adp rpo - rfp presentation for mattel
TRANSCRIPT
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RECRUITMENT PROCESS OUTSOURCING
Prepared for
July 15, 2015
REQUEST FOR PROPOSAL
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Agenda
+ Introductions
+ ADP RPO: About US: History, Capabilities, Philosophies
+ Case Studies + Experience
+ Delivery Model Overview and Recommendations
+ Sourcing Methodology and Service Level Agreements
+ Reporting & Analytics
+ Implementation
+ Question and Answer
Click to edit Master title styleMeet the Team
Bob GrantBryan Colteaux Marcy Maul Patricia Hess
Tom Riley Joe D’Antonio Carrie Markworth
Click to edit Master title styleHistory of ADP RPO, LLC
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Growth Since Acquisition by ADP
Ongoing planning, development & execution of our global capabilities including opening offices in London and Prague, Pune & Hyderabad, India; Manila, Tokyo and Hong Kong
Expansion of our Social Talent Solutions program, offering clients mobile capabilities, social media strategy & management & talent community building solutions
Development of a military recruiting program encompassing every step of the hiring process to successfully recruit, hire & retain the right military professionals
Delivery of holistic HCM solution, including recruiting, performance, learning, succession & compensation, utilizing ADP and best of breed products & services
Culture&
Values
Learning
Keep
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65 Years - Best-of-Breed - Award Winning Leadership & Technology
RPO175,000 exempt and non-exempt hires annually
Recognized as top provider since 2006 RPO leadership are industry pioneers
ADP Recruiting Management• 600+ ATS clients• Connect with 2 million applicants annually• Built by recruiters for recruiters
Background Screening85,000 small to large-scale clients
10 million background checks in 166+ countries Industry leading turnaround times
I-9/E-Verify®• 860,000 I-9 Forms processed annually• 84,000 users across 165,000 locations• 310,000 screens through E-Verify
AIRS® Recruiter Training10,500 trained & 3,600 certified annually 750 classes held annually; 200,000 alumni
Internationally Accredited
Solid Expertise and Performance
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• Experienced team, functionally aligned
• Dedicated resources and centralized scalable team for peak volumes
• Managers possess 8-10 years of experience, while Recruiters possess 6-8 years of recruiting experience
• AIRS®-certified recruiting specialists
Insightful
• Fully customizable delivery model
• Recruitment process can include either minimal, or end-to-end support
• Industry leader in hiring process scalability
• Incorporation of industry best practices for improved results
• Systematic approach to passive candidate recruiting
Integrated
• All-in-one recruitment technology solution
• Advanced, automated sourcing capabilities
• Multi-lingual support capabilities
• Integrated solution
• Sophisticated reporting capabilities
• On-going general enhancements for scalability
Innovative
Best-in-Class Global RPO Solutions
PEOPLE PROCESS TECHNOLOGY
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Experience
SALES PHARMACEUTICALENGINEERING RETAIL CALL CENTER INSURANCE
MANUFACTURING/WAREHOUSE TECHNOLOGYHEALTHCARE FINANCEINVESTMENT BANKING
Click to edit Master title styleRPO Clients by Industry
RETAIL CONSUMABLE PRODUCTS
MANUFACTURING MEDICAL/HEALTH PHARMACEUTICAL TECHNOLOGYBUSINESS SERVICES
FINANCIAL SERVICES - INSURANCE
Click to edit Master title styleRetail Expertise
Reduced attrition in 12 months from 28% to 6% for a world leader in convenient snacks, food and beverages
Time-to-fill for the industry leader of lawn, garden and outdoor living products is 36 days, beating SLA goal of 49 days by 30%
Time-to-fill for a multi-billion dollar greeting card business is 14 days, beating the industry average by 72%
Sample Positions• Department Manager• Merchandiser• Bilingual Retail Store
Manager• Beauty Department
Manager• Store Manager• Assistant Store Manager• Retail Sales Customer
Lead• Director, Retail Sales• Retail Customer Support
Representative
Click to edit Master title styleManufacturing/Warehouse Expertise
Reduced cost-per-hire for a global tool manufacturer by 60%
Reduced time-to-Fill by 50% to 15 days for a leading tire company
Increased diversity hires from 20% to 49% for a Fortune 500 automotive manufacturer
Sample Positions• VP of Global Manufacturing• Inventory Control Analysis• Continuous Improvement
Leader• Maintenance Technician• Manufacturing Operations
Manager• Warehouse Material Handler• Manufacturing Technician• Power Plant Technician• Environmental Health &
Safety Specialist
Click to edit Master title styleSeasonal Hiring
In 2014, 22% of overall hires were seasonal, for a Convenient Snacks, Foods, and Beverages Leader*around 2,700 hires during a May - September peak hiring period.
Scalable process meets 100% of annual hiring needs in 5 months every year, for the World's Largest Marketer of Branded Consumer Lawn and Garden Products
For the same client, time-to-fill for rehired candidates was reduced by 21% year-over-year
Seasonal Positions we hire for:
• Merchandiser
• Warehouse Person (Loader)
• Driver - Transport Driver (tractor trailer)
• General Labor - Operations
• General Labor - Sales
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Hard-to-Fill Roles
140 exempt-level IT positions for a nationally diversified health and wellness company, filled within 2 months
Niche engineering modeler roles filled in South American locations through rapid implementation of recruitment processes
Hard-to-fill oncology sales specialist roles filled through subject-matter expert recruitment support for an R&D-drive global pharmaceutical company
High-level technical and engineering roles filled for a world leader in sustainable automation solutions
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Recruiting Models
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RPO Models
• End-to-end delivery of the hiring process
• Single vendor• Streamlined process• Single point of contact for
candidate• Full accountability• Shift control of
technology/resources• Shift control of SLA’s
Front-End Sourcing
Back-End Transactional
End-to-End
• Recruiting portion of the RPO Model utilizing AIRS® certified Recruiters
• Strategic partner in recruiting strategy
• ADP RPO drives candidates; client manages the hiring process: screening, interviewing, offers, onboarding, etc.
• Innovative sourcing techniques including talent communities, mobile, social media, etc.
• Ideal for clients who want recruiting expertise & have the staff available to manage the process
• Supplemental RPO to internal staffing
• Administrative functions including scheduling, travel coordination, and interview confirmation
• Offer letters, pre-employment criminal background and drug screen
• Onboarding
Improved Quality of Hire Cost Reduction Improved Candidate/HM Satisfaction Scalability Performance Accountability
Click to edit Master title styleEmbracing Mattel’s Culture
Research/Submission Extension of
Your TeamOngoing
Knowledge Transfer
Conduct competitive, industry, client specific research
Register for email alerts Facility tours, ride-along,
shadowing to understand operations
Attend industry events – webcasts, trade shows and conferences
Attend new hire orientation & other product/services training
Access to client intranet, newsletter distributions, related company communication
Schedule/Attend key hiring manager & HR meetings
Involvement in client campaigns, drives, business initiatives
Core team conducts training on every client to extended team
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Resource Model
Recruiting team:• Strong training and development program• AIRS certified recruiters• Scalable at a moment’s notice
Selection of resources specific to client’s industry, job function and skill level
On or off site support
Centralized resource
model
100% permanent employees
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Seasonal Client Relationship Managers 6 to 8 projected *
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Account Team Structure: End to End
Implementation Manager
VP OperationsDirector, Client
Operations
Client Relationship Manager El Segundo
Client Relationship Manager East Aurora
* The exact number of resources will be confirmed and aligned specific to requisition and hiring volume demands as a component of our scalable model; This outline is based upon a projection of 480 full time hires between El Segundo and East Aurora plus approximately 700 seasonal hires at various locales
On-Demand Resources & Dedicated Sourcers
• Job Postings• Sourcing Strategist• Advanced Recruiting• Automated Sourcing
• Call Center• Background Checks• Admin Support• Phone Interviewers• Scheduling• Pre-Employment Screening• Offer Processing• References & Onboarding
Telephone Interviewing Team
SourcingCenter of Excellence
Transactional Center of Excellence
Background Investigation Team
Offer Team
Client Relationship Manager Offsite *
Client Relationship Manager Offsite *
Scheduling Coordinator El Segundo
Scheduling Coordinator East Aurora
Account Manager
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Begin sourcing strategies, complete job postings and database mining
Review candidate requirements, select for phone interview
Conduct behavioral and technical phone interview
Slate qualified candidates / schedule discussion with hiring manager
Schedule candidate interviews
Hold debrief session with hiring manager
Process selected candidates; complete verbal/written offer
Conduct background check and onboarding process
Process requisition requests; conduct intake meeting
Recommended Process Workflow
Participate in phone interview
Participate in face to face interview
Apply to requisition and complete prescreen and assessment
Candidate
Identify opening & submit requisition request via portal
Conduct final interview;interview debrief
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Option 1 – Full Life CycleHiring Process• Requisition management
• Candidate recruiting and sourcing
• Resume review
• Scheduling candidates through final interview
• Phone interviews
• Coordination of background checks/drug screens
• Reference Checking
• Onboarding support
• Internal communications
• Recruiting administration & logistics
• Metrics & Reporting
• Compliance
• Database updates
Non-Exempt and Intern $1,200/hire
Professional & Managerial $3,000/hire
Director $4,000/hire
Seasonal Associate s $650/hire
Includes: 2 onsite Client Relationship Managers and 2 onsite Scheduling / Recruiting Support Coordinators aligned to the El Segundo and East Aurora locations.
Additional Client Relationship Managers can be placed onsite for the rate of $10,000 per resource / month
Additional coordinators can be placed on site at the rate of $7,000 per resource / month
End-to-End Pricing Proposal
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Seasonal Recruiter4 to 6 projected *
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Account Team Structure: Hybrid
Implementation Manager
VP OperationsDirector, Client
Operations
RecruiterEl Segundo
Recruiter East Aurora
* The exact number of resources will be confirmed and aligned specific to requisition and hiring volume demands as a component of our scalable model; This outline is based upon a projection of 480 full time hires between El Segundo and East Aurora plus approximately 700 seasonal hires at various locales
On-Demand Resources & Dedicated Sourcers
• Job Postings• Sourcing Strategist• Advanced Recruiting• Automated Sourcing
• Call Center• Admin Support• Scheduling• Pre-Employment Screening• Offer Processing• Onboarding
SourcingCenter of Excellence
Transactional Center of Excellence
Background Investigation Team
Offer Team
Scheduling Coordinator El Segundo
Scheduling Coordinator East Aurora
Account Manager
Recruiter Off-Site
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Recommended Process Workflow
Client
Begin sourcing strategies, complete job postings and database mining
Review candidate requirements, select for phone interview
Conduct behavioral and technical phone interview
Slate qualified candidates / schedule discussion with hiring manager
Optional: Schedule candidate interviews / CRM support
Process requisition requests; conduct intake meeting
Participate in phone interview
Participate in face to face interview
Apply to requisition and complete prescreen and assessment
Candidate
Identify opening & submit requisition request via portal
Review slate and determine candidates for next step
Interview candidate; hold debrief session with ADP RPO
Process selected candidates; complete verbal/written offer
Candidate onboarding & record final candidate status through portal
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Option 1 – Full Life CycleHiring Process• Candidate recruiting and sourcing
• Resume review
• Scheduling candidates through final interview
• Coordination of background checks/drug screens
• Reference Checking
• Onboarding support
• Internal communications
• Recruiting administration & logistics
• Metrics & Reporting
• Compliance
• Database updates
Non-Exempt and Intern $800/hire
Professional & Managerial $2,500/hire
Director $3,500/hire
Seasonal Associates $600/hire
Includes: 2 onsite Client Relationship Managers and 2 onsite Scheduling / Recruiting Support Coordinators aligned to the El Segundo and East Aurora locations.
Additional Client Relationship Managers can be placed onsite for the rate of $10,000 per resource / month
Additional coordinators can be placed on site at the rate of $7,000 per resource / month
Hybrid Pricing Proposal
Click to edit Master title styleSERVICE LEVEL
AGREEMEMTS
Service Levels and Key
Performance Indicators
Accountability Customizable Put fees at risk
Decreased time-to-fill by
40%
Improved HM interview-to-hire
ratio by
67%
Cycle time beats the industry Average by
48%
HMsatisfaction
exceeds target by
24%
+ Service Level Agreements and Key Performance Indicators+ Accountability+ Customizable+ Put fees at risk
Click to edit Master title styleService Level Agreements
+ Standard SLA’s
Cycle time, diversity, satisfaction, quality of hire, requisition health, etc.+ Client specific SLA’s
Customized to drive specific success with corporate initiatives+ Monitored through conference calls/meetings, monthly scorecard, QBRs
Can be filtered by business unit, function, geography, etc.+ Enhances effective decision making
SAMPLE SLA SAMPLE Description
Interview to Offer Ratio The average number of interviews conducted by Hiring Managers to offer – XX to 1
Time to Offer
Time to Offer – The average number of days from receipt of an approved requisition to offer acceptance External Exempt – XX Calendar Days for management, technical, and specialty positions. XX Days for
non-management positions External non-Exempt – XX Calendar Days Internal Exempt – XX Calendar Days for management & non-management positions Internal non-Exempt – XX Calendar Days
Candidate Satisfaction Survey
Monthly summary of results of surveys of all candidates receiving an offer within 1 business day of requisition being filled. The satisfaction survey will be agreed upon in advance and is expected to be based on a 4-point scale. Results are calculated as the average of all individual surveys with each survey section (overall satisfaction with services, accuracy of information, etc.) weighted equally.
Hiring Manager Satisfaction Survey
Monthly summary of results of Hiring Manager survey conducted following the completion of each hire. The satisfaction survey will be agreed upon in advance and is based on a 10-point scale. Results are calculated as the average of all individual surveys.
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Sourcing Strategy
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AIRS® Training
The industry recognized global leader in training for talent acquisition professionals.
Training programs introducing clients to the latest in talent acquisition and sourcing strategies
Experienced, dedicated training team ensuring that all attendees have an extraordinary training experience.
Fresh topics, relevant to today’s HR
professionals Small interactive classes for optimal results Flexibility to host sessions online, in-person
in major metropolitan areas and on-site based on client needs and requirements
AIRS Recruiter Training
IN THE BUSINESS OF YOUR SUCCESS
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Discovery
Resume Search/ Name
Generation
NetworkingAIRS Search Techniques
Employer
Branding
Social Media
Execution
Careersite
Microsite
Website
CRM
Mobile Recruiting
SEO
Sourcing ExecutionPush sourcing activities throughout all available vehicles
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• Realistic Job Review• Proactive outreach -Talent
Communities• Branding
• Engage Talent Pool
• Tickle Folders• Disposition Communication• Interview Prep and Follow Up
• Position Status• Mobile
• Recruiter Metrics – “Tickle Hire”
Sourcing Methodology
P I P E L I N E A C T I V E PA S S I V E
• Market Data• Compensation • Demographics• Candidate Quality
• Job Requirements
• Recognition• Location
• Talent Pool Generation & Automated Nightly Search
• Automated Database Search
• Automated Social Media Searches
• Military Outreach• Talent Communities• Landing Pages• Automated Database
Search• College Outreach
Sourcing• Talent Communities• Active Job Boards• LinkedIn• Local search resources• Layoff ReportsMarketing• Multi-channel Marketing• SEO• Mobile Recruiting• Micro-site• Careersite• Job Advertising
• AIRs Techniques• LinkedIn• Google• Social Media Sourcing• Targeted Competitor
Networking• Associations• Diversity Strategy• Feet on the Street
C A N D I D AT E C O M M U N C AT I O N
R E S E A R C H
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Click to edit Master title styleProactive Candidate Pipeline
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Mobile Services Social Media Talent Communities
• Social media career account set up for LinkedIn®, Twitter® and Facebook®
• Social media consulting/ management for careers/ specific accounts
• Marketing blasts
• Event postings
• Link to talent communities
• Microsite landing pages
• Widget for website capture
• Video hosting
• Targeted messaging
• Job alerts
• Display events or company information
• Mobile job alerts
• Mobile status updates
• Mobile optimized talent community landing pages
• Mobile optimized career- site job search
• Apply to jobs from mobile
© Copyright 2014 ADP, LLC. Proprietary and Confidential Information.
Social Talent Solutions
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Mobile/Tablet
Mobile: Available Today+ 1 Mobile App+ Used in 85 countries+ Available in 39 languages+ 65,000 clients+ 2.5 million users
Capabilities:+ Full job search and application
submittal functionality+ Access to company, job-specific,
social links and client-specific videos, testimonials and more
+ Opt-in to talent communities+ Sign up for Text Alerts+ Links to social media+ Mobile status updates
Roadmap Subject to Change
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34© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Recruiting through Social Media
• Carry employment brand through increased social presence
• Share articles and create dialogue through blog posts, surveys, employee testimonials & hiring events
• Create Facebook, Twitter and LinkedIn career fan pages
• Establish a professional network to increase recognition and engagement
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Build Talent Communities
• Targeted messaging• Drive traffic to job
opportunities• Market communities
through social media and career sites
• Keep candidates informed on upcoming opportunities & other relevant career updates or company information
• Can be campaigned focused
• Builds pipeline
Click to edit Master title styleSocial media
Facebook1.28 Billion monthly active users1.01 billion mobile monthly active users75% of engagement happens in the first 5 hours
74% of adult are using social media
Depending on client, social media platforms may differ
Content continues to be important to engagement and reach with continued emphasis on paid advertising and “relevant”
Relevant content is key to engagement; videos & images that appeal to the audience
Twitter255 Million monthly active usersOver 1 billion total users78% of active users are on mobile
YouTube1 billion + (and counting) users80% of traffic outside of US6 BILLION hours of video is watched each month
LinkedIn187 Million monthly users, 300 million + totalMore than 2 users sign up every second
Google+540 million monthly active users1.6 billion total usersAverage time spent on g+ per month is 7 minutes
Instagram200 million monthly active users23% of teens consider Instagram as their favorite social networking site
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Talent Community Hires
21%
Average number of hires each month for a Fortune
500 Automotive Manufacturer
that were in a talent community
Average number of hires each month for a Nationally
Diversified Health & Wellness Company
that were in a talent community
Average number of hires each month for the Nation’s Largest
Integrated Retail Outlet Chain that were in a
talent community
12% 10%
6 MONTH AVERAGE
Click to edit Master title styleMattel Careers: Opportunities for Optimization
Colorful / Visually Attractive
Videos on home tab are appealing / promote EVP
‒ Establishing Talent Communities can capture & engage site traffic
Mobile Enabled; Not Mobile Optimized
‒ Optimization allows easier navigation and applicants can upload CV to apply through a mobile device (i.e. through Dropbox or Drive)
Facebook & Twitter for careers have good updates, hashtag utilization, job intros & community, and company event content
‒ Take it to the next level to develop EVP by highlighting employees in the forefront (pictures at work, accolades, their involvement etc.)
LinkedIn Careers has relevant updates; 65,083 followers
‒ Timely responses ensure positive candidate interactions and optimize the user experience
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Reporting and Predictive Analytics
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Your Secure Gateway to Intelligent Reporting
ADP RPO has the reporting technology to support your business objectives and to keep you well informed of your
hiring activity.
Details supporting the pipeline activity showing candidates, positions applied for, status, etc.
Re
qu
isit
ion
/ P
ipe
lin
e
Sourcing effectiveness, diversity, cost, etc. by source broken down by status.
So
urc
ing
Su
rve
ys Summary of quarterly activities with
thorough review of improvements made, opportunities for improvement, issues needing addressed by key stakeholdersQ
ua
rte
rly
R
ev
iew
s Sample invoice showing supporting documentation accompanying monthly invoices
Inv
oic
ing
Snapshot of various hiring process statistics S
co
rec
ard
Summary of experience results by candidates and Hiring Managers
Applicant First Name
Applicant Last Name Req Number Req Title Req Location
UF5_Cost Center Type of Hire
Andrew Berens 1185
Senior Director Business Development, Search & Evaluation NJ, Clinton BDV Shell
Diane Anderson 1174 Study Manager NJ, Clinton ICR Exempt
Claudia Zuluaga 1155Client Service Coordinator - Afternoon Shift NJ, Clinton ICT Non Exempt
John Burger 1118 Critical Care Business Manager NY, Long Island IES Exempt
Cancelled Reqs1179 Scientist II WA, Seattle IDA Exempt
Applicant First Name
Applicant Last Name Req Number Req Title Req Location
UF5_Cost Center Type of Hire
Andrew Berens 1185
Senior Director Business Development, Search & Evaluation NJ, Clinton BDV Shell
Diane Anderson 1174 Study Manager NJ, Clinton ICR Exempt
Claudia Zuluaga 1155Client Service Coordinator - Afternoon Shift NJ, Clinton ICT Non Exempt
John Burger 1118 Critical Care Business Manager NY, Long Island IES Exempt
Cancelled Reqs1179 Scientist II WA, Seattle IDA Exempt
69.9 67.3
26.2
68.457.4
97.3
0
20
40
60
80
100
120
CustomerEngineer
Director Help Desk IndividualContributor
Manager Retail Tech
Time to Fill
10
8
5
25
20
15
240
260
250
0 50 100 150 200 250 300
Less 120 days
Less 60 days
Current
Requisition Status
Aging < 45 days Aging 46-90 days Aging 91+ days
50
4540 39
23 43
1 2 14 3 57
1510
18
83
42
913
4
139
0
10
20
30
40
50
60
Sep Oct Nov Dec Jan Feb
Requisition Summary
Active Offer Pending Cancelled Filled
Source of Hire
26%
20%
35%
15%
2%
2%
0% 10% 20% 30% 40%
Internal
Referral
The RightThing
Conversion
Other
Agency
Sep Oct Nov Dec Jan Feb
0
10
20
30
40
50
60 50
4540 39
23 43
1 2 14 3 57
1510
18
83
42
913
4
139
Active Offer PendingCancelled Filled
343
296241
188
41
25
19 16 16
11
8
7
6 5
22
Consultative
Service Level - Responsiveness
Overall Satisfaction
3.8 3.9 4 4.1 4.2 4.3 4.4
4.3
4.1
4.2
4.1
4.2
4
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information. 42
Reporting Capabilities
Real-time standard and ad hoc reporting capabilities Dashboard, scorecard, SLA and KPI monitoring User-defined reporting
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Executive Dashboard
Customer Engineer
Director Help Desk Individual Contributor
Manager Retail Tech0
20
40
60
80
100
120
69.9 67.3
26.2
68.457.4
97.3
Time to Fill
Less 120 days
Less 60 days
Current
0 50 100 150 200 250 300
10
8
5
25
20
15
240
260
250
Requisition Status
Aging < 45 days Aging 46-90 days Aging 91+ days
Sep Oct Nov Dec Jan Feb0
10
20
30
40
50
60 50
4540 39
23 43
1 2 14 3 57
1510
18
83
42
913
4
139
Requisition Summary
Active Offer Pending Cancelled Filled
Source of Hire
Internal
Referral
The RightThing
Conversion
Other
Agency
0% 5% 10% 15% 20% 25% 30% 35% 40%
26%
20%
35%
15%
2%
2%
Click to edit Master title styleAd Hoc Reporting
ABC Company Acme Org Doctors Group0
10
20
30
1013 12
0 2 226
10
26
9 10
0 1 10 1 06 5 7
Cycle Times
Apply to Phone Interview Phone Interview to Slate
Slate to HM Interview HM Interview to Offer
Offer to Offer Accept Offer Accept to Background
Background to Hire
ABC Co Acme Org Doctors Group0.0
1.0
2.0
3.0
4.0
5.0
6.05.0 5.4
4.55.0 4.9
3.33.0
1.5 1.6
Hire Ratios
PI to Hire Slate to Hire HM Int to Hire
ABC Co Acme Org Doctors Group0%
10%
20%
30%
40%
50%
60%
70%
80%
60%
31%
50%
33%
73% 72%
Candidate Quality
23%
32%7%
25%
8%1%
0% 3% 0%
Diversity of All ApplicantsDecline to identifyWhiteAsianBlack or African AmericanHispanic or LatinoPacific IslanderNative AmericanTwo or More RacesOther
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156
45
320
126
57
0 100 200 300 400
HotJobs
Simply Hired
Monster.com
JobCentral
Career Builder
Q2 Hires to Date by Source
0
7
14
21
28
35
42
Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec
Corporate Dental Ops/TMT Recon
Hire Summary Report
45
Quarterly Business Review
QBRs deliver a high level overview of the hiring initiatives, as well as cover issues that have been uncovered. Key stakeholders of the client will participate in this meeting quarterly.
XYZ Overview
The next several slides should provide an overview of our understanding of the client’s current recruiting/hiring status.
– What are the health of the requisitions?– Cost Per Hire– Hires by Source– Number of Hires– Time to Fill– Most recent staffing scorecard
May need to present this data by each region or business unit depending on the structure of your account.
Data should be presented in an excel spreadsheet
1:00 – 1:15 Welcome
1:15 – 1:30 ADP RPO Business Updates
1:30 – 1:45 Talent Acquisition Industry Trends
1:45 – 2:15 NPS Feedback
2:15 – 2:45 Account Overview
2:45 – 3:30 Staffing Metrics & SLA Review
3:30 – 3:45 Process Improvement Opportunities
3:45 – 4:00 Wrap up & Next Steps
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
RMS Candidate Analysis
Positive OF & CO
Positive AB
Positive HM
HM - Applicant Pool
Positive PI
PI - Applicant Pool
RS - Applicant Pool
0 10 20 30 40 50 60 70 80
7
59
61
9
39
72
53
10.1
32.3
36.1
44.1
18.3
57.1
9.7
Current RMS Pipeline by Status
Average Days at Status Number of Candidates
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Talent Communities
Sample Scorecards
EEOC Compliance Reports
Click to edit Master title styleSupply & Demand Reporting
We leverage CareerBuilder’s Supply and Demand tool to help clients understand what to pay and who else is competing for the same candidates. The Supply & Demand Portal pulls real-time job candidate and labor market data from a massive pool of hiring data to answer the following:
How and where is the biggest competition for the position you need to fill?
How does your companies compensation package compare to the market rate?
Where else you should be looking for a supply of candidates you need
Click to edit Master title styleSupply & Demand Reporting
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
+ Comparative Data
+ Year over Year/Quarter over Quarter Hire Metrics
+ SLA Achievement
+ Monthly Recruitment Scorecard
+ Survey Results/Statistics
+ Financial Summary
+ Agency Summary
Additional Advanced Reports
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Sourcing
Process Technology
Change Management
IMPLEMENTATION STAGES
IMPLEMENTATIONSTAGES
Click to edit Master title styleADP RECRUITING
TECHNOLOGYTechnology Agnostic Integration+ Enhanced candidate
experience
On-going General Enhancements+ Sourcing+ Scalability for PI’s+ Reporting
Metrics and Reporting + Enhanced candidate
experience
+ Increased HM satisfaction
+ KPIs and SLAs
Scalable+ Seamlessly manage
resources to current business conditions
Click to edit Master title styleImplementation Methodology
Close Project• Hand-off to operations & full product utilization complete• Customer satisfaction survey and Lessons learned meeting complete
Test & Validate• User acceptance testing and client demo complete• Training materials created and approved• Account team resources finalized
Solution Design• System requirements complete • Sourcing strategy and tools approved• Communications created and approved• Transition plan for existing workload approved
Analyze & Solution• Future state process and technology needs approved• Sourcing analysis and data gathering completed• Change Management and project plans approved
Deploy & Integrate• Transition of current work in process• Training and sourcing launched• Systems go live-Production readiness• Go live
Project Start Up• Signed contract or letter of intent• Completed request for information
and project charter
Setup & Develop• System configuration and development complete• Sources secured and setup
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ImplementationTeam
Account Team
OngoingOperational
Support
From Current to Future StateEnsure Smooth Seamless Transition
Implementation Lead, Account Director, Account Manager and SMEs engaged
Define and agree scope, project plan and resources
Execute implementation plan for process, technology, change management, sourcing and people as needed.
Engage Client Relationship Manager(s), Recruiter(s) and support team
Train account delivery team Train client team (recruiters,
human resources, hiring managers) Go Live Monitor change management
acceptance
Complete transition from implementation Set regular meetings with account team Determine communication plan for
regular connectivity with client contact (i.e. weekly or bi-weekly calls with client)
Finalize metrics and reporting needs and frequency, including QBRs
Service Excellence During Transition
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Questions ?
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Thank you.Bryan Colteaux, Vice President, [email protected]
Bob Grant, National Sales Manager805.383.8684 [email protected]
Patricia Hess, Account [email protected]
Marcy Maul, Senior Director 610.283.4142 [email protected]
Joe D’Antonio, Manager, Client Account610.263.3030 [email protected]
Tom Riley, Manager, Recruitment Operations610.263.3030 [email protected]
Carrie Markworth, Senior [email protected]
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© Copyright 2015 ADP, LLC. Proprietary and Confidential Information.
Appendix
Click to edit Master title styleReferences
We would be happy to provide contact information for the following references at a later stage in the RFP process, and upon prior notification of Mattel’s intent to call, which will allow us the opportunity to notify our clients, and to help schedule reference calls. We receive many requests for references, and hope you understand our desire to be respectful of our current clients’ time, whilst we also try to meet your need to talk with our clients in the future.
The Scotts Miracle Grow CompanyNicolas Tompkins, Director, Talent Acquisitions
Kellogg CompanyLinda Bussell, Director, US Talent Acquisitions