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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 fifth 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 components 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.
Still have questions about Recruitment Process Outsourcing (RPO), or are you thinking about how an RPO program might fit into your organization for the first time? This straight-forward webinar is a great place to start and a great way to fill in the blanks if you still have questions about RPO solutions.
This webinar will cover the basic RPO models available today, the typical uses for each and the benefits they can bring to your organization. RPO has many facets and is much more than just handing over your recruiting to an external resource. With the right program, you can totally outsource, sustain and augment or super-power your current recruiting resources. The key is understanding how an RPO program works and then selecting the right program and provider for you. If you are thinking about RPO, this webinar will help you get started in the right direction and if you already have some experience, this webinar will provide additional information on RPO models you may not be using today. Included will be a discussion of different rate models and goals for an RPO program. As an added bonus, you’ll also learn about some important keys to selecting an RPO provider.
Your presenter, Matt Rivera, comes from Yoh, one of the leading workforce solutions companies in the US, and has more than 23 years of experience in staffing and recruiting.
Don’t miss this opportunity to get started with RPO or simply increase your knowledge and comfort level with one of the fastest growing talent acquisition solutions available today.
Recruiting cleared professionals continues to be a challenge, but is it more challenging than recruiting in a commercial environment for non-cleared professionals? How are recruiters and their companies staying competitive? These are the questions we will discuss in more detail during the presentation. In our research we identify what some of the primary challenges are that recruiting professionals are confronted with in the defense and intelligence community, and how you can inevitably lose a great candidate. We also discuss how the competition on talent in the cleared community is based on clearance and not on competencies.
The challenges we discuss include contingent offers and possible variables included in contingent offers. We discuss how competition on talent in the cleared community is based on clearances and not skills. This tends to leave entitlement in the candidate. We also touch upon how clearance processing times have improved, but still prove to be the common delay in hiring candidates, and a consistent frustration amongst hiring managers.
We will review recent studies with regards to how the decrease in clearance processing time has surprising not changed how recruiters identify candidates. Just when you think you might get a break, you still find yourself resorting to the same processes and resources to get results. Many hiring managers and recruiters would still rather identify a candidate who already holds an active clearance.
In conclusion, we will discuss how some organizations are really taking an innovative approach to attract and maintain cleared professionals. It includes strategies referred to as "greening" and a "hire-in-place" offer. It may not resolve all the challenges, but is proving to stay competitive and be successful.
This presentation will provide a summary of NelsonHall’s latest assessment of the global Recruitment Process Outsourcing (RPO) marketplace, including perspectives on how the market is changing and what the critical success factors will be in the future. It will be hosted by Gary Bragar, Research Director for NelsonHall’s HR Outsourcing practice. This presentation will include:
• Definition of RPO
• Size of the RPO market
• Current and future state of RPO
• Buy-side requirements and RPO drivers
• Benefits of RPO
• Buyer inhibitors to RPO
• Vendor selection criteria
• Vendor challenges
• Critical success factors for buyers and providers
• How to Make RPO Implementation Successful
• Question and Answer
Full content of my current RPO study will include:
Analyzes of the global market for RPO and its constituent services. The report addresses the following questions:
1. What is the current and future market for RPO services?
2. What are the customer requirements and how are they changing?
3. What are the benefits / results vendors have been able to achieve for their clients?
4. What services are customers buying from RPO vendors?
5. What technologies and platforms are being utilized?
6. What is the size and growth of the RPO market by geography?
7. What is the size of the RPO market by industry and which is seeing increased demand?
8. How leading vendors are positioned within the RPO market?
9. What are the challenges and critical success factors for vendors targeting RPO?
10. Additional topics include: acquisitions and partnerships, who is initiating RPO, contract lengths, pricing, sourcing channels, including the advent of social media and what vendors are doing beyond year one of contract implementation to sustain success for their clients
So, maybe you’ve had your RPO model running for a few years now and you are still approaching it in the same ways that you were 5 or 10 years ago. Or maybe you are considering a RPO model. You still depend on posting some ads on a job board, or a social media site, your corporate site, mix in an occasional career fair, and then you wait and see what you get – and what your RPO partner sends you. If this is your current sourcing strategy – or worse yet – if this is what your future sourcing strategy is, you’re in big trouble!
The secret to having a stellar workforce in the day/years to come lies in attracting and retaining the new workforce. They’re young, hip, technically savvy, and can multi-task like nobody’s business…it’s Gen Y. This is the first generation to grow up with the internet accessible to them every day of their lives. Because of this, they see the world, and react to it, in ways that are much more unique than past generations. So if your sourcing strategy is as I described above, you are going to have difficulty in attracting the best of this generation – and ultimately, your company will suffer as a result.
In this session, I’m going to give you the secret to victoriously attracting and retaining Gen Y workers. If you have a current RPO engagement, I would go to your provider and demand that they put together a plan that addresses the unique needs of this generation. If you are considering moving to a RPO model – that could still be a very wise and cost effective decision (especially in light of the secrets I’m going to share with you today). Just make sure that the provider you select has some idea of what the new recruitment strategies will look like to get you the very best talent.
This 1 hour session will provide an overview and introduction to pre-employment criminal background screening investigations. It will also outline the 5 basic elements of a best practices criminal background search:
1) Point One: SSN Trace & Address Locator.
2) Point Two: U.S. Criminal Records Indicator Search
3) Point Three: County (or Statewide) Criminal Record Searches
4) Point Four: Federal Criminal Record Searches
5) Point Five: Driving Record Search
Additionally we will discuss some of the other additional items that employers search based on need such as employment and education reference verification, credentials verification, motor vehicle driving reports, social media screenings, E-Verify programs, and screening for non-profits.
The Fair Credit Reporting Act (F C R A), the Fair and Accurate Credit Transaction Act (F A C T A) and the Equal Employment Opportunity Commission are all weighing in on the background screening process. We’ll discuss the major parts of what each of these agencies say in regards to background screening.
1) Fair Credit Reporting Act - has 29 categories with which credit and criminal reporting agencies (CRAs) and employers must comply.
2) Fair and Accurate Credit Transaction Act - The act allows consumers to request and obtain a free credit report once every twelve months from each of the three nationwide consumer credit reporting companies (Equifax, Experian and TransUnion
3) Equal Employment Opportunity Commission - The U.S. Equal Employment Opportunity Commission (EEOC) is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information.