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Making the Case for Recruitment Process Outsourcing

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Recruitment Process Outsourcing Association
Recruitment Process Outsourcing Association

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

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Making the Case for RPO vs. Other Recruiting Options July 20, 2021
Our speakers 2 Tim Oyer Vice President, RPO Solutions John Hess Executive Vice President, Operations
Outsourcing recruiting options 3 CONTRACT RECRUITERS RECRUITING AGENCIES RECRUITMENT PROCESS OUTSOURCING (RPO) The fundamental difference ✓ Holistic talent acquisition solution ✓ Client owns candidates, data, etc. ✓ Operates as extension of your HR team ✓ Team of resources, not an individual RPO PARTNERS
How RPO is different 4 Alleviates over 90% of administrative work Aligned to the business (key initiatives / triggers for hiring) Scalable to demand throughout the year Diagnoses & prescribes hiring process and recruiting improvements Data analytics for continuous improvement Ensures fair, consistent & professional administration to each applicant Transparent Blends automation with personal touch Provides deep expertise around process, technology, recruiting and results Delivers strategic insights & thought leadership revolving around talent acquisition Recruitment Process Optimization
Competing for talent Must Haves 5 Hiring is a Priority Modify & Modernize Process Automation & Personal Touch Strong Value Proposition(s) Engaged Recruiter & Manager Insight into Career Path Messaging Pre/During/Post Hiring DE&I Mission, Vision, Culture
The state of hiring RIGHT NOW • An environment of CHANGE. From 22 million jobs lost during the pandemic to 4 million people voluntarily leaving them in April. • Hiring is UP. 82% of employers plan on hiring in 2021, including 37% who are backfilling jobs and 35% who are hiring for net new ones. • Candidate demands are HIGH. Flexible schedules, remote work options and higher pay rates. • The path forward is UNCLEAR. Nearly 370,000 recruiter openings on LinkedIn. 6 Sources: Department of Labor, Monster, The Future of Work: 2021
Our diagnostic approach 7
Covid-19 Impact Low Turnout Rate Highly Competitive for Top Talent More Jobs than Available Talent Understaffed Increasing Pay ($) Remote Employees Increasing Pay ($) Higher than Normal OT High Turnover Reluctant to Change Selling the Candidates Non-Exempt Exempt Adapting to Changing Market Conditions Customized solutions needed in today’s market 8
Organizational Readiness Continuous Improvement Built to Deliver Results Employment Branding Technology and Automation Change Management Market Trends Compliance Candidate Attraction Hiring is a Priority Customization Adaptable, Flexible and Scalable Data and Analytics Strategic Tactical 9 Key drivers for consistent, sustained results Building a successful recruiting program
PROGRAMMATIC JOB AD OPTIMIZATION TECHNOLOGY / AUTOMATION LABOR MARKET ANALYTICS PROPRIETARY MODELING TOOLS Reach more than 200+ million job seekers across all major, niche and aggregator job sites. Leverage text message, live online chat and artificial intelligence to hire better people, faster. Integrated software that allows for scheduling interviews seamlessly and efficiently. Make smarter decisions regarding recruitment, relocation and expansion. Easily analyze billions of data points across any geography: state, metro, county, ZIP code or any custom region. Powerful and versatile modeling tools that enable adaptability to the sourcing and recruiting strategy on a daily-basis in rapidly changing market. MARKET DATA & RESEARCH SOURCING & ENGAGEMENT Custom recruitment strategy = Success 10
Adapting to achieve desired outcomes Increased hiring manager satisfaction to 95% Increased candidate satisfaction to 98% Improved time-to-fill year over year by 57% overall Sourced 73% passive candidates for exempt roles $1,000,000+ savings with training Exceeded diversity hiring goals each year Net Promoter Score of 86.7 from client surveys Day 1 start rates have improved 43% Maintained shift schedules and full capacity production Eliminated recruiting agency spend
100% ● All of our clients have completely unique solutions and strategies fit to size. ● We build best practices into our partnerships, but we don’t repeat the exact same strategy twice. ● Our solutions don’t just accommodate change, they are built for it. 12
www.advancedrpo.com Thank You. Questions? 13 Return on Investment (ROI) Businesses that excel in recruiting benefit from: ● 3.5x more revenue growth* ● Twice the profit margin* ● Superior employees: 8x more productive than average employees** *Jobvite Report 2020 **McKinsey & Company Tim Oyer 312.632.6160 toyer@advancedrpo.com John Hess 610.420.9630 jhess@advancedrpo.com
What we’re going to cover ● Outsourced recruiting landscape ● The state of hiring ● Competing for today’s talent ● The RPO - and Advanced RPO - difference 14

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Making the Case for Recruitment Process Outsourcing

  • 1. Making the Case for RPO vs. Other Recruiting Options July 20, 2021
  • 2. Our speakers 2 Tim Oyer Vice President, RPO Solutions John Hess Executive Vice President, Operations
  • 3. Outsourcing recruiting options 3 CONTRACT RECRUITERS RECRUITING AGENCIES RECRUITMENT PROCESS OUTSOURCING (RPO) The fundamental difference ✓ Holistic talent acquisition solution ✓ Client owns candidates, data, etc. ✓ Operates as extension of your HR team ✓ Team of resources, not an individual RPO PARTNERS
  • 4. How RPO is different 4 Alleviates over 90% of administrative work Aligned to the business (key initiatives / triggers for hiring) Scalable to demand throughout the year Diagnoses & prescribes hiring process and recruiting improvements Data analytics for continuous improvement Ensures fair, consistent & professional administration to each applicant Transparent Blends automation with personal touch Provides deep expertise around process, technology, recruiting and results Delivers strategic insights & thought leadership revolving around talent acquisition Recruitment Process Optimization
  • 5. Competing for talent Must Haves 5 Hiring is a Priority Modify & Modernize Process Automation & Personal Touch Strong Value Proposition(s) Engaged Recruiter & Manager Insight into Career Path Messaging Pre/During/Post Hiring DE&I Mission, Vision, Culture
  • 6. The state of hiring RIGHT NOW • An environment of CHANGE. From 22 million jobs lost during the pandemic to 4 million people voluntarily leaving them in April. • Hiring is UP. 82% of employers plan on hiring in 2021, including 37% who are backfilling jobs and 35% who are hiring for net new ones. • Candidate demands are HIGH. Flexible schedules, remote work options and higher pay rates. • The path forward is UNCLEAR. Nearly 370,000 recruiter openings on LinkedIn. 6 Sources: Department of Labor, Monster, The Future of Work: 2021
  • 8. Covid-19 Impact Low Turnout Rate Highly Competitive for Top Talent More Jobs than Available Talent Understaffed Increasing Pay ($) Remote Employees Increasing Pay ($) Higher than Normal OT High Turnover Reluctant to Change Selling the Candidates Non-Exempt Exempt Adapting to Changing Market Conditions Customized solutions needed in today’s market 8
  • 9. Organizational Readiness Continuous Improvement Built to Deliver Results Employment Branding Technology and Automation Change Management Market Trends Compliance Candidate Attraction Hiring is a Priority Customization Adaptable, Flexible and Scalable Data and Analytics Strategic Tactical 9 Key drivers for consistent, sustained results Building a successful recruiting program
  • 10. PROGRAMMATIC JOB AD OPTIMIZATION TECHNOLOGY / AUTOMATION LABOR MARKET ANALYTICS PROPRIETARY MODELING TOOLS Reach more than 200+ million job seekers across all major, niche and aggregator job sites. Leverage text message, live online chat and artificial intelligence to hire better people, faster. Integrated software that allows for scheduling interviews seamlessly and efficiently. Make smarter decisions regarding recruitment, relocation and expansion. Easily analyze billions of data points across any geography: state, metro, county, ZIP code or any custom region. Powerful and versatile modeling tools that enable adaptability to the sourcing and recruiting strategy on a daily-basis in rapidly changing market. MARKET DATA & RESEARCH SOURCING & ENGAGEMENT Custom recruitment strategy = Success 10
  • 11. Adapting to achieve desired outcomes Increased hiring manager satisfaction to 95% Increased candidate satisfaction to 98% Improved time-to-fill year over year by 57% overall Sourced 73% passive candidates for exempt roles $1,000,000+ savings with training Exceeded diversity hiring goals each year Net Promoter Score of 86.7 from client surveys Day 1 start rates have improved 43% Maintained shift schedules and full capacity production Eliminated recruiting agency spend
  • 12. 100% ● All of our clients have completely unique solutions and strategies fit to size. ● We build best practices into our partnerships, but we don’t repeat the exact same strategy twice. ● Our solutions don’t just accommodate change, they are built for it. 12
  • 13. www.advancedrpo.com Thank You. Questions? 13 Return on Investment (ROI) Businesses that excel in recruiting benefit from: ● 3.5x more revenue growth* ● Twice the profit margin* ● Superior employees: 8x more productive than average employees** *Jobvite Report 2020 **McKinsey & Company Tim Oyer 312.632.6160 toyer@advancedrpo.com John Hess 610.420.9630 jhess@advancedrpo.com
  • 14. What we’re going to cover ● Outsourced recruiting landscape ● The state of hiring ● Competing for today’s talent ● The RPO - and Advanced RPO - difference 14