fifty shades of rpo webinar final

Download Fifty shades of rpo webinar final

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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)

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  • 1. Fifty Shades of RPOFifty Shades of RPOLoving your RPO partner after the sexy sales team leaves town.Presented by: Cory Kruse, COO and Jen Iliff, VP Marketing for NovotusWednesday, May 29, 2013An RPOA Leadership Forum Presentation
  • 2. About RPOA Nonprofit 501(3) organizationfounded in 2005 to serveRPO community New Board elected in January2013 Mission to educate themarket about RPO andcreate standards Become a member!
  • 3. RPOA Leadership Forum Download presentations and signup for upcoming events Request to present
  • 4. RPOA GAINING MOMENTUMwebsite traffic3,000+ visitscontacts1,638819%375%Contentalot!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. IntroductionsCory KruseChief Operating OfficerNovotusJen IliffVP, MarketingNovotusLamees AbourahmaExecutive DirectorRPOA
  • 7. About Novotus Founded in 2002, located in Austin, Texas with remote recruiterslocated throughout the U.S. Largest Texas-based RPO provider Management Team = 100 plus years experience Founding Member of the Recruitment Process OutsourcingAssociation (RPOA) Consistent 35% annual growth with placements in 39 states and10 countries in 2012. Inavero/CareerBuilders Best of Staffing Client Satisfactionaward 3 years running Telly Award winner for creation and production of corporatecareer 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 guaranteesuccess
  • 9. RPO Market Growth Recruitment Process Outsourcing hit the radarjust over 10 years ago. Stayed in infancy for a handful of years and in2007 hit the emerging rapid growth phase. While the economy turned downward in2008, RPO growth slowed but did not decline. According to a 2012 Everest Research Report,the RPO market is $1.4 billion U.S. Annualizedspend with a growth rate of >25%.
  • 10. Why is RPO so attractive?Why is RPO so attractive?
  • 11. Whats not to love? Increase Efficiency - Easy to submit applications made theprocess overwhelming and unmanageable for existing HRteams. Cost Savings RPO provided efficiency Cost Management with Scalability. Strategic Value its all we do so our knowledge of bestpractices and the ability to cross pollinate those in non-competing verticals Metrics RPO firms are quickly able to help companies gaininsight into specific real-time reports that help also drivecost savings and efficiency. So many steps (and the continuing evolution of each) in therecruiting process, maintaining a level of on-staff expertisecan be challenge.
  • 12. Components of RPO1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.Phase I: The Beginning Determines the End - Strategy
  • 13. Components of RPO6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidatesPhase II: Candidate Intake
  • 14. Components of RPO11. Present candidate slate to HM12. Coordinate interview scheduling withcandidate & HM13. Prep HM with interview questions andevaluation methods14. Post interview debrief with HM to select finalcandidate15. Administer skills assessmentPhase III: Evaluation
  • 15. Components of RPO16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding beginsPhase IV: Processing
  • 16. Components of RPO21. Survey hiring manager to determine level ofsatisfaction on recruiting work.22. Scorecard results for reporting back to HRleadership and C-Suite.23. Review quarterly results and set targets ofefficiency and quality of hire improvement.Phase IV: Post Hire
  • 17. RPOA definition of RPO RPO definition by RPOA: "Recruitment Process Outsourcing isa form of business process outsourcing (BPO) where anemployer transfers all or part of its recruitment processes toan external service provider. An RPO provider can provide itsown or may assume the companys staff, technology,methodologies and reporting. In all cases, RPO differs greatlyfrom providers such as staffing companies and contingent/retained search providers in that it assumes ownership of thedesign and management of the recruitment process and theresponsibility of results." linkhere: http://rpoassociation.org/what-is-rpo
  • 18. Example of process with RPOFront-End SourcingSolution RPO DrivesCandidates into yourrecruiting pipeline.1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidates11. Present candidate slate to HM12. Coordinate interview scheduling with candidate & HM13. Prep HM with interview questions and evaluation methods14. Post interview debrief with HM to select final candidate15. Administer skills assessment16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding begins21. 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 RPOFlexibility andtransition expertiseallows RPO to helpwhen needed andallows yourrecruiters/administrators to own various of theprocess.1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidates11. Present candidate slate to HM12. Coordinate interview scheduling with candidate & HM13. Prep HM with interview questions and evaluation methods14. Post interview debrief with HM to select final candidate15. Administer skills assessment16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding begins21. 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 RPOIn this end-to-endRPO scenario, the RPOowns all steps of thehiring process with theexception of makingthe hiring decision(owned by HM).1. Create requisition2. Meet with the Hiring Manager (HM)3. Create the job description4. Build recruiting strategy5. Post, publish and brand the new position.6. Begin sourcing7. Screen and rate resumes8. Communicate to de-selected candidates9. Conduct phone screens10. Communicate to de-selected candidates11. Present candidate slate to HM12. Coordinate interview scheduling with candidate & HM13. Prep HM with interview questions and evaluation methods14. Post interview debrief with HM to select final candidate15. Administer skills assessment16. Conduct background checks17. Conduct reference checks18. Offer negotiation and acceptance19. Hire date confirmation20. Onboarding begins21. 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 toolsto sourcing candidates (job posting automation, datawarehouse of existing candidates, sourcing platforms etc.) Reports are generated through thecombination of platforms. Real-time portals/dashboards provided toclient.
  • 22. Candidate Experience RPO firms and team members are trainedspecifically on the compa