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A G E N D A
What is RPO?
Why RPO?
RPO Principals & Models
Roles & Responsibilities
Implementation Methodology
Pricing models
Contracting
Before you get started…
Q&A
W H A T I S R P O ?
T H E R E C R U I T M E N T P R O C E S S O U T S O U R C I N G A S S O C I A T I O N
( R P O A )
The Recruitment Process Outsourcing Association defines recruitment process
outsourcing (RPO) as 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.
In-House Recruiting
+
Manual Process
In-House
Recruiting/Agencies
+
Manual Process
EVOLUTION OF RECRUITING MODELS.
Agencies
+
Manual
Process
Outsourced
Recruiting
+
Automated
Process
BUSINESS DRIVERS FOR RPOV A R I A T I O N S I N H I R I N G
D E M A N D
N O R E C R U I T I N G P R O C E S S & M E T R I C S
C O S T P E R H I R E
D I S O R G A N I Z E D R E C R U I T I N G P R O C E S S
N O C A N D I D A T E F I T
S T A F F C A N N O T F O C U S O N C O R E B U S I N E S S
I S S U E S
Dedicated and scalable recruiting team.
ATS records workflow.
Process efficiency reduces costs by improving quality and visibility.
Tailored recruiting processes improve efficiency and consistency.
Sourcing strategies, branded messages and standard screening &
assessment capabilities improve quality of hire.
Outsourcing model allows your staff to focus on strategic business
issues vs. day-to-day/low value transactional activities .
THE RECRUITMENT PROCESS AT ANY POINT OF TIME IS BASED ON THE PRESENT AND THE FUTURE REQUIREMENTS OF A COMPANY.
The role of a clear recruitment process plays a critical part in organizational growth and is hence a must to understand its importance and need.
RPO PRINCIPALS
Customizable solutions
Improve quality of the hiring process
Reduce risk
Increase employee retention
Promotion of company’s brand
R P O i s a p a r t n e r s h i p b e t w e e n
a c o m p a n y w i t h r e c r u i t i n g
n e e d s ( R P O b u y e r ) a n d a
c o m p a n y w i t h r e c r u i t i n g
s e r v i c e s ( R P O p r o v i d e r ) i n
w h i c h t h e R P O b u y e r ' s b r a n d
i s b e i n g p r o m o t e d i n s t e a d o f
t h e p r o v i d e r ' s .
R P O I S B A S E D O N F I V E P R I N C I P A L S
RPO MODELS
Full RPO
Short Term Project RPO
Limited RPO
Consulting RPO
On-Demand RPO
Co-Sourcing RPO
R P O S E R V I C E P O R T F O L I O
ROLES &
RESPONSIBILITIES
To have a truly effective performance management process that supports employee performance, development and success, you need to get everyone
involved.
RPO TEAM STRUCTUREO P E R A T I O N S D I R E C T O R
O P E R A T I O N S M A N A G E R
T E A M L E A D
S T A F F I N G C O N S U L T A N T
R E C R U I T E R S
P R O G R A M C O O R D I N A T O R
S O U R C E R S
D E L I V E R Y O P T I O N S
O N S I T E
V I R T U A L
S U P P O R T E D
Operations Director Alternate Names: CSD- Client Services Director, Program Manager, HSC-Head of Client Services
Alternate Names: Onsite Recruiter, Lead Recruiter, Recruiting Lead, ORC- Onsite Resourcing
Alternate Names: CSM- Client Services Manager, CRM- Client Relationship Manager Operations Manager
Team Lead
Staffing Consultant
Recruiter Alternate Names: Lead Sourcing Specialist, Recruiting Specialist, Recruiter Junior
Program Coordinator Alternate Names: TAC-Talent Acquisition Coordinator, Recruiting Coordinator, Admin,
OBS- Onboarding Specialist
Alternate Names: Sourcing Specialist Sourcer
Collect project documentation
Outline implementation timeline
Define governance
Begin Process Documentation and
create future state process map
Conduct Action Meeting
Design and document procedures
(Work Instructions and templates)
Test all Technology Implementations
and Integrations
Create and deliver Recruiting
Team Training, HR/HM Training
Go Live
H O W L O N G D O E S I T T A K E ?
30 day check & define
improvements
Transition to Operations
Survey Client (if available) &
Internal team
Conduct Close Report Evaluation
IMPLEMENTATION METHODOLOGY
P H A S E 1
From 12-16 weeks
P H A S E 2 P H A S E 3
On-going change management and communication
In 2016, your recruiters and employer brand must be where the candidates are–and that is online, specifically on social media and mobile platforms. (Source: Glassdoor)
The use of social media for for recruitment has grown 54% in the the past 5 years. (Source: Glassdoor)
Almost half of employers (45 %) said that the time to fill open positions has grown since 2014. (Source: DHI)
79% of job seekers are likely to use social media in their job search (Source: WePow)
90% of fortune 500 company career sites do not support a mobile apply solution (Source: WePow)
RECRUITING HAS MOVED ONLINE
Mobile application
Candidate source: Job boards, Internals, Referrals & Agency
Accurate reporting: By Role/By position/SLA/KPI
Trackable recruitment activities: Req approval, Req open,
Req on hold, Offer, Onboarding
Streamlined Process: Step by step instructions
Enhances collaboration in the recruiting team
ATS PRO'S
Change Description
Describes what is changing and why.
Stakeholder Analysis
Describes who is impacted and how.
Communication Plan
Who is going to receive which messages through communication and training.
Delivery
Delivery of messages through communications and training.
APPROACH TO CHANGE MANAGEMENT
TRAINING IS THE STARTING POINT TO AN EFFECTIVE TALENT ACQUISITION PARTNERSHIP.
It is the key element that allows the RPO team to make a clear and lasting impact
on the clients’ businesses.
P r o g r a m T r a i n i n g
L o c a t i o n s
P r o g r a m T r a i n i n g
C l i e n t T r a i n i n g
H M / H R T r a i n i n g
H R B P K n o w l e d g e
T r a n s f e r
T e c h n o l o g y T r a i n t h e
T r a i n e r
TRAINING METHODOLOGY
Training Topics:
Client's expectations and contract
Team structure
Governance and Escalation Paths
Process Map: Overall process and process
variances
Individual role responsibilities
Desktop Procedures
Forms and Templates
Navigation of materials and reference
documents storage site
SLA/KPIs
ATS Training
Orientation and internal systems
Sourcing Science research and tools
Program Rehearsal
Training Topics:
General client company overview
Company culture
Company strategic plans and long term program goals
Company markets/products & Job Description Library
By function / location: sub-culture, work environment, hiring
challenges, hiring successes
Investment in employee development/training
Internal systems as applicable
Org structure
Employee benefits
Compensation / offer packages
Data Privacy Policy
Ethics & Compliance
Health & Safety
Security Vetting & Onboarding
PROGRAM TRAINING CLIENT TRAINING
PRICING MODELSManagement Fee Only: A fee is paid to the
RPO provider for working on an agreed-upon
number of positions.
Cost Per Hire: A fee is paid for each candidate
who is successfully brought through the
program and hired (or other action such as
offered a position) by the customer.
Cost per Hire + Management Fee:
A combination of the two above. This combines
the consistent recruiting effort under the
management fee, with payments for the success
(hires) of the program.
CONTRACTING
Do you have the right resources?
Do you have the right technology?
Do you have the right contracting documentation?
Do you have the right tools & processes to implement RPO?
BE PREPAREDS E L F E V A L U A T I O N
QUESTIONS?
GET IN TOUCH WITH MYNT
C O N T A C T U S J O I N O U R C O M M U N I T Y
Email: [email protected]
Online: www.myntconsultants.com
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