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Welcome to the Institute for Human Resources for Recruitment Process Outsourcing! Thank you to everyone for your participation and support. The next two days mark the fourth virtual event for this great community. We have a very exciting event planned for you with many informative sessions covering the hot topics and trends in this exciting space. Recruitment Process Outsourcing is an outsourcing arrangement whereby an external provider takes over part or all of the recruitment functionalities of an organization. The RPO provider assumes responsibility over the hiring process, from job profiling through onboarding, as well as the resources, methodologies and reporting used. With effective implementation RPO can reduce a company's time to hire and associated costs, increase the quality of candidate pool and ensure regulatory compliance. This introduction to the two day event will give you an overview of the Institute for Human Resources certification program as it specifically relates to Recruitment Process Outsourcing. You will learn about the opportunity to become certified with the Institute for Human Resources and what other HR Verticals are available for either yourself or your colleagues. There will be an introduction to this Institute's Advisory Board and faculty which ensures that all courses and educational componenents are state-of-the-art and relevant to current trends in the industry. We will also give an overview of the speakers and their topics. You will be given guidance on how to chat online with colleagues and access the virtual exhibit hall which includes floors for our Sponsors, speakers and suppliers, prior to and during the entire two day event. You will have the opportunity to ask any questions you may have, as it relates to the overall program, prior to the event's commencement.
The organization determines that outsourcing of the recruiting function is the best use of time and resources. The trouble is when the "green light" is given to move ahead, procurement and/or sourcing comes in to police the process, and often concentrating on all the wrong things. Unfortunately the role of procurement and/or sourcing is not decreasing anytime soon in these decisions. The questions, however, is how can your experience and insight help these decisions produce the kind of quality your department has been known for before turning to outsourcing.
In this 60 minute presentation, Dan Roehrs of HCM Works, will provide a procurement professional’s insight to the world of RPO. There has been a growing trend of having procurement and sourcing department oversight and/or involvement in the due diligence process of reviewing and selecting RPO providers. This presentation will focus on the importance for organizations to still involve key stakeholders and business users of RPO versus simply “turning over the keys” to procurement, possibly resulting in a price-only focused process. There will also be discussion on the grey areas of the RPO that have resulted in procurement and sourcing playing a more aggressive price focused role in the decision criteria. The session will arm attendees with the knowledge on how to better work with procurement and how decision criteria affect your organization’s RPO program over the short, mid and long term. Dan will also uncover outsourcing trends in the market and touch on the future of RPO from survey data done by industry analysts and from HCMWorks’ own market survey data.
From Angry Birds to Hog Heaven
Presented by: Doug Douglas – National Engagement Manager at Stark
Branding. It’s no longer just something that cowboys do to their cattle. It’s now a major emphasis for all types of organizations. Think of those huge companies who have the most recognizable logos and names – McDonald’s, Coca-Cola, Exxon, Wal-Mart. You don’t have to stop and Google (yet another example) them to see what they do – everyone knows! And even better, you can be driving down the highway at 75 mph and glance up and know their logo in less than 1 second! But have you ever wondered what kind of resources they have poured into getting their name, their logo, and their reputation out there?
• Microsoft - $11.5 billion
• Coca-Cola - $2.5 billion
• Yahoo! - $1.3 billion
• eBay - $871 million
• Google - $188 million
• Starbucks - $95 million
Those are enormous amounts of money! They truly must care about their brand!
But you don’t have to be a major, world-wide, giant in your industry to invest significant money into your brand – small companies do it too. On average, companies will invest anywhere from 3-20% of their sales revenue back into branding or marketing efforts. The small companies are trying to be well known, and the large companies are trying to stay well known.
So, if a company’s brand is that important, I wonder how many consider that their recruiting efforts are also a form of branding? Just go jump on Monster or CareerBuilder for a few minutes and you’ll see that the new start up in Austin, Texas has an ad placed right beside an ad by Microsoft – both looking for the same type of worker with the same skill set. Who will win in the battle for the best candidate? Do we just assume that the large company always wins?
As a recruiter who has worked with all types of companies – big and small – from a wide variety of industries, the largest, most well-known companies do not always have an advantage when competing for the best employees. The company who does the best job of making the candidate feel valued, important, provides timely feedback, and offers the best vision of their future within the company typically wins.
RPO (Recruitment Process Outsourcing) can help an organization do those very things. Having a dedicated team that focuses solely on the recruitment of the very best new employees possible allows you to have timely feedback, steady communication, and just the right messaging going out to candidates as you can build these into your service agreements and performance metrics. The technologies that are used by those RPO vendors should help to accomplish these goals as well. No longer do your candidates have to turn into Angry Birds, bombarding your company with negative opinions in the marketplace. You can win them over!
There is tremendous pressure on the Talent Acquisition function to deliver the right person for the business - with extreme efficiency. When budgets are tight and failure is costly, organizations cannot afford to hire the wrong person. From hundreds of thousands of dollars at professional levels to millions at senior leadership levels, selection decisions are the most critical business decisions you can make. Yet, research shows that only 50% of selection decisions are considered a win-win for the hiring manager and the candidate. And, only one-third of organizations use validated tools to help them make better decisions. Choosing to go down the path of providing Talent Acquisition through Recruitment Process Outsourcing does not abdicate HR of the responsibility for driving Quality of Hire as a key outcome.
This presentation will describe how we can drive Quality of Hire into our RPO implementations. In this 60 minute session you will:
• Learn about a simple frame work to rethink your approach to hiring and promotion decisions along with eight must-have best practices.
• How establishing strong job profiles will help you avoid overlooking critical candidate information.
• The different types of selection tools that are available, what they predict, and when to best use them, and
• How to deploy analytics to measure and predict future hiring performance.
The presenter will discuss research, key trends, and practical experience to illustrate the main points. Session participants will 'walk away' with the latest thinking on what drives quality of hire and practical ideas for improving their own Talent Acquisition/Recruitment Process Outsourcing processes.
This RPO presentation and discussion will be a review of best and worst practices in securing a RPO engagement that works for your organization. RPO is a well-established, growing talent acquisition resource option with many long-term, market successes and also some unfortunate failures. This robust market activity offers plenty of important insights in terms of understanding best and worst practices.
Staffing Industry Analysts’ annual end user research reveals a steady and consistent adoption, overtime, of RPO practices and solutions to resource full-time talent. The solution options for engaging RPO is varied from comprehensive, end-to-end process management engagements to selectively leveraging RPO for recruitment process administration support and/ or scaling projects for specific unforeseen hiring demands.
Some leading providers in today’s marketplace are even offering value propositions that propose optimization strategies that include contingent workforce talent acquisition/management in the RPO program management solution itself. The only constant in the competitive RPO marketplace is “change”, so one needs to keep a sharp eye on this fast moving, talent resourcing option.
Whatever the talent acquisition requirement, today’s marketplace holds a vast knowledgebase of experience in designing a RPO strategy for one’s hiring requirements and reaching into the market to secure a solution that can support that strategy.
So where does one start in formulating a talent acquisition outsourcing strategy that works for your organization. What are the decision drivers that help you formulate your strategy design and support acquisition of the optimal RPO engagement in terms of solution(s) and capable provider(s).
This session will deliver the following insights for securing a successful RPO engagement:
Know thy Self: Outsourcer vs. Insourcer vs. Vendor vs. Partnership
Top Best and Worst Practices in RPO RFX Process Management
Today’s top drivers in the “Go vs. No Go” RPO Engagement Decision
RPO service centers have flourished in countries like India and Philippines for past decade. In the last few years since the onset of the global financial crisis and recent “Arab Spring”, new emerging markets from different countries have entered the outsourcing field. South Africa in particular has even joined the BRIC countries as a viable location.
Western based service providers are already entering Africa through their investments in other countries like Morocco, Kenya, and Nigeria. This however is only the tip of the iceberg. Next year new countries like Ghana, Angola, Namibia, Tanzania, and Mozambique among others will see increases in the amount of foreign investment and growth of recruiting services.
Chinese and Indian investors are already aggressively penetrating the African market in various industries. Recruitment Process Outsourcing is poised to take off given the growth potential throughout the entire region. Labor costs in various countries throughout Africa offer more competitive rates than India and Philippines for traditional service center support of companies from The United States and European Union countries including United Kingdom.
Call centers have already sprung up in even the most surprising locations. Infrastructure and communication services unlike that of some developed countries is even more advanced in various locations. Manpower is abundant and eager to develop. Education at some universities is even accredited by the U.S. Department of Education just like in any American college.
As Africa enters the global arena of locations from which back-office RPO service delivery can be supported, the industry will see the competition heat up for best place to operate from. Africa – “the new kid on the block” is here!
The staffing industry has always been about precision and speed, just like a race. If you fail in either of them, you shall not be any closer to the title prize at the finish line than you were at the starting line. Starting or running unprepared is the worst thing you can do. While trying to expand your business and capabilities to service your clients, the major question that looms is that of investment and the ROI (Return on Investment).
In this presentation, Sushant Gupta of Head Field Solutions (P) Ltd., shall discuss the various available options and weigh them out against each other. By the end of this presentation, you will have a much clear idea of what is on offer and what’s the payback. It is not enough anymore to simply procure the right candidates for your clients. With cut throat competition it is time to take informed and educated business decisions to cater to your clients while at the same time catering to your own organization’s need to make profits and provide the best procurement decisions and options.
Expanding your business means investment into hiring more resources to cater to the new business. However, the buck doesn’t stop there. Its providing them with the resources to work, the facilities and the benefits that again greatly add to the cost. In the recent years India has come up as a great destination to serve as an alternate to having to hire within your offices. India has become the cradle of the talent seeking world. Many of the Indian firms have gone global and vice versa. This has splurged a huge increase in resources well versed in international recruitments. HR Managers and recruiters from India now proudly adorn the cap of key decision makers in the Human Resources Departments in many of the world’s top organizations.
Since base level recruitment as well as recruitment through majorly all consulting and staffing firms is done over phones and emails, it becomes all the more easier for organizations to make use of this available talent pool of recruiters for their purposes. Companies have the option of either opening up their own Indian recruitment centers through which they recruit talent around the globe, or hire a recruiter on a contractual basis through an Indian partner firm.
No matter what course you take, it is imperative to have the process set up right and the expectations realistic. “Rome wasn’t built in a day” and key decisions are not taken and implemented overnight. It is important to weigh the pros of cons of all options before proceeding. After all, it’s a race and no one likes to lose!
Despite persistently high unemployment, companies still report difficulties in attracting and retaining top talent. HR budgets have remained flat but in few cases where there has been a slight budget increase, significant portion of it seems to have gone towards talent acquisition. With more & more companies looking at RPO’s for their talent acquisition, the hiring and assessment functions remain largely subjective and disparate with limited analytics and deficient domain expertise .RPO companies have operational challenges like having to review & assess loads of resume in a very short cycle time and sometimes no central repository with clear skill set classification. In addition the hiring process continues to be subjective and lengthy as against being objective. Irrespective of the challenges RPO’s are judged by their turnaround time, quality of submittal and recruiter quality. This situation is ripe for change, largely due to the drive towards cost efficiency. What the RPOs need is a proactive strategy as against reactive recruitment strategy. The supply demand ratio (employee/ employer) is not what it used to be- it is now a matter of identifying capable talent and training the talent. In the short run it addresses the business needs and in the long run reduces attrition( which is a huge problem in emerging economies especially with knowledge workers). In order to maintain competitive edge, it is imperative that proactive sourcing be given more weightage and companies/recruiters are able to classify a resume on multiple levels- not just look at them for the position being applied or source for. In addition structured recording of information during an interview process also helps in building talent pipelines.
Staffing has seen more changes in the last 5 years than we have over the last 50. As each year passes the gap continues to widen between the average staffing program and the exceptional one. With all the changes in systems, technology, worker attitudes, multigenerational workforces and economic volatility staffing has to do more than capture the available talent they have to deliver the talent that is relevant to their specific organization. With unemployment over 9% and in excess of 100 million resumes on the internet talent is available – the question to be answered is how to identify the talent relevant for your company. In order to answer that question Staffing Departments must perpetually design and redesign their programs, process and tools. Defining the talent that is relevant to your organization takes an understanding of your company, industry, competition and a specific understanding of ever changing departments and positions in which you are recruiting. This requires education, thought leadership, infusion of new tools and technology and ongoing change management. It is the difference between operating an average program and exceptional one. With the continued availability of new tools and technology Staffing has the ability to reinvent the way labor is engaged. This is no small task. While leadership understands the importance the reality is far more difficult. With a detailed focus on the talent that is relevant opposed to the talent that is available Staffing will decrease overall time to fill and increase retention for their organization. The good news is change is possible, the tools exist and you can start on your journey today.