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Talent Solutions That Drive Business and Strategic Impact
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#HCIwebcast Agenda
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Q&A
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Daniel Fogel
Today’s Moderator
@HCIdaniel
Dan Fogel
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Angela Hills
Today’s Featured Guests
Sue Brooks Executive Vice President
Pinstripe
Executive Vice President Ochre House
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RPO 2.0: Explore the Options Presented by Sue Brooks & Angela Hills
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Sue Brooks
Executive Vice President Ochre House
Angela Hills
Executive Vice President, Pinstripe
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Today’s Agenda
• The Global Talent Landscape
• RPO’s Evolving Value Proposition
• Key Considerations & Best Practices
• Conclusion
• Q&A
RPO 2.0: Explore the Options
Only 26% of organizations are
confident they can meet customer
needs with their current staffing
and training levels. - Amplitude
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The Global Talent Landscape
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Macro Trends
Compliance
Generation &
Skills Gaps Globalization Technologies
& Innovation
Volatility Pressure on Margins
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Change Ahead!
Welcome to the New Normal
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HR Context
Fewer People
Optimized
Lean
Igniters
People Pipelines
Culture Change
Efficiency/
Cost Saving Right People, Right Time,
Right Place
Growth/ Business
Value
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Macro Trends are Impacting Talent Strategies
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RPO 2.0’s Value Proposition
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RPO Market Size and Growth (US$ billion)
$0.6
$1.5
2008 2012
Source: Everest Group (2013)
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Evolution of RPO
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RPO 2.0 provides 15-20% additional savings.
Cost Impact
Source: Based on interview with buyers and Everest Group advisory experience
5-8%
10-12%
RPO 1.0 Reduced new-hireattrition
Increased internalhiring
RPO 2.0
15-20% additional savings
– Process efficiency
– FTE cost reduction
– Vendor consolidation
Better candidate fit
Increased visibility
Savings from RPO 1.0 Additional savings from RPO 2.0
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RPO 2.0 looks at metrics and business outcomes.
Business Impact
Multi-layered approach to time-to-hire reduction.
Access to wider & more
engaged talent pool.
Holistic approach to
quality of hire.
Business Outcomes
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RPO 2.0 creates a competitive advantage.
Strategic Impact
Strategic Impact
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Advice for Successful
Strategic RPO Partnerships
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It takes time
to realize the
additional benefits.
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You must educate
the organization.
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Create and foster
a strategic relationship.
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Integrate across
broader talent
management.
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Take an
end-to-end approach.
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Create
stakeholder alignment.
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Embrace transformation
and avoid transactions.
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Conclusion
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Connect with Us! ochrehouse.pinstripe.com
talk.ochrehouse.com
pinstripetalent.com/RPOlosophy
Continue the Conversation
#TalentMindset
Q&A
Sue Brooks
+44 (0) 1784 466 262
Angela Hills
+1 (262) 754-5024
www.hci.org @human_capital
Thank You! Please join us for another Webcast in this series on October 22, 2013
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