Recruitment Process Outsourcing Benefits: Getting Real Benefits from an RPO Program

PRACTICAL RPO GETTING REAL BENEFITS

FROM AN RPO PROGRAM

JUNE 10, 2015

Let’s Get Real!

TODAY’S SPEAKERS

ANDY ROANE VP RPO

MATT RIVERA VP MARKETING

Andy brings more than 16 years of human capital industry experience to his role. This lengthy experience includes six years as vice president of operations for PeopleScout, where he led RPO engagements with several Fortune 500 companies.

In his role, Matt is responsible for the strategic direction of Yoh’s marketing efforts. Matt manages an exceptional team of content and candidate marketers to provide content, information and engagement to our audiences. He has more than 26 years of experience in staffing and recruitment.

SPEAKER SPEAKER

Agenda §  Today’s Speakers §  Key Takeaways §  Why RPO? §  #1 Situational Analysis & RPO Solution §  #2 Situational Analysis & RPO Solution §  #3 Situational Analysis & RPO Solution §  Needs Assessment and Alignment §  Connecting RPO to Business

Objectives §  Questions

RPO can be as unique as your company culture and your company’s needs. And it should be.

The ability to scale your recruiting efforts (up or down) is a great use of RPO. But it’s more than volume – it’s about quality.

RPO can improve all or part of your recruiting processes, but the real value is in building long-term process improvement.

RPO is a great first step to improving overall talent acquisition processes. And talent is what will allow your company to achieve its goals.

Key Takeaways

#1

#2

#3

#4

What is driving the need for an outsourced recruiting solution?

Where can RPO have impact?

Drivers for RPO Today

RPO Value Proposition Evolution

Cost/Efficiency • Scalability • Reduce cost per hire • Improve quality of hire • Increase efficiency • Analytics and metrics • Technology ROI and cost

avoidance

PHASE 1

Business Impact • Improved talent pool quality • Increased hiring manager

engagement and satisfaction • Optimized recruiting • Targeted analytics and metrics

PHASE 2

Workforce Strategy • Workforce planning and

alignment with overall business strategy

• Increased organizational agility

• Optimal talent resource allocation

• Predictive analytics

PHASE 3

CHANGE MANAGEMENT

DIVE IN

Poll Question

How would you describe your current talent acquisition processes?

Manufacturing Company

Recruiters: 20 Annual Hires: 700

High-end Engineering and Tech Positions

Seasonal Fluctuations

Acquisitions

New Locations/Divisions

Changes in Technology

Situation #1 – We Have How Many Recruiters?

RPO Impact:

Cost Savings Change Management Scalability

Center of Excellence (COE) Advertising Sourcing Administrative Support

Situation #1 – How RPO Helped

Bio-Tech Company

Recruiters: Few Costs: High

Mid-Sized, Fast Growth

Growth Outpaced HR Capacity

Bolted-On Talent Acquisition

Using Search Agencies

Situation #2 – What’s Broken?

RPO Impact: Cost Savings Talent Acquisition Alignment

Recruiting Data Hiring Manager Relationships Talent Communities Connection to Business Goals

Situation #2 – How RPO Helped

Global Agri-Businesss

HR Staff: Varied Annual Hires: 375 Fluctuation: +/- 20%

End-to-End RPO

Full Range of Skill Levels

Cost Per Hire

Changing Approach to Talent Acquisition

Situation #3 – What Happens When Things Change?

RPO Impact: Ability to Change Focus of Program

Cost Per Hire Shared Risk Hiring Agility – Change in Types of Hires College Recruiting Internal Mobility

Situation #3 – How RPO Helped

Needs Assessment and Alignment

How do you communicate needs with the C-Level?

What do you look at to evaluate your needs?

Why is alignment critical?

“…the key to (an RPO partnership) success is engagement. Successful business relationships involve transparent communications - the use of business metrics to measure success and information sharing. Without these aspects, gaining an ROI on the investment in an RPO solution becomes very difficult.” It’s a two way street.

Connecting it to Business Objectives

What is the connection?

How do you connect them together?

• Alignment • Executive Support •  The Right Data to Guide

Business Decisions

Questions?

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