So you think you ve got RPO?

Transcription

1 So you think you ve got RPO?

2 Are you getting enough of the right candidates? Are you measuring what good looks like? Do you have an EVP? Do you have a social media strategy? Do you have attrition or employee engagement issues? Do you still have a reliance on agencies? Are you engaging active and passive candidates? Do you have an in-house or creative advertising agency team? Talk to TMP Ask how we improved attrition rates at Network Rail Or talk to our in-house team of 10 occupational psychologists Talk to TMP You could be attracting candidates not in line with your values Talk to TMP We specialise in Employer Branding Check out the EVP we created for Virgin Media Talk to our in-house communications team TMP has the UK s largest creative function no-one Who manages the candidate experience? you Candidates who experience a bad recruitment process are 7 times more likely to tell their friends about it. See what is saying about your organisation. Do you have recent research that surveys candidate experience and employee engagement? Measuring employee engagement and customer satisfaction are key barometers of success. How could you capture and analyse this insight? Do you measure ROI of the hiring in terms of business performance? Success can be measured in different ways, but by not analysing it or linking it to overall business results, you may never truely know.

3 Even if your organisation has clear goals that align your corporate and people agenda to your resourcing strategy, there s always room for improvement! Candidate experience and engagement is the hot topic right now for employers and RPO partners to get right. It s central to keeping applicants in the process by ensuring that they truly understand what it s like to work at an organisation. This will lead to retention and, ultimately, success. The following aspects should be critical to ensure a lined up people plan: Attraction Attracting the best candidates should be a joint focus and responsibility of any successful partnership between a client and their RPO provider. Recruitment advertising in today s increasingly fragmented digital world causes problems for many organisations trying to identify the appropriate channels to appeal to their target audience. Understanding which adverts to place, and at what time, can be a challenge; building a picture of your ideal candidates, and understanding how and where to appeal to them, is key. At TMP, our heritage in advertising means that we use a variety of attraction channels, from print advertising and basic online banners through to rich media and social activations. We build over 100 websites a year, including campaign microsites and career portals. We believe that creative work needs to have integrated options: an idea that works digitally needs to translate into print, and event-led experiences need to communicate ideas that may have started life as part of the brand s identity.

4 Assessment Recent research indicates that 46% of new hires fail within 18 months. When they fail, 89% of the time the reason is attitude, not lack of skill. So how can you ensure that your candidates have what it takes to do the job? We re not just talking about qualifications, but assessing their problem-solving skills, examining their drive and initiative, and establishing what kind of environment would best suit their abilities. As part of our RPO offering, a dedicated Occupational Psychologist from our Assessment Services team develops bespoke processes which, depending on the client s needs, can consist of an online questionnaire with branching questions, telephone assessments, online psychometric and situational judgment testing, and designing and running assessment centres. Our assessment service offers a brand-driven focus; whether conducting a telephone interview or an assessment centre, we place the client s employer brand front and centre. This provides real differentiation in an extremely competitive marketplace.

5 Employer Branding Put simply, employer branding in a recruitment context is the process of promoting your company to the people you want to attract, by communicating your culture and unique selling points to potential candidates. This ensures that the individuals you attract are engaged with your organisation, have a feel for your culture, and are eager to work for you. Everything your RPO partner does should be aligned with your Employee Value Proposition. Recent research indicates that a strong employer brand is twice as powerful a motivator for candidates to apply to a business than a positive overall company brand. Understanding how potential candidates view your organisation is a vital step in building your employer brand. The key is identifying the elements that make your company desirable, building a picture of why people want to work for you, and then communicating it in an attention-grabbing way. Of course, the medium is just as important as the message: it s no good having a stunning employee value proposition if no one can see it. In-depth research into where your preferred candidates are talking will allow you to place the messages where they will be seen and, more importantly, talked about. Sound good? This happens to be our specialty, so get in touch to find out how we can help you find and retain the candidates that will drive your business forward: the best.

6 Talent Pooling Picture the scene: you ve posted a role, received a hundred applications, interviewed ten, and appointed one. What happens to the other applicants? For many companies, the answer is nothing; after going to the trouble of attracting and engaging a raft of talented, enthusiastic candidates, the organisation seems to forget about them. Of course, when a role urgently needs to be filled, the same companies will panic. There is a better way! We build talent pools differently. As well as placing passive and unsuccessful applicants into a talent pool, we engage the market for pipeline positions. Once potential candidates are placed in a talent pool, we keep them engaged by sending regular communications, including s and texts, assuring them that they haven t been forgotten and that we ll keep them informed of future opportunities. By building semi-passive talent pools we ensure that when candidates are urgently required we re many weeks ahead of where we need to be: prospects are engaged, interested and halfway through the hiring process when roles become available.

7 Direct Hiring The goal of a successful RPO service is to reduce reliance on recruitment agencies, directly sourcing all roles. With all the above in place your RPO should be filling the majority of your roles, and incrementally increasing the percentage of direct hiring with every requirement over time. And what about those difficult to fill positions? Does your RPO go straight to the supply chain? Our RPO service has a Senior, Professional and Specialist Resourcing team; solely focused on these types of roles, they use a wide variety of innovative methods to source potential candidates for senior, executive and specialised positions, at a fraction of the agency cost. We source passive and active job seekers, and map the marketplace for individuals who may have the relevant skills, but might not be suitable for these particular roles.

8 Measuring success shouldn t be a gamble The success of an RPO provider should be directly linked to the success of the people strategy. After all, there s no point achieving success if you can t measure it! If you re more than half way through your RPO contract you should have a strong indication of success levels. Key Performance Indicators for your RPO should include: commercials, reduction of time-to-hire, source mix and audience engagement. Results can be measured in a variety of ways: a customer satisfaction survey will show if the hired customer service advisors are benefiting your business, and attrition rates will tell you if your assessment and selection process is fine-tuned. Remember, if you can t tangibly measure if your RPO partner is adding value to your overall strategy, there s a chance they may not be.

9 Contact For more information on our services, please contact Cameron Gallagher on or TMP Worldwide