1 "10 Best" RPO Provider Ranking In today s environment, companies face unique challenges in managing their workforce. In response to these challenges, Recruitment Process Outsourcing (RPO) is fast becoming a critical strategy for market leadership. To assist companies in their analysis, The Outsourcing Institute (OI), in association with Human Resource Executive (HRE) Magazine and the International Quality & Productivity Center (IQPC) conference, has conducted its first annual client satisfaction survey of RPO providers. The survey results will be published in the April 2013 edition of Human Resource Executive Magazine and the "10 Best" providers will be recognized with awards at IQPC's upcoming 13th HR Shared Services & Outsourcing Summit taking place May 13-16, 2013 at Hotel Sax in Chicago. OI s 10 Best Provider Rankings are based solely on responses from the clients of RPO providers. The rankings are based on the survey analysis of Human Capital Group LLC (HCG), an independent third party, and are not the opinion of OI. Responses were collected through an online survey which was distributed indirectly by sending over 40 RPO service providers the link to send to their clients. The RPO vendor clients that responded represented an excess of 15 different industries. In determining the overall ranking, the results were analyzed across four primary categories: Understanding Client Needs Solution Delivery Value for Fees General Service Capabilities These categories were purposefully selected because they provide buyers with insight to some of the key criteria used in evaluating and selecting an outsourcing provider. After collection, the data was loaded into HCG s database for analysis and scoring. In addition to scoring each of the categories, algorithms were used for determining the overall score for the providers based on the importance clients place on categories and questions within each category. The calculated scores presented demonstrate the relative differences of the service providers based on the feedback of their clients. We at OI, HRE and IQPC hope this 10 Best Provider Ranking assists you as you consider your experiences and needs for your recruitment processes.
2 NO. 1 PONTOON SOLUTIONS Pontoon Solutions is a major RPO player in terms of scale, size, flexibility, customer service and customer satisfaction that aims to become its customer s trusted adviser. It delivers industry-vertical recruitment-outsourcing solutions for the following sectors: financial services, pharmaceutical, healthcare, life sciences, information technology, energy, manufacturing, telecommunications, business services, retail, government, defense contractors, logistics and transport, and others. Its global footprint and local-market presence, covering more than 60 countries and territories, helps it provide scalable recruitment-outsourcing solutions. Its client engagements accounted for more than 73,000 hires in Capabilities include candidate sourcing and screening, recruitment advertising, employment-brand management, offer management and on-boarding, interview scheduling and travel management, social/new-media recruitment, research and talent mapping, ATS optimization, workforce and supply/demand planning, consulting and recruitment audits, culture and values assessments, management information, analytics, gamification and multimedia, and mobile-recruitment platforms. Key performance metrics include time-to-hire, interview-to-hire, cost per hire (or recruitment cost ratio), new-hire attrition, quality of hire, client satisfaction and candidate satisfaction. NO. 2 PINSTRIPE INC. Pinstripe Inc. is a pure-play RPO provider with a brand promise called WE BECOME YOU that aims to turn its recruitment team into an extension of a client s human resource function, providing a tailored candidate experience reflective of the client s brand, values and culture. Its solutions are specifically designed for each client, each time, and are enabled by an exclusive technology platform to avoid rigid processes and generic operating models. Its recruiters dedicate themselves to single clients and immerse themselves in their cultures, core values and strategic visions. Its geographic target markets are companies located in the United States, Canada, Europe, South America and Asia, with a focus in the advanced manufacturing, financial service, healthcare, life sciences, consumer brands and technology industries. It assisted its clients with more than 90,000 hires in Services include recruitment advertising, interview scheduling, employment-brand management, background verification, sourcing, offer administration, screening, on-boarding, workforce planning, candidate-experience management and social-media recruiting.
3 Key performance metrics include quality of hire, stakeholder satisfaction, diversity, cycle time, candidate-acceptance ratio, interview-to-offer ratio, timeliness, availability and accuracy of data, and recruiting-efficiency ratio. NO. 3 ACCOLO INC. Accolo s approach combines a patented SaaS Cloud Recruiting platform with embedded job marketing, social-referral development, a Hiring Intelligence Knowledgebase and bestpractice-based workflow. Companies use Accolo s cloud-recruiting solutions to materially increase the productivity of their internal recruiting processes, while scaling recruiting capacity on-demand. Accolo, a founding member of the Recruitment Process Outsourcing Association, is often leverage by clients as their turn-key internal recruiting department. It assisted its clients with more than 3,000 hires in Accolo s on-demand cloud-recruiting capacity includes the Accolo Hiring Consultant Network, comprised of certified and experienced recruiters. Its clients include companies of all sizes located in the United States, including Farmers Insurance, Dex One, Waypoint Homes and Home Instead Senior Care. Services include job-plan creation, screening, job marketing, interview scheduling, employment-brand management, background verification, sourcing and offer administration. Key performance metrics include recruitment-cost ratio, candidate-source report across all stages of the recruit-to-hire process, hiring efficiency, interviewing efficiency, hiring-manager satisfaction and Equal Employment Opportunity reporting. NO. 4 RANSTAD SOURCERIGHT Randstad Sourceright is a $22.5 billion global talent-solutions provider with wide-ranging experience that encompasses many facets of talent, including traditional employees and the contingent, free-agent workforce. Key offerings include blended workforce solutions, recruitment-process outsourcing, managed-services-provider programs and contingentworkforce services. Its tailored solutions include flexible deployment and operations, and its recruiters average more than 10 years of experience. Its sourcing operations are led by industry thought leaders and its award-winning reporting and analytics platform provides intelligence to drive strategy
4 and performance. It offers scalable, global delivery and adaptive sourcing and recruiting capability, supported by a tenured team of more than 1,400 RPO resources worldwide. Its geographic target markets are companies located in the United States, Canada, Europe, South America and Asia, with a focus on global Fortune 1000 and mid-market companies across industries. It has more than 90,000 annual hires and more than 200 projects executed in the last 10 years. Services include advertising, interview scheduling, employment-brand management, background verification, sourcing, offer administration, screening, on-boarding, workforce planning, contingent staffing, and reporting and analytics. Key performance metrics include time-to-fill, diversity of candidate slate, responsiveness, hiring-manager satisfaction, customer satisfaction, offer-letter accuracy/timeliness, candidate quality and candidate satisfaction. NO. 5 FUTURESTEP, A KORN/FERRY CO. Futurestep offers high-impact, customized strategies aimed at helping organizations meet specific workforce needs. It has an extensive, wholly-owned global delivery footprint and SMC infrastructure in the market. It boasts sector expertise of proven industry specialists, welltrained and well-equipped recruiters, and a geographically diverse global leadership team. The company has created a dedicated personal-development application that leverages Korn/Ferry s intellectual property by integrating it into its core services. Its RPO offering encompasses services from across all of its specialist teams, including technology assessments, sourcing strategies, talent communities and brand audits. Its RPO solution aims to deliver next-generation RPO with a focus on business impact. Futurestep s geographic target markets are companies located in the United States, Canada, Europe, South America, Australia, New Zealand and Asia. The company assisted clients with more than 17,000 hires in Services include advertising, interview scheduling, employment-brand management, background verification, sourcing, offer administration, screening, on-boarding, workforce planning, contingent staffing, applicant tracking, assessment, vendor management and talentcommunity management. Key performance metrics include total/average time-to-fill, time-to-present, interview-tohire ratio, cost-per-hire, hiring-manager satisfaction and candidate satisfaction.
5 NO. 6 THE RIGHTTHING, AN ADP COMPANY The RightThing, an ADP Company describes itself as a premier RPO provider dedicated to recruitment leadership, technology and outsourcing, and able to harnesses the power of proprietary technology to help clients find, recruit, hire and retain top talent. It offers recruiting solutions to small, medium and large organizations. Its geographic target markets are companies located across North America, Latin America, the United Kingdom, and Europe, the Middle East and Asia, and it focuses on mid-size to large organizations across all industries, and nonexempt and exempt hires up to the vice-president level. It assisted clients with more than 154,000 hires in Services include talent and organizational consulting, offer compilation, candidate pipeline and talent-pool building, candidate on-boarding, internal process and enterprise-resourceplanning management, exit interviews, requisition management, campus recruiting, applicant intake, employee-referral administration, resume management, applicant tracking, test and assessment administration, diversity 360 consulting services, interview administration, recruiter and hiring manager training, interview scheduling and off-boarding. Metrics are client-specific and customized, but common ones include cycle times, interviewto-hire ratio, submittal-to-interview ratio, diversity, hiring manager and candidate satisfaction. NO. 7 ALEXANDER MANN SOLUTIONS Alexander Mann Solutions (AMS) purports to build world-class talent and resourcing capability for leading organizations across the globe, based on the shared belief that people are the foundation for success. Describing itself as a trusted adviser, the company delivers a range of measurable solutions through integrated outsourcing and consultancy services. Based on client requests, AMS s services have been blended over the years and cover a wide range of industry sectors in more than 60 countries across Europe, Asia Pacific and the Americas. It assisted clients with more than 55,000 hires in 2012 (70 percent permanent and 30 percent contingent). Services include advertising, interview scheduling, employment-brand management, background verification, sourcing, offer administration, screening, on-boarding, workforce planning, contingent staffing, outplacement and redeployment, talent management, total
6 workforce management, on-demand and interim resourcing, flexible resourcing, recruitment technology, sourcing virtualization, social media and mobile recruitment. Key performance metrics include cost savings, time efficiencies, increased retention, flexibility and scalability, and employer-brand awareness. NO. 8 TALENTFUSION TalentFusion was founded in 2000 and delivers RPO services to Fortune 2000 organizations. It purports to be a thought leader in the RPO industry, having played an important role in the formation of the space. It offers a highly consultative model, expertise in applicant-trackingsystem and customer-relationship-management implementations, and change-management consulting services. In addition, TalentFusion specializes in aggressive sourcing programs to find and attract very difficult and fully employed talent. Its progressive CRM systems allow for innovative technology-based recruitment strategies that are customer-centric and flexible. Its geographic target markets include the United States, Canada, Europe and South America with a focus on technology, banking, insurance, manufacturing, digital media and ecommerce industries. It assisted clients with more than 2,100 hires in Services include advertising, interview scheduling, sourcing, background verification, screening, offer administration, workforce planning, on-boarding, contingent staffing, full-lifecycle RPO, selective RPO, project-based RPO and managed contract services. Key performance metrics include cost-per-hire, hiring cycle time, retention and quality of hire, customer satisfaction and interview-to-hire ratios. NO. 9 KELLY OUTSOURCING & CONSULTING GROUP KellyOCG is the outsourcing and consulting group of Fortune 500 human resource solutions provider, Kelly Services Inc. KellyOCG provides talent-management solutions in the outsourcing areas of RPO, business-process outsourcing and contingent-workforce outsourcing. It also specializes in managing enterprise-wide talent-acquisition processes, sourcing and recruitment solutions with high-touch delivery models, customized to meet the needs of clients by
7 leveraging its experience in advanced sourcing techniques, LEAN methodologies and recruitment-process design and management. Its geographic target markets are companies located in the United States, Canada, Europe, South America and Asia, with a focus on the financial services, natural resources, high-tech, life sciences/healthcare and consumer-goods industries. It assisted clients with more than 30,000 hires in Services include advertising, direct hire, employment-brand management, interview scheduling, targeted career-event management, background verification, talent-relationship management, offer administration, sourcing, on-boarding, screening, contingent staffing, workforce planning, executive search and BPO. Key performance metrics include candidate experience, quality of candidate, quality of hire, cost-of-hire, time-to-fill, customer satisfaction and time efficiencies. N0. 10 MANPOWERGROUP SOLUTIONS ManpowerGroup Solutions offers a suite of services that aims to deliver outcome-based, talent-driven solutions to address rapidly growing challenges as identified by its clients. Its recruiters are expected to dig deep to understand each organization and the job skills necessary for success there. They also use proven sourcing strategies to identify where the talent is located. In addition, the company states its recruiters experience and expertise accelerates the process of acquiring the right talent. ManpowerGroup s geographic target markets include companies located in the United States, Canada, Europe, Mexico, Central America, South America and Asia, with a focus on small- to medium-sized Fortune 100 / multinational companies. The 2,245-employee company assisted its clients with more than 160,000 hires in Services include advertising, interview scheduling, employment-brand management, background verification, sourcing, offer administration, screening, on-boarding, workforce planning, contingent staffing, recruitment-process design, strategy and consulting, and other support services. Key performance metrics include cost-per-hire, days-to-fill, hiring-manager satisfaction, candidate satisfaction, retention and submittals-to-hire.
8 As well as weighting each of the categories based on their relative importance, questions within each category were also weighted based on importance. The scoring of these weighted categories and questions was used in determining the overall ranking for the providers.
9 The Understands Client Needs category was designed to help measure how well the vendor understands its client s culture, business operations and expectations. It was also used to score the performance of the vendor s team and relationship with the client. The Solution Delivery category was used to score the client s perception of the vendor s ability to provide a well-defined transition process; meet the requirements outlined in the statement of work; meet the client s compliance requirements, technology requirements and systems requirements; and provide qualified candidates in a consistent and timely way.
10 The Value for Fees category was developed to score the client s perception of the vendor s ability to consistently provide services at a cost that either met or exceeded its expectations. The General Services Capabilities category was used to score the client s perception of the breadth of services offered by the vendors from sourcing candidates through program governance.
2015 Baker s Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing By The Editors HRO Today s Baker s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings
Finding the best talent is humanly possible Recruitment Process Outsourcing Looking for talent? the best Having the best talent is a competitive advantage in today s demanding and complex world. Because
NEAT EVALUATION FOR CIELO: Recruitment Process Outsourcing Market Segment: Overall This document presents Cielo with the NelsonHall NEAT vendor evaluation for Recruitment Process Outsourcing (Overall market
2013 Baker s Dozen: RPO 2013 Baker s Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing By The Editors HRO Today s Baker s Dozen rankings are based solely on feedback from buyers of the
RPO Market Dynamics and Key Trends September 25, 2012 Agenda Introduction RPO market Overview and key trends Relative assessment of ManpowerGroup s RPO capabilities Q&A Appendix Everest Group PEAK Matrix
The Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs s Baker s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion
High impact recruitment solutions Talent with impact About Futurestep We are the global industry leader in high impact recruitment solutions; offering fully customized, flexible services to help organizations
2015 Baker s Dozen: MSP 2015 Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs We rank the top providers based on customer satisfaction surveys. By The Editors HRO Today s Baker s Dozen
The 2014 Baker s Dozen Customer Satisfaction Ratings: Managed Service Programs By The Editors HRO Today s Baker s Dozen rankings are based solely on feedback from buyers of the rated services. The ratings
THE COMPANY AND SERVICES CONTENTS About Us... 3 What we do?... 3 Our Associates... 4 Company Details... 4 Test Associates Solutions... 5 Core Strengths... 6 Benefits of Using our Company... 6 Clients from
The Fundamentals of Managed Service Provider (MSP) Programs Part 3 of 3 Part 3: Business Case and Readiness By Jennifer Spicher contents This is the final of a three-part series designed to outline key
Helping our clients win in the changing world of work: Recruitment Process: Why Outsource? A Manpower Insights Paper The future of RPO looks strong despite or perhaps aided by the current global recession.
To learn more about Talent Based Outsourcing from ManpowerGroup Solutions, visit www.manpowergroupsolutions.com. Or to set up a meeting, please email email@example.com. 2012 ManpowerGroup. All rights
Managed Service Provider (MSP) Service Provider Landscape with PEAK Matrix Assessment 2015 Managed Service Provider (MSP) Market Report: December 2015 Preview Deck Our research offerings for global services
Office 204 Building 1, Dubai Internet City P.O. Box 26359, Dubai, United Arab Emirates T: +971 4 3910460 E: firstname.lastname@example.org W: ManpowerGroup Global Vision We lead in the creation and delivery of innovative
THE FUNDAMENTAL S OF MANAGED SERVICE PROVIDER (MSP) PROGR AMS PART 1 OF 3 PART 1: THE WHAT, WHO, AND WHY OF MSP BY JENNIFER SPICHER CONTENTS p3 Introduction p4 Why an MSP is Important p6 What Is an MSP?
hudson RPO ASIA pacific Recruitment Process Outsourcing Hudson RPO Asia Pacific is proud to be the winner of a number of industry rated awards including: HRO Today s Global Baker s Dozen List, 2010, 2011
MANAGING THE EMPLOYEE LIFECYCLE Current Position Jose Laurel Experience & Expertise 16 years experience in management, operations, marketing and international commerce Prior to G&A, served as country manager
Everest Group PEAK Matrix for RPO Service Providers Focus on IBM-Kenexa September 2014 Copyright 2014 Everest Global, Inc. This document has been licensed for exclusive use and distribution by IBM-Kenexa
Is Recruitment Process Outsourcing Right for Your Organization? Here s What to Consider In a move to control costs as well as plan for the future, companies are increasingly turning to recruitment process
Recruitment Process Outsourcing Methodology Statement Contents An Overview... 3 Steps To Success The Components of an Outsourced Recruitment Process... 4 Why Use RPO?... 6 Why Consult Group?... 8 About
2015 Baker s Dozen Customer Satisfaction Ratings: Talent Management Technology We rank the top providers of talent management platforms based on customer satisfaction surveys. By The Editors Talent management
TARGETING RECRUITMENT PROCESS OUTSOURCING NelsonHall HR Outsourcing Subscription Service 1 Definition of Recruitment Process Outsourcing (RPO) Recruitment Process Outsourcing is the transfer of operational
Oracle Taleo for Recruiting Management: The Path that Leads to the Best Talent Sreenath Kamasamudhram, BizTech Introduction Today's Human Resources (HR), talent and learning executives face strategic challenges,
Recruitment Process Outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities i i to an external service provider.
start recruiting at a hire level Today s dynamic hiring environment requires a new approach and Accolo delivers. Our on-demand solution scales recruiting capacity with a proven process that delivers hire
36 General Information What s In It For You Introduction Staffing Services Managed Services Consulting Services RPO FAQs Contact Info Top Tier Staffing, LLC ASA Member American Staffing Association MWBE
WHEN INDIVIDUALS SUCCEED ORGANIZATIONS WIN THE WORKPLACE IS CHANGING There s a new dynamic in employee and employer relationships. Employees want to learn and grow throughout their entire careers. They
Wednesday, March 14 2:00 pm Veranda C Concurrent Session: Strategy & New Opportunities Key Market Trends, Drivers and Future Directions in the RPO Solutions Business Moderator: Stephen Clancy, Director,
Acquisition of Seaton June 2, 2014 This document contains forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995. Words such as may, will, should, expects,
Rapid Global Business Solutions, Inc. www.rgbsi.com HR MANAGED SERVICES GET BACK TO BUSINESS USA CANADA GERMANY INDIA SINGAPORE MEXICO CHINA ABOUT US WHO WE ARE WHO WE ARE Rapid Global Business Solutions,
Introduction Managing human resources processes in higher education institutions requires a balancing act. It involves managing complex processes across the entire employment lifecycle, from recruiting,
[ Applications Development, MSO ] TEKSYSTEMS GLOBAL SERVICES CUSTOMER SUCCESS STORIES Client Profile Industry: Financial Services Client Revenue: The parent company holds more than $340 billion in assets
Accenture Overview Page 1 Company Overview Accenture is one of the world s leading management consulting, technology services and outsourcing organizations, with more than 246,000 employees; offices and
Making virtual contact Six lessons for building a scalable customer contact model Kim SOKOL /02 As service once again becomes a key differentiator for brands, the c-suite and operational staff are finally
Presents: Human Capital Financial Statements April 19, 2011 About Human Capital Management Institute The Human Capital Management Institute (HCMI) was founded on the belief that organizations can and must,
Businesses recognize that their most valuable resource is the people. With the demand for skilled talent continuously growing, it s a competitive necessity to have the best processes in place to attract,
Recruitment Process Outsourcing (RPO) Solutions with a Results Driven Approach Overview The GRL Company specializes in Recruitment Process Outsourcing (RPO) solutions that decrease the time and expense
Business Agility Requires Balance & Flexibility Netaster Staffing's RPO Delivers Everything at an Incredibly Low Cost The shortage of talent is one of the most critical risks in business today, and when
TRANSFORMATIVE SERVICES THAT MOVE TRAINING FROM THE BACK OFFICE TO THE BOARDROOM Measurable Business Impact for BPM Workforce Training. Visit www.niituniqua.com for more. TRAINING SOLUTIONS TARGETED FOR
TM Recruitment Process Outsourcing: Transforming End-to-End Talent Acquisition By Tim Nelson and Brett Gerard R egardless of company size, location or industry, one thing is certain recruiting has become
Six key trends in outsourcing Dominic J. Asta /02 Outsourcing has never been the same as offshoring, yet it seems the two concepts have become increasingly interchangeable over the past decade. Despite
REACHING NEW HEIGHTS IS HUMANLY POSSIBLE END USER SUPPORT NEED TO IMPROVE PRODUCTIVITY AND FLEXIBILITY? Today s business environment is competitive, complex and unpredictable. Companies must have the flexibility
The Fundamentals of Managed Service Provider (MSP) Programs Part 2 of 3 Part 2: sourcing models By Jennifer Spicher contents This is the second of a three-part series designed to outline key components
Talent Acquisition: In-house or outsource? 6 steps to a meaningful business case sally hunter Rethinking the case for change Whether it s managed in-house or outsourced, the Talent Acquisition function
Our global capabilities EXPERTISE NEEDED EXPERTISE FOUND www.nesglobaltalent.com Our global capabilities ManagedServices We offer a range of bespoke managed services, which enable you to outsource part
Recruitment Process: Why Outsource? Open House November 2010 Think differently about work. John Loukas Manpower Business Solutions Director 2 RPO - Agenda RPO Overview - Definition RPO as a Talent Acquisition
Value of a Managed Service Provider (MSP) July 2015 better people in a better way +1 855.881.1533 sales@ better people in a better way Value of a Managed Service Provider Borrowing a quote from Benjamin
TALENT ACQUISITION: IN-HOUSE OR OUTSOURCE? 6 STEPS TO A MEANINGFUL BUSINESS CASE TIM MEEHAN RETHINKING THE CASE FOR CHANGE Whether it s managed in-house or outsourced, the Talent Acquisition function and
High BPO delivers game-changing business outcomes The benefits offered by BPO have long been clear, and have centered on the increased efficiency that comes with standardizing and streamlining processes
Global Trends in RPO & Talent Recruitment 2014 pam berklich The Recruiting Challenge Map Far from simply filling existing gaps as quickly and economically as possible, recruiting has become a high-stakes
IT Product Development & Solution Provider IT Project Management Technology Risk Management Strategy & Services Result & Process Oriented IT Services EITACIES Overview EITACIES Inc is product based and
Hudson Asia Pacific Europe North America www.hudson.com it s people. 3 SELECT ttract. ATTRACT ENGAGE elect. DEVELOP ngage. evelop. From great people to great performance Simply stated, Hudson s focus is
NEAT EVALUATION FOR KELLYOCG: Managed Service Programs (MSP) Market Segment: Wider Talent Management Focus This document presents KellyOCG with the NelsonHall NEAT vendor evaluation for Managed Service
Drake Synergizer Measuring Your Way to Profit Improvement Quantify Integrate Predict How does an organisation measure the value of their talent and efforts to manage that talent? How is productivity quantified?
P rovi di ng th e tale nt that dr ive s you r b us i n e s s s uc ce s s When other companies are finished, we re just getting started. At Veritude we understand the importance of having a great team and
Introduction The Barbelo Group is a one stop Human Resources Outsourcing, Staffing and Consulting firm. It is the only outsource and consulting HR organization in the industry to apply Six Sigma methodologies
WHAT CAN BE MEASURED, CAN BE IMPROVED TAKING A CLOSER LOOK AT YOUR CANDIDATE RECRUITING EXPERIENCE MARIA ROSPLOCH AND THOMAS F. KAMINSKY /02 the nearest exit In an ever-increasing struggle to secure top
New Research from Part of the Consulting Service Line Research Series Overall global demand for HR Outsourcing services is strong and growing. From a 2006 base of $27 billion, the global market is forecasted
IBM Global Process Services Next-generation business process outsourcing for Natural Resources 2 IBM Global Process Services Australia s mining, petroleum, and LNG companies across the Natural Resources
Redefining RPO: Comprehensive Talent Solutions Changing the Employment Landscape EXECUTIVE SUMMARY Recruitment process outsourcing (RPO) has undergone a transformation. What once was a function focused
LEADING THE WAY IN SPECIAL ADVERTISING SECTION Back in the Recruiting Game Renewed Hiring Brings New Opportunities, New Challenges Hiring is in an upswing, yet recruiting departments are leaner than ever.
Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:
White Paper Recruitment Process Outsourcing Best Practices of the Most Effective Workforce Management Solutions MSP or Contractor RPO? Today, organisations recognise that managing their contingent workforce
recruitment & human resources organizational analysis review & industry best practices About the Authors David Szary David is a leading authority on developing radical, just-in-time recruitment solutions
Recruitment Process Outsourcing (RPO): Definition, Cost Models and Goals How an RPO program can work for you including keys to selecting an RPO provider 2012 Yoh Services LLC A Day & Zimmermann Company
World-Renouned Services Digital Intelligence Systems, LLC (DISYS) is a global managed staffing and services company with core capabilities in: Agile Solutions Infrastructure Support Services Application
Capture global talent powered by Bond International Software Capture Global Talent Bond International Software provides Talent Management and e-recruitment software solutions to companies across the globe.
10 Must-Track Metrics in Talent Acquisition Talent acquisition continues to be one of the most urgent issues for companies, and the pressure to hire the right people has created an intensely competitive
Making the Move to High Value Consulting Transitioning from Staff Augmentation to Professional Services Webinar will start at 10:00 am PST People People Making the Move to High Value Consulting Transitioning
International IT Staffing, Business Change & Project Solutions Experts Providing the staffing solutions you need with the flexibility you want WWW.GIBBS-S3.COM GIBBS S3 Providing the staffing solutions
Speaker Joni Pulido-Ferrier Value Advisor Expert HR Line of Business Value Engineering Australia, Pacific Japan, SAP 2 SuccessFactors Proprietary and Confidential 2014 SuccessFactors, An SAP Company. All
Randstad Managed Services A better brand of managed services Staffing procurement plus. In today s world of work, contingent staffing has become a function of both Human Resources and Procurement, reflecting
Make Global Recruiting a Winning Strategy A ManpowerGroup TM Solutions White Paper Make Global Recruiting a Winning Strategy Today s global workforce is on the move like never before. Macro-economic forces,
Global Infrastructure Services, Solutions & Consulting Solutions Cloud computing Until now, managing IT infrastructure has been about negotiating limits limited processing power, capacity, bandwidth and
Primed for Growth: Midsize Companies Embrace Modern HR in the Cloud The Winning Strategy for Hiring, Engaging, and Keeping the Right People CEOs spend their time ensuring they have practices and processes