ie cons rpopresentation apr10

7/28/2019 IE Cons RPOpresentation Apr10

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March 2010 Recruitment

Process

Outsourcing(RPO)

Recruitment

Services


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1. Executive summary 2

2. Service line - Overview 3

3. Our methodology 5

4. Meet the team 7

5. Contacts 8

Contents


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Executive Selection Recruitment Process Outsourcing

Introduction

Competing for the most experience and qualified candidates in todays employment marketplace poses significant challenges. When

business requirements call for multiple hires within a tight timeframe, these challenges cause increased costs and hinder your ability tomeet business objectives.

A Proven Solution

Deloitte Project-Based Recruitment Solutions offer an outsourced approach to optimise your talent acquisition, to manage multiple hires

within a specific timeframe. Our consultants use our proven methodology to deliver seamless, workflow-driven talent acquisition

strategies that can help you secure the right talent, quickly and effectively. Before engagement, our consultants will work with you to fully

understand your requirements, understand the business culture and develop a customised strategy for identifying, attracting and retaining

talent.

Once the project is under way, our team follows a tightly integrated process and timeline to deliver multiple hires without sacrificing quality

or efficiency. Our proven processes for candidate care, screening and evaluation ensure that you reach the right people to meet theneeds of your business.

RPO Summary

Deloitte Recruitment Process Outsourcing (RPOs) act as a companys internal recruitment function for a portion, or all of the

requirement. Deloitte manage the entire recruiting/hiring process from job profiling through the on-boarding of new employees. A properly

managed RPO will improve a companys route to market (contingency, high volume & search) companys time to hire, increase the

quality of the candidate pool, provide verifiable metrics, reduce cost and improve compliance.

This offering is designed for organisations with significant and consistent hiring needs. Deloitte parachute in an individual (or team) onsite

With experience gained, they have the ability and experience to completely integrate into your organisation, understand your company

culture, and develop lasting relationships with both hiring managers and candidates, in line with the agreed project plan and time lines.

This is most appropriate for a business going through start-up, relocation or period of expansion.

1. Executive summary

2


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Recruitment Optimisation

Deloitte In-House Recruitment Optimisation model is designed to address the pressure that HR departments are under to reduce their

cost-per-hire when embarking upon volume recruitment drives.

Our service empowers customers to significantly increase their direct candidate pipeline. Customers can take advantage of our

expertise to improve candidate response, decrease time-to-hire and manage specific hiring projects from internal resources.

Our Service Includes:

Online and offline advertising, along with professional networking;

Preparation of profile specifications and advert writing;

Develop and manage relationships with management, in relation to culture, requirement, and structural mapping;

CV administration and screening of candidate applications;

Candidate initial screening;

Internal networking and submitting to HR/or Line Managers;

In-country sourcing. Aimed at senior professionals;

Development of clear staffing metrics unravelling the steps to success, leading to improved hiring practices.

Benefits to the Employer

Ability to hit the ground running;

Access to global Deloitte network;

Eliminates the need to advertise directly;

Reduces advertising cost through global Deloitte agreements; (Monster, Linked In, SAON Group)

Increased advertising attracts increased candidate response;

Increases quality-of-hire by allowing HR focus on relevant candidates;

Substantially reduces time-to-hire and cost-per-hire.

2. Service lineOverview (1)

3


5/11Executive Selection Recruitment Process Outsourcing

Recruitment Process Outsourcing

Your staff are a vital component of your businesses success. Unfortunately, too many businesses get caught up in the processes.

Searching for suitable talent, sifting through CVs, responding to candidates, arranging interviews and checking references are all verynecessary but time-consuming and costly exercises.

Deloitte Recruitment process Outsourcing (RPO) solutions reduce employers recruitment costs with a flexible pay-for-performance

model that deploys recruitment Euros more efficiently when undertaking volume recruitment projects. Deloitte RPO service provides

customers with a dedicated on-site or off -site professional.

2. Service lineOverview (2)

4

Create a centralised and dedicated recruitment process for the business;

Define a leading sourcing strategy including Marketing and networking;

Flexibility when embarking on hiring projects;

Reduce risk when managing volume and executive staffing initiatives;

Remove administrative duties, including negotiation and contract formulation;

Focus on HR business issues and strategic activities.

Reduced cost-per-hire and time-to-hire;

Enhance direct recruitment marketing; particular emphasis on web initiatives;

Increased quality-of-hire;

Acquire the best talent in competitive marketplace;

Reduced attrition and improved retention rates;

Flexible recruitment costs allow you to manage budget effectively.

This approach allows customers

Benefits to the Customer


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A Strategic Approach for RPO Effectiveness and Business Impact

Whether you are addressing select recruitment needs or require a complete enterprise RPO solution, a strategic recruitment

capability is essential in an RPO partner. Deloitte provides the strategic approach you need to achieve business impact,

applying a best-practice engagement methodology that spans key areas of activity, including:

3. Our methodology (1)

5

Analysis

Strategy

Deployment

Execution

Performance

Management

Determine Workforce Planning Strategy;

Assess Employment Brand;

Identify Gaps and Inefficiencies .

Develop Recruitment Programs;

Set Project Timelines and Objectives;

Establish Project Team;

Establish Service Level Agreement and Key Performance Indicators.

Initiate Change Management and Communication;

Project Launch.

Manage Full-Lifecycle Recruitment;

Manage Sourcing and Recruitment Programs.

Conduct Program Reviews;

Identify Optimisation Opportunities;

Conduct Surveys and Communicate Results.


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Deloitte Provides Full-Spectrum RPO Expertise and Resources

Under the backlog of administration, businesses often miss their best hiring opportunities too occupied to see the employees from the

endless applicants.

3. Our methodology (2)

6

Strategy &

Planning

Competency-Based

Tools & Resources

Technology

Service and

Delivery

Workforce Planning;

Employment Brand Development;

Reporting Strategy, Planning and Execution;

Process Assessment and Optimisation.

Job Profiling;

Competency Modeling;

Interview Tools;Candidate Assessment.

Employment Background Screening;

E-Reference Checking;

Best-In-Class Applicant Tracking;

Applicant Tracking System Administration, Training and Reporting;

Compliance.

Recruiting Program Design/Management;

Full-Lifecycle recruitment/Management;

Project Management With Continuous Improvement.


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4. Meet the team

Mark ODonnell, Director

BA, CIPD, Post Grad Training & Developm ent, Certi f icate in Workplace Psych ology

Mark is a Director within Consulting and leads our Executive Selection Division. He iscurrently Chairman of Executive Search Consultants Association (ESCA). He has been

involved in managing recruitment and selection assignments for a wide range of clients

across all industry sectors. These assignments have included managing a number of high

profile search assignments in the semi state sector and participation on final interview

panels. Mark is a qualif ied Emotional Intel ligence Bar On administrator and is also a

certified Lominger practitioner.

Graeme Romer, Senior Consultant

BA ,BS c B u si nes s St ud ies & D ip lom a i n HR

Graeme leads our Research Division. He has been involved in managing recruitment andselection assignments for a wide

range of clients across all industry sectors. Graeme and his team have researched and

worked on many roles in the Public and Private Sectors. His assignments have also

involved advising clients in relation to conducting structured interviews and ensuring

compliance with employment equality legislation.

Ciara Bolger, Consultant

Mas ters Organ isa ti onal Psycho l ogy , BA (Hons ) Psycho logy , Cer t if i ca te i n P r inc i p les

of Management

Ciara is a consultant in Deloittes Human Capital Division of Deloittes Management

Consulting practice. Since joining Deloitte Ciara has worked on a number of Talent

Management and Leadership Development initiatives which involved training and

facilitation. She also holds the Level A and Level B Certificates in Psychometric Testing

and is qualified in the use of a range of psychometric and personality assessment

instruments including the Myer Briggs Type Indicator, 16PF and Occupational Personality

Questionnaire.

7

Deloitte have

completed a number of

complicated and

sensitive RPO

assignments for us atcritical times in our

growth

Roger OConnor Head of Finance &

Administration; ERC Ltd


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4. Meet the team

Robert Freese - Manager

BA in German Studies, MBA from Trinity College Dublin

Robert is a Manager in our Human Capital Advisory Division with specific responsibility for

our Talent Management and Leadership Development service lines. Prior to joining

Deloitte, Robert worked with Ulster Bank as a Leadership Development Consultant, where

he had responsibility for the First Line Management Development Programme. Robert

also works for Enterprise Ireland on their Leadership 4 Growth initiatives.

Robert has a wealth of experience in the design and delivery of innovative Leadership

Development programmes for the private, public, and non-profit sectors across Ireland and

the UK. He has over six years of experience in Financial Services, working with leaders at

all levels of client organisations.

Nikki Hegarty, Senior Consultant

BBS, Advanced Diploma (Executive Coaching).

Nikki specialises in Talent Management and Behaviour Led Change. Nikki worked with

Deloitte in the UK before moving to the Dublin office. She has worked across a range of

industries including the Telecoms, Media, Financial Services and Professional Services

sectors. Nikki has experience in change management, M&A integration, design and

delivery of training and coaching programmes and strategic communications. She is a

qualified executive coach and accredited to deliver Hogan Psychometric testing.

8

Deloitte work

proactively to get a full

understanding of the

requirements of the

business, both from acommercial and cultural

perspective

Louise Phelan Head of EMEA

Operations, Paypal


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Contacts

9

Mark ODonnell

Tel: +353 (0)1 417 2580

Email: [email protected]

Fax: +353 (0)1 476 2580Location: Deloitte & Touche House, Earlsfort Terrace,

Dublin 2

Mark is a Director within Consulting and leads our Executive

Selection Division. He is currently Chairman of Executive Search

Consultants Association (ESCA). He has been involved in

managing recruitment and selection assignments for a wide range

of clients across all industry sectors. These assignments have

included managing a number of high profile search assignments in

the semi state sector and participation on final interview panels.

QualificationsBA, CIPD, Post Grad Training & Development, Certificate in

Workplace Psychology. Mark is a qualified Emotional Intelligence

Bar On administrator and is also a certified Lominger practitioner.

Our service empowers customers

to significantly increase their

direct candidate pipeline.

Mark ODonnell Head of Deloitte Human

Capital Consulting Practise
mailto:[email protected]:[email protected]


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About Deloitte

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acts or omissions. Each of the member firms is a separate and independent legal entity operating under the names Deloitte,

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