Recruitment Process Outsourcing Presented by Jose Laurel

Transcription

1 Recruitment Process Outsourcing Presented by Jose Laurel

2 Table of Contents 1. Defining Recruitment Process Outsourcing 2. What does a Comprehensive Recruitment Process Outsourcing model look like (small, medium & large companies) 3. Benefits of an RPO Why is it a good idea? 4. The RPO Experience From the candidate to the hiring company s perspective 5. Aligning the Recruitment Process to the Corporate Strategy 6. Next Steps - Identifying where you are in the process and where you need to go 7. Closing Thoughts Some additional items to consider 8. Q&A

3 Poll Ques)on Which of the following aspects of recrui)ng do you feel your organiza)on struggles with most?

4 - Employee Lifecycle

5 Defining Recruitment Process Outsourcing

6 Defined A form of business process outsourcing where an employer transfers all or part of its recruitment processes to an external provider Recruitment Process Outsourcing providers can manage the entire recruiting/hiring process, or can manage one or two aspects of the process, essentially serving as an extension of the company s human resources department (Source RPOA)

7 (This is what it is not) Recruitment Process Outsourcing is not remote recruiting or giving your recruiting responsibilities away to someone else It is not a one-size-fits-all solution It is not an alternative to in-house recruiters or human resource professionals An RPO shouldn t be considered a one-time fix or a way to offload your recruiting problems. It is a commitment to improving your recruiting processes and metrics (source RPOA)

8 What does a comprehensive Recruitment Process Outsourcing model look like (small, medium & large companies)?

9 Poll Ques)on Does your company currently outsource recrui)ng?

10 (A Working Model)

11 (A Working Model) RPO Bundled Recruitment Services: Key Components Candidate Sourcing Recruitment Strategy Requisition Management Job Analysis Pre-Hire Assessments Project Management

12 (A Working Model) RPO Bundled Recruitment Services: Key Components Interview Scheduling Candidate Screening Selection Support of Best Candidates Activity Reporting Compliance Reporting Offer Letter & Onboarding

13 Benefits of Recruitment Process Outsourcing (RPO) Why it is a good idea

14 (Why RPO is a good idea) Ability to Measure the Activity Provides an opportunity to manage by the numbers (such as time to hire, candidate flow, screenings, interviews, etc.) Cost Reduction and on Demand Service RPO can accommodate your needs on your timetable and minimize your recruiting costs and business headaches Improved and Relevant Reporting Ability to better manage the recruiting efforts in real time by using information that matters Optimize the Best Technology Eliminates the need to update existing systems or make a sizable investment in acquiring a new one Enterprise-Wide Coordination Reduce confusion and add efficiencies by keeping candidates, hiring managers and executives well informed

15 (Why RPO is a good idea) Predictable and Reliable Results Take the guess work out of recruiting functions and gain more control over planning, forecasting and budgeting Uniformed and Centralized Process Provides a consistent approach to recruiting that applies to all team members, at all levels and in one location Broaden the Talent Search By increasing your reach you can attract a greater range of candidates across more areas (regional, national and even internationally) Compliance Meet industry and governance regulations Dedicated and Knowledgeable Professionals Let the experts perform their magic to find you the best talent, and reduce unneeded stress and additional work for your managers and key employees

16 (The RPO Experience) RPO Candidate Experience Build Trust Easy to Engage Define Rela)onship Establish Credibility Phase I Easy to Locate Quick to Apply Clear Descrip)on Phase II Timely Response Personal Interac)on Appropriate Ques)ons Limited Content Presenta)on Phase III Closing Ques)ons Establish Expecta)ons Full Content Presenta)on Screening Phase IV Feedback Offer (Yes- No) Survey Feedback

17 (The RPO Experience) RPO Client Experience Client Branding Technology Driven Client Interface Dedicated Account Manager (Team) Phase I Consulta)on Fact Gathering Engagement Design Phase II Scope of Work Implementa)on Process Analysis Phase III Repor)ng & Metrics Selec)on & Hire Expecta)on Briefing

18 Poll Ques)on If you are using a recrui)ng firm, what services are you outsourcing?

19 Aligning Recruitment Process Outsourcing(RPO) to the Corporate Strategy

20 (Aligning RPO to the Corporate Strategy & Values) Here are some key items to consider when seeking alignment: Do your decision makers understand and appreciate the value of talent? It is critical that employees and candidates alike can see and feel that they are considered important. Its not enough just to say it in order to attract the best talent. In order to be aligned it must be true to the core. Is there an atmosphere of mutual respect and knowledge of the process between all participants? In other words, does everyone know and perform their role in a successful and collective manner (candidates, recruiters, hiring managers and executives)? Without real collaboration there is no real alignment.

21 (Aligning RPO to the Corporate Strategy & Values) Is your organization recognized as an employer of choice, and does it have a reputation as a great place to work? The top candidates will respond to career opportunities with companies who are well respected and well managed. Whatever you say you are as a company must reflect in your recruiting. Is your process written down and documented? To fully optimize your recruiting process, you must write it down so it s clear to all and fully outlines the expectations. Writing down the process will ensure that everyone is on the same page and removes unnecessary steps. This will also help establish alignment with mission or value statements.

22 (Aligning RPO to the Corporate Strategy & Values) Is your recruiting staff and those that come in first contact with candidates well-trained and are they strong representatives of your firm? Job seekers can detect any disconnects between what's posted on your wall and actual behavior. The alignment should be readily evident with each and every person that comes in contact with the candidate. The same test applies to senior management and executives. Are they in agreement with the process and do they fully support the effort? In most recruiting processes, meeting senior staff is the final step and possibly the most important. Protect your brand. You have worked hard to build a highly competitive and successful enterprise, so go that extra mile to preserve your good name and make your brand sparkle.

23 (Aligning RPO to the Corporate Strategy & Values) Does the mission and vision statement of the organization reflect the actions taken while executing the recruiting strategy? The clock starts ticking from the first phone call and does not stop until the selected candidate shows up for work. And even at that point there has to be consistency through the orientation and months down the road. Is there a practice of benchmarking and tracking the performance of employees at each position? This type of information should be made clear to the candidates and explained how that impacts the entire company. When the selected candidate understands and buys into the strategy it is proof that the RPO and corporate strategy are genuinely aligned.

24 (Aligning RPO to the Corporate Strategy & Values) This is an initial statement that candidates hear from one of the nation's top companies during the recruitment process. Our fast-paced, high-energy, team-oriented work environment strives to understand the needs of our customers, and to challenge, engage and develop every employee's unique talents against the unwavering pursuit of customer satisfaction. We promote and reward business performance and results, successful engagement of employees, and behavior consistent with our company values. Best Buy also recognizes its responsibilities to the community and the personal lives of its employees, and seeks to support employees' commitment to their lives outside of work.

25 Next Steps - Identifying where you are in the process and where you need to go

26 (Where are you and what are next steps) Look around you: Do you have enough workers? Are you having to approve more and more overtime, and, more importantly, how is the current workforce reacting to the additional stresses? Have you seen signs of fatigue and burnout? Is your industry extremely competitive, and do you find yourself in a talent-driven market? If this is the case, then you must move quickly to build separation and get to the talent first. Simply put, do you have a recruiting strategy, and is it meeting your needs? In today s ever-changing business environment you must be strategic in all facets of your operation and recruiting should be a priority.

27 (Where are you and what are the next steps) Access the quality of candidates that you have been receiving and gauge the satisfaction of your managers to see if they are satisfied with the quality and quantity of the candidate pool. While its important to have people traffic, it s equally important to maintain the quality. Are you using everyone's time wisely, or are your managers experiencing recruitment fatigue? This could backfire and keep them from performing their own jobs while they look for additional staff. Is it time to provide them more resources to facilitate the process and eliminate time-killing administrative tasks?

28 Closing Thoughts Final items to consider

29 (Closing Thoughts Final items to consider) Employee Lifecycle Critical to the RPO

30 (Closing Thoughts Final items to consider) The Total Experience Both for Candidate And Employer

31 (Closing Thoughts Final items to consider) Recruitment Process Outsourcing reinforces the mission, vision statement and values of the organization by providing strategic alignment. Establishing early alignment to the organizational culture can create lasting benefits: Improve employee performance Motivate and engage your employees Create a competitive advantage Improve communication at all levels Provide understanding of what matters and create a team environment that strives to improve the bottom line

32 QUESTIONS? G&A Partners (800) *This webinar has been recorded and will be posted on the G&A website by Friday. HRCI Cer(fica(on Credits: "This webinar has been pre- cer)fied for 1 hour of general recer)fica)on credit toward PHR, SPHR and GPHR recer)fica)on through the HR Cer)fica)on Ins)tute. We will send out a confirma(on e- mail to all those that are confirmed as a:ended with the program ID code to note on your HRCI recer(fica(on applica(on form. The use of this seal is not an endorsement by the HR Cer)fica)on Ins)tute of the quality of the program. It means that this program has met the HR Cer)fica)on Ins)tute's criteria to be pre- approved for recer)fica)on credit."