpoassociation.org/rpo-companies-buyers-guide • Add your company: http://rpoassociation.org/add-your-company • Upgrade your listing: http://rpoassociation.org/join
  • 31. Upcoming RPOA Leadership Forum Presentations • June 5: Amazing Charts and Stats About Candidate Sources for 2013. • June 19: Setting up for success: What to look for in an RPO partner. • July 10: Core RPO Services: It’s Not One Size Fits All.
  • 32. • What the BLEEP is Recruitment Process outsourcing [webinar presented by a panel of top RPO leaders] • Recruitment Process Outsourcing – The Good, the bad, and the ugly [white paper] • Ten Things you need to know before you choose a recruitment process outsourcing partner [white paper] • Skip this step and kill your brand – recruiting etiquette 101

Editor's Notes

  1. Lamees to introduce topic and Cory and Jen. (playful but informative look at RPO). Hand off to Cory.
  2. Cory
  3. Jen
  4. (Jen) Set the stage.
  5. Jen hands off to Cory
  6. Cory covers this slide and then back to Jen
  7. Jen - Just so we aren’t making the assumption, let’s go through the steps in the recruiting process. All are unique but follow a similar flow.
  8. Jen
  9. Jen
  10. Jen
  11. Jen; Q to Cory: What do you think is the most critical phase in the process?
  12. Jen cover definition. Cory will take us through some common RPO configurations.
  13. Cory
  14. Cory
  15. Cory covers slide. Jen will transition convo to technology
  16. Jen – options; sometimes integrated, you can use our ATS system.
  17. Jen
  18. Jen transition to Cory
  19. Cory Slide - NovoCore is a great first step to “try” an RPO firm and see if they might be a good partner.
  20. Cory - With the emergence and growth rate of the industry – many new “RPO” firms are popping up.
  21. Cory
  22. Cory
  23. Cory - Best SLA have both vendor/client represented (client response times, vendor performance times). Drives a partnership, teamwork approach.
  24. Q: Is RPO mainly for large companies? Cory to answer. (answer – try to reference project RPO – fit for all sizes; growing organizations; high-volume hiring situations; specialized positions in difficult markets. Q: How do you keep a consistent employment brand if using outsourced recruiters? Jen to answer. (answer – establishing set employment brand criteria. Often RPO firm helps elevate your employment brand with strong value propositions, culture training and consistency. Q: How is RPO priced? Cory to answer (cost per hire vs. Monthly rate, contract minimums/contract length).