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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.
Hiring the right people is essential to any company. The capabilities, flexibility and potential savings that a Recruitment Process Outsourcing (RPO) provider can bring to bear can be invaluable. Realizing these benefits and ensuring a long term successful relationship are directly related to how the RPO engagement is implemented and managed.
In this webinar, two industry veterans will review the key attributes and proven methodologies when setting up and implementing an RPO engagement. Specific areas coved will include how to direct the effort, discovering recruiting requirements and goals, defining the key attributes required to deliver against those goals, designing supporting processes, systems and reporting, and finally delivering in a way that meets or exceeds expectations.
Not only will they review the details in each of these areas, they will also share real life examples of where RPO implementations went well and where they were doomed from the beginning. Join us for the highly engaging and interactive webinar.
What participants will learn
Overall design and execution of a Recruitment Process Outsourcing engagement
DIRECTING the overall effort
DISCOVERING the current state and how best to involve the key stakeholders
DEFINING success and avoiding misaligned expectations
DESIGNING the implementation and delivery to meet the definition of success
DELIVERING a highly effective and valued RPO relationship
This webcast is presented by John Younger, President, CEO and Founder of Accolo & Gary Bragar, Director of NelsonHall's HR Outsourcing program. John Younger and Gary Bragar are both active members of HR.com’s Recruitment process Outsourcing advisory board. Please Enjoy this Webinar on The Anatomy of Successfully Implementing an RPO Engagement.
With so many organizations gutting their recruiting teams in the aftermath of the economic meltdown, what are the options for staffing up when business demand presents new growth opportunities? How do you tackle a sudden hiring surge?
That was the dilemma faced by one of the world’s best-known gaming brands when it was gearing up for the opening of a new resort casino in America’s Heartland.
A similar effort a year earlier drew 12,000 applicants for 700 gaming table operator and supervisory positions. Resources required to screen candidates had to be shifted from other locations, leaving some sites short-handed. Internal capacity constraints created bottlenecks that allowed many candidates to slip through unscreened, impacting quality of hire. Issues with the interview process and scheduling resulted in a poor candidate experience, potentially tarnishing the brand long before the casino opened its doors to the public. Despite a 75-year legacy of excellence, the launch of more than 50 successful gaming establishments and a workforce of 70,000, recruiting remained a challenge for every new facility opening.
With legitimate concerns about its ability to handle volume requirements as well as introduce its brand values to potential employees (and customers) in a new market, the casino leveraged the proven talent acquisition expertise of its RPO partner to scale its recruiting process. In this session, you will gain insights about how you can lower costs, increase productivity and retention, and deliver a best-in-class experience, without establishing an elaborate recruiting infrastructure or employing long lead times. To learn more please join our webinar.
After more than two decades of evolving service delivery and thousands of engagements of various size and complexity there are many commonalities and lessons learned in outsourcing recruitment. However there are a few obstacles that continue to plague a successful launch and continued contracting with RPO companies.
During this presentation we will look at the primary reasons that a RPO initiative fails before it even starts and how to avoid them. These reasons include change management, setting appropriate expectations for both the company and the service provider, a balanced scorecard and identifying early those managers resistant to the change. These all impact the business case for RPO: Reduced Cost, Time to Fill and Quality of Hire.
In addition we will look at metrics, service level agreements and ROI for contract continuation as well as internal communications for trumpeting success. Too often we are looking at immediate cost per hire, cycle time reduction o ran increase in the quality of candidates and hires without understanding the baseline status or refuse to see the value, long-term, in the early start up phases of transitioning to a provider.
Data is powerful and can set your effort, and your service provider, apart from other business initiatives; your talent acquisition analytics can be a powerful driver or influencer of business decisions when captured and communicated effectively and in a timely, if not proactive, manner. But too often the data captured is old, incorrect or not what your audience needs – and you have many audiences to satisfy. If you know what the few metrics are for those around you (Users, influencers and decision makers) then you can correctly identify what data they need and when they will need it.
Join us for this story of failures so that yours will be one of success.
National talent acquisition trends are not in sync with the national media, cost per hire has risen 10% over last year, the time it takes to hire has increased by one week, and both relocations sign on bonuses are more frequent. How can this be with 12 million unemployed and the news consistently clamoring that the country needs jobs.
For talent acquisition professionals this can be a conundrum, how does one articulate to hiring managers why there positions are hard to fill given the current events. In the war for Talent 2.0 we will share why today’s workforce doesn’t necessarily have the candidate supply our companies seek. We talk about these current leading indicators and how they are a precursor to what we have know in our gut for awhile but have been unable to articulate to our hiring managers. We have now moved into a candidate driven recruitment cycle.
The strategic goals of this session are: One) To share with you how to gather and use marketplace talent intelligence. Two) To help you create a narrative and respond both internally and externally on how this talent intelligence affects current hiring. Three) How to convey this information to your hiring manager and leadership empowering them to make informed hiring decisions.
In order to achieve these goals we will cover all the external factors; the things out of our control that affect our ability to attract talent. We will then turn to the internal factors the things you can control as well as walk thru best practices, and talent acquisition tactics that give you a competitive advantage in your marketplace. This session will have low cost high return ideas and methodologies that talent acquisition could implement tomorrow.
Like it or not, hiring is difficult and it is about to become even more difficult. We will prep you for the upcoming battles.
Talent Attraction for the Modern Recruiter is a fresh look at what HR needs to be doing to get the candidates they want. This presentation follows a simple and easy to use methodology that when properly used will assist HR increase their success at attracting the right candidate, decrease the cost of recruitment and increase the profitability of the business centre. In short HR will be armed with the right tools to only hire the top performing talent. The presentation takes an in depth look at each step that HR must take in order to create a brand that resonates with candidates and that sets them apart from their competition.
The presentation deals with what HR must know about the business in order to accurately ascertain the required staff and how to drill into the company culture and business to define and create positive USP’s that set them apart from their competitors. This is the information that HR needs to be able to give to their RPO partner; armed with this information, the Outsource partner will be better armed to present the right candidates.
With real life case studies HR professionals can hear how other companies across different industries and locations have overcome talent management challenges. The presentation allows HR to step into the shoes of the recruiter, internal and external RPO partner and from there, can learn how to frame a different recruitment structure that is more conducive to proper talent attraction and retention. The seminar will also focus on retention and the framework of building talent retention strategies so that replacement recruitment is kept to a minimum. By working with your RPO provider, you can build a stronger relationship where your RPO partner will work with you on your organization's long term recruitment needs, not just the immediately needs exclusively.
Delivered by a Talent Management expert with years of both in-house and recruitment process outsourcing experience the presentation gives an honest review of what is currently happening in the market and how HR and recruiters can upgrade their recruitment processes and methodologies in order to move HR to a profit making centre. It is a must for anyone planning a recruitment drive.
This one hour session will explore the factors in deciding if your company should build your own dedicated sourcing team or look at the options of outsourcing. Learn the key issues surrounding the decision process of build, or buy. What are the advantages of an internal sourcing team? What are the challenges of building a sourcing team? Why should your company consider going externally?
If you see your should recruiters are all working on too many requisitions a month, it may be time to consider some external assistance with recruitment research. In some situations, you may want to remove any possibility of questionable integrity by accidentally sourcing directly from a sensitive client or customer.
The other reasons to go outside for your research would include firewall limitations imposed on employees by overzealous IT security departments, those slow connection speeds, the lack of a training budget to develop your own sourcing team, or a host of other business reasons why your organization does not allow you to conduct direct sourcing.
You may consider an outside firm. They may be able to manage those risks more effectively. If none of these stumbling blocks apply to you in your organization, then why not should consider building your own dedicated sourcing team. Internet sourcers, or researchers, can save your organization money by providing your recruiters with candidates that may never have applied directly through your company’s website or online with one of your job posting partners.
Learn the pros and cons of both sides to assist you in making the build or buy decision.
As more and more companies rely on outstourcing to fill special niches within an organization, there is a greater need for reliable baseline request documentation. In the criminal pre-employment and resident screening arena, end user companies are the ultimate last stop in making sure that the process, as outsourced to any variety of operatives, is compliant on a variety of levels. There is guidance on federal, state, and local levels. There is often directive legislation based on any particular industry. And there are legislated and opinionated directives from Federal Agencies such and the Federal Trade Commission, the Consumer Financial Protection Bureau, the Equal Employment Opportunity Commission, the Social Security Administration, and United States Customs and Immigration Services, among others.
Putting together a Request for Proposal (RFP) for criminal pre-employment or resident background screening services is the first step in assuring that the needs of any organization are going to met, that their corporate vision will be upheld, and that the duties and responsbilities of all the members of the screening process are aware of their duties and responsbilities in the process. The RFP process is not a quick exercise, and may entail many hours of work with input from any number of departments within an organization. With such an investment in manhours, any organization should rely on a more formalized process in which to evaluate a prospective solution provider.
Having a formal RFP as a baseline, with appropriate assessment and/or scoring functionalities, allows the end user client to make the most educated decision about which prospective outsourced vendor will make the best fit for their organization's screening initiative.
Success also lies in the ability to have continuous dialogue with the outsourced organization and the administration of incremental assessments to insure a program's compliance and long term success.