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&
presents
An RPO Case Study: Transitioning Your Recruiting
Organization
Please standby. The webinar will begin shortly.
• We are a not-for-profit association serving RPO buyers and providers
• Our mission is “to educate the market about RPO”
• Visit us online at: www.rpoassociation.org
• Access the RPO Resource Center
• Subscribe to our RPO Blog
• Follow us on Twitter (@rpoassociation) and join our LinkedIn Group
INTRODUCING RPOA
INTRODUCING
Lamees Abourahma•RPOA Executive Director•Founder and President of Webbright Services•Specializing in inbound marketing and generating
qualified leads through website design, content marketing, social media and analytics.
Jimmy Taylor•Co-Founder of Novotus•More than 20 years of experience in the staffing
industry•Founder of several staffing companies•Board Member for Dallas/Fort Worth Staffing Mgmt
Assoc
Juste Turner•Novotus Director of Client Services•More than 10 years of recruiting experience•Manages teams responsible for recruiting across the
U.S. and internationally.
NovotusCompany
Background
NOVOTUSPassionate about Recruiting Results
• Located in Austin, Texas
• Developing customized recruiting solutions for nearly 10 years specializing in:
• Recruitment Process Outsourcing• Contract Staffing• Executive Search• Recruiting Research and Candidate
Generation
• Recipient of 2010, 2011 and 2012 Best of Staffing
• Founder of the RPOA – a great resource for buyers
The Client’s Story
2007 SITUATIONGrowth Through Acquisition
• Significant growth led to a fractured, decentralized recruiting structure
• Very few standard metrics existed to measure recruiting results
• Turnover was high
• Non-standardized processes led to gaps in compliance and inefficiencies
• Needed a unified technology platform to manage applicants
THEY NEEDED
THEY HAD EXPERTISE ON STAFF BUT...
THEIR HANDS WERE FULL
NOVOTUSRelying on external expertise was key in identifying opportunities for improvement
• Conducted a Comprehensive Organizational Recruitment Evaluation (CORE)
Organization Workforce Planning
Recruiting Technolog
ySourcing Assessme
nt Process Metrics
RECOMMENDATIONSThe CORE assessment produced the following opportunities for improvement:
• Reduce Attrition
• Proactively Recruit
• Develop Requisition Approval and Tracking
• Implement Applicant Tracking System
• Create Employment Brand Including Career Site
• Develop Sourcing Strategies
• Establish Standard Reporting/Metrics
DECIDING ON A RECRUITING MODEL
Choosing Your Recruiting
Model
RECRUITING MODELSYour Options
INSOURCE
[Centralized][Decentralized]
[Hybrid/Blended][Shared Services]
OUTSOURCE
[End-to-End RPO]
[Project Solution]
CO-SOURCE[Front-End]
[Overflow RPO]
All Hiring Functions Conducted by
Internal Resources
A Combination of Insourced and
Outsourced Solutions
All Hiring Functions Conducted by External RPO
Provider
RECRUITING PRESSURESWhat’s the Environment?
Reduced Recruiting Staff
Increased Candidate Volume
Utilize Latest Recruiting Techniques
Increased Competition for Top Talent
Changing Sourcing Landscape
Lack of Qualified Candidates
Reduce Cost Per Hire
Increased Strategic Demand
Achieve Diversity TargetsINTERNAL RECRUITING PRESSURES
CORPORATE BUSINESS PRESSURE
EXTERNAL MARKET
PRESSURE
STEPS TO SUCCESSQuestions to Ask
Operating with Reduced Recruiting Staff
Difficulty Managing Increased Candidate Volume
No Recruiting Technology Platform
Outdated Recruiting/Sourcing Techniques & Channels
Create/Improve Employment Branding
Increase Candidate Satisfaction/Experience
Need to Create Consistent Recruiting Process Across Org
Need to implement metrics & reporting
No time to be Strategic (too bogged down in tactical tasks)
High Personnel Costs
Identify Internal Recruiting Pressures
1
Increased Strategic Demand of HR
Need to Increase Quality of Hire
Need to Achieve Organization Diversity Targets
Need to Increase Hiring Manager Satisfaction
Need to Reduce Time to Fill
Need to Reduce Cost per Hire
Need for Scalability to meet fluctuating hiring demands
Justification for Recruiting Department Size
Develop Formal Employee Referral Program
Increase New Hire Retention
2 Identify Corporate Pressures
Increased Competition for Top Talent
Quickly Changing Sourcing Landscape/Channels
Insure Compliance with Regulated Activities
Changing Economy Makes Future Unpredictable
Lack of Available Skills in Market
3 Identify External Recruiting Pressures
STEPS TO SUCCESS
Evaluate recruiting model options
Consider Cost/Benefit of Each Model
4
5
Analyze Organizational Alignment to Corporate Values or Philosophy
Outcome is your vision of success – a “game plan”
6
7
CLIENT’S CHOICEShifting from decentralized to centralized recruiting structure
Best Practices and Lessons
Learned
STRENGTH IN NUMBERSPositive Results Come from Quality HR Partnerships
• HR support and buy-in is key
• Data drives change
• Success promotes utilization
REQUISITION APPROVAL & TRACKING Promotes Knowledge and Awareness of Needs
• Compliance
• Visibility
• Accountability
• Decision Support
• Financial Recognition
• Efficiencies
ATS, ATS, ATS............Technology and Reporting
• Deployed Applicant Tracking System
• Created centralized reporting and executive dashboards
TALENT IS EVERYWHEREWhere do you find the best talent?
RPO MULTI-CHANNEL RECRUITING STRATEGY
Competitor
Recruiting
Channel Networki
ngReferral
Marketing
Career Portal
Website
Traditional Media
Job Boards
Social Media
Results
RESULTS
• RPO utilization among Business Units has doubled in the last year. Compliance grows with that utilization.
• Created a recruitment program that has scaled up and down with business needs.
• Talent pool and energy footprint continues to grow
• Recruitment cost is 50% lower then the industry standard (Staffing.org)
• HR has a broader knowledge of the needs, challenges and cost associated with recruitment
.
RESULTS
• Support Hiring Managers in the field with a broader selection of candidates during the recruiting process. The effect was a reduction in attrition caused simply by a better selection.
Turnover is 21% lower among business units utilizing RPO.
Conclusions
CONCLUSIONS
• Unique opportunity and challenge was present
• Partnered with an Enterprise RPO to customize and deliver a world class program
• Modernized the Talent Acquisition function
• Significantly drove down costs to acquire talent
• Decreased turnover
• Data now exists to make appropriate business decisions
WHAT’S NEXT
Continuous Improvement
• Work with HR to provide and empower them with the critical data to enhance business decisions
• Broaden Customer Satisfaction Measurements
• Scalability – Working with HR to “right-size” our team for 2012 and beyond
• Recently launched Competency Based Interview Guides and Training to Hiring Managers
Questions?
Thank You
Lamees AbourahmaExecutive DirectorPhone: 804-638-4448Email: [email protected]
Jimmy TaylorCo-FounderPhone: (817) 845-1414Email: [email protected]
Juste TurnerDirector of Client ServicesPhone: Email: [email protected]