rpo webinar #2: from choosing from choosing to excusing and back—successfully transitioning your...
DESCRIPTION
Nearly 400 organizations, according to Everest Group research, are coming to the end of their current RPO contract. Are you one of them? Or, are you considering RPO for the first time and want to learn from the missteps of early adopters? If so, please join us to hear real-life transition anecdotes, including a case study of Chubb's recent experience, from both the buyer and provider points of view. Presenters will draw from their expertise in talent acquisition and management along with fostering successful recruitment partnerships.TRANSCRIPT
1Content Property of Pinstripe, Inc.
Welcome to today’s webinar hosted by the HROA!
We’ll get started in a few minuteswww.hroa.org
2Content Property of Pinstripe, Inc.
From Choosing to Excusing and BackSuccessfully Transitioning Your RPO Partner
May 22, 2013
3Content Property of Pinstripe, Inc.
Today’s Presenters • RPO Industry Evolution
• Should I Transition?
• What Model meets my needs?
• Who’s the right Provider?
• Transition Lessons Learned
• Q&A
Introductions & Agenda
Debra KestenbaumVP, Talent AcquisitionChubb
Angela HillsEVPPinstripe, Inc.
4Content Property of Pinstripe, Inc.
RPO Industry EvolutionSecond Generation & Beyond
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RPO 3.0•Alignment of workforce plan to overall business strategy• Agility; No lost oppty costs• Optimal deployment of talent• Predictive Analytics
RPO 2.0• Optimized Resources• Reduced Attrition • Improved Talent Pool Quality• Increased satisfaction• Advanced Analytics
Evolution of RPO
RPO 1.0• Reduce Cost per Hire• Technology cost avoidance• Quality of Hire improvement• Efficiency & Scalability• Descriptive Analytics
Nature of Impact
Time
Cost Impact
Business Impact
Strategic Impact
Business Value
Impact Effectiveness
Process Efficiency
RPO 1.0
RPO 2.0
RPO 3.0
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Where are you with your current RPO provider?•RPO 1.0•RPO 2.0•RPO 3.0•Not currently working with an RPO provider
Poll the Audience
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Should I Transition?
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• Contractual requirements
• Loss of institutional knowledge
• Technology implications
• Internal change management preparedness
• Implementation impact on both HR and Hiring Managers
• Time to productivity
• “Their Mess for Less”
Consider the Switching Costs
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Choose Your Own Adventure
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Where do you fall?•I have the right model and provider•I have the wrong model and provider•I have the right model but wrong provider•I have the wrong model but right provider
Poll the Audience
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What should I do to prepare?
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• Begin situation analysis and discussions 9 to 12 months before your current contract is due for renewal.
• Perform a strategic workforce planning exercise that reliably forecasts your human capital needs, and update it regularly.
• Start fresh with your consideration set. The provider landscape has changed considerably in the last 18 to 24 months.
If you’re serious about transitioning…
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What Model meets my needs?
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Partnership Models
End-to-end solution implemented enterprise-wide or focused by location or business unit
Enterprise
Co-sourcing
ProjectWorking in partnership to meet talent acquisition needs
End-to-end solution executed to support growth for a specific initiative
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RPO Process Segmentation
Choose to use a provider for all or part of the process.
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Who’s the right Provider?
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• What is driving my decision to transition?• Is this provider able to address that concern directly?• Based on my desired model, am I looking for a
Transactional or Transformative provider?• Is this provider able to scale with my organization’s
changing needs? • Does this provider have the deep industry experience and
expertise I require?• Will this provider be a cultural fit with my organization?
Ask Yourself the Following
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Which is most important to me in the choice of provider?•Type of Solution Offered•Total Transformation•Ability to Scale•Industry Expertise•Cultural Fit•Cost•Reputation in the Market Place
Poll the Audience
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• HROA
• Everest Group – RPO Provider Profiles
• HRO Today - Baker’s Dozen Ranking
• The Outsourcing Institute/HR Executive “10 Best” Ranking
• Staffing Industry Analysts
Resources on Providers
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So, you’ve decided to transition.Transition Lessons Learned
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Clearly define expectations of incumbent provider, new provider and internal organization.
Inform incumbent provider of transition. Create Interim Recruiting Contingency Plan. Host transition meeting with all parties. Catalog all “knowledge transfer” from incumbent. Take or transfer ownership of database and third-party
tools/partnerships. Incentivize incumbent provider to continue performing. Continually assess progress and adjust as necessary.
Basic Transition Checklist
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Transitioning RequisitionsInterim Recruiting Contingency Plan
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• Identify and customize communications for each stakeholder group.
• Clearly define expectations: 30-, 60- and 90-day.• Tap a representative sample for voice-of-customer
sessions; satisfied, unsatisfied, active and inactive hiring managers.
• Provide several methods for questions and feedback, but one central internal contact.
• Include host in all communications between providers. • Document and share all conversations, meetings and
agreement exchanges.
Communicate, Communicate, Communicate.
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Wrap-Up
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1. Decide if RPO is right, if your model is right and if your provider is right.
2. Be prepared to manage expectations.– No service interruptions.– Cooperation between providers.– Honest & open dialog.
3. Emphasize Change Management success.4. Create and implement Interim Recruiting Contingency
Plan with new provider.5. Communicate with stakeholders regularly and make it
easy to gather feedback.
Final Thoughts
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Thank You!
Complimentary Everest Group InsightRPO 2.0 - Paradigm Shift in RPO Value Proposition
http://resources.pinstripetalent.com/FreeEverestReport
Questions
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Comments
Answers
&
Responses
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Transformation industry anywhere in the world: practitioner, buyer, provider, technology firm, advisor, consultant, or academic
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