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Recruitment Process Outsourcing Webinar

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Recruitment Process Outsourcing Webinar

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Host: Jose Laurel - Director of Recruitment Services G&A Partners

Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.

Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market

Host: Jose Laurel - Director of Recruitment Services G&A Partners

Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives.

Understand the meaning of Recruitment Process Outsourcing. Become familiar with the multiple components
Determine how an RPO can be utilized in their organizations. Recognize that RPO is not just one process but a series of processes that can be used as needed
Answer the questions, do we have a recruiting process that works, or do we need to explore RPO options. Learn the benefits that an RPO can have on their organization.
Identify how to build alignment between recruitment efforts and corporate strategy. Seek next steps to improve recruiting and be creative in a competitive employee driven market

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Recruitment Process Outsourcing Webinar

  1. 1. Recruitment Process Outsourcing Presented by Jose Laurel
  2. 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. 3. Poll  Ques)on   Which  of  the  following  aspects  of  recrui)ng  do   you  feel  your  organiza)on  struggles  with   most?  
  4. 4. Recruitment Process Outsourcing- Employee Lifecycle
  5. 5. Recruitment Process Outsourcing Defining  Recruitment  Process  Outsourcing        
  6. 6. Recruitment Process Outsourcing 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. 7. Recruitment Process Outsourcing (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. 8. Recruitment Process Outsourcing What does a “comprehensive” Recruitment Process Outsourcing model look like (small, medium & large companies)?
  9. 9. Poll  Ques)on   Does  your  company  currently  outsource   recrui)ng?  
  10. 10. Recruitment Process Outsourcing (A Working Model)
  11. 11. Recruitment Process Outsourcing (A Working Model) RPO – Bundled Recruitment Services: Key Components •  Candidate Sourcing •  Recruitment Strategy •  Requisition Management •  Job Analysis •  Pre-Hire Assessments •  Project Management
  12. 12. Recruitment Process Outsourcing (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. 13. Recruitment Process Outsourcing Benefits of Recruitment Process Outsourcing (RPO) – Why it is a good idea
  14. 14. Recruitment Process Outsourcing (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. 15. Recruitment Process Outsourcing (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. 16. Recruitment Process Outsourcing (The RPO Experience) Phase  IV   Feedback   Offer  (Yes-­‐No)   Survey  Feedback   Phase  III   Closing  Ques)ons   Establish  Expecta)ons   Full  Content  Presenta)on   Screening   Phase  II   Timely  Response   Personal  Interac)on   Appropriate  Ques)ons   Limited  Content  Presenta)on   Phase  I   Easy  to  Locate   Quick  to  Apply   Clear  Descrip)on   RPO  Candidate  Experience   Build  Trust   Easy  to  Engage   Define  Rela)onship   Establish  Credibility  
  17. 17. Recruitment Process Outsourcing (The RPO Experience) Phase  III   Repor)ng  &  Metrics   Selec)on  &  Hire   Expecta)on  Briefing   Phase  II   Scope  of  Work   Implementa)on   Process  Analysis   Phase  I   Consulta)on   Fact  Gathering   Engagement  Design   RPO  Client  Experience   Client  Branding   Technology  Driven  Client  Interface   Dedicated  Account  Manager  (Team)  
  18. 18. Poll  Ques)on   If  you  are  using  a  recrui)ng  firm,  what  services   are  you  outsourcing?  
  19. 19. Recruitment Process Outsourcing Aligning Recruitment Process Outsourcing(RPO) to the Corporate Strategy  
  20. 20. Recruitment Process Outsourcing (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. 21. Recruitment Process Outsourcing (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. 22. Recruitment Process Outsourcing (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. 23. Recruitment Process Outsourcing (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. 24. Recruitment Process Outsourcing (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. 25. Recruitment Process Outsourcing Next Steps - Identifying where you are in the process and where you need to go
  26. 26. Recruitment Process Outsourcing (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. 27. Recruitment Process Outsourcing (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. 28. Recruitment Process Outsourcing Closing Thoughts – Final items to consider
  29. 29. Recruitment Process Outsourcing (Closing Thoughts – Final items to consider) Employee Lifecycle Critical to the RPO
  30. 30. Recruitment Process Outsourcing (Closing Thoughts – Final items to consider) The Total Experience Both for Candidate And Employer
  31. 31. Recruitment Process Outsourcing (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. 32. 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."   QUESTIONS?   G&A  Partners   info@gnapartners.com   (800)  253-­‐8562   *This webinar has been recorded and will be posted on the G&A website by Friday.

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