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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.
The talent acquisition arena has changed dramatically in just the last 5 years. The recession was a painful lesson for many organizations. It is no longer a simple process of connecting a person to a job and a job to a person. Jobs and people are more visible than ever before, which is both a good and a bad thing. Many are overwhelmed with candidate information, available sourcing, multiple options and the ever changing landscape of recruitment technology. Organizations are demanding greater flexibility, less fixed expenses and better solutions to meet their talent recruitment needs. There has been a heighted demand for RPO services on an on demand basis based on real time hiring requirements.
We are consistently challenged to think outside of the box. What box??? Why not get rid of the box all together!
There is no one size fits all recruitment solution. There is no box. To compete in today’s world of finding great talent efficiently you have to think differently…react quickly and be ready to change the game. There is a new recruiter tool box.
To learn more, please attend this interactive session, Recruitment – Less is More. You will gain key insights into this new recruiter tool box, how the recession has changed RPO, and the best RPO option for your organization by joining a recruitment industry pioneer, Kim Davis, President/CEO/Founder DreamJobs as he discusses RPO in today’s market. Kim has been recognized as a thought leader by HROA, HRO Today, Everest Group and Ernst & Young as Entrepreneur of the Year.
Go further than simply accepting and absorbing change, and instead take the control and lead the change for the commercial good of the organization. Whether managed in-house or outsourced, the talent acquisition function and its costs are continually scrutinized and assessed for potential efficiencies.
In the current economic climate, the pressure to reduce cost and improve efficientcy remain a key priority, however there is an increasing evidence that shareholders recognize competive advantage is intrinsically linked to Talent and that talanted employees simply don't stay as long and atracting them in the first place takes tenacity and consistent focus.
For example- To gain the total cost of recruitment you must factor in the cost / spend related to the below
• The existing Talent Acquisition Team
• Time spent by non-Talent Acquisition HR resources e.g. HR Business Partners, HR Admin, HR Systems
• The ATS deployed to support the recruitment process including licenses,
maintenance,upgrades and enhancements
• Maintenance of web content, as it relates to advertising vacancies and brand
•Creation, design, maintenance and bounty payments for candidate referral programs
• Agency fees
• Creation of recruitment marketing creative and collateral, either via external partners or in-house
• Recruitment marketing e.g. job-board licenses, press/onlineads, events, fairs, sponsorship
• Hiring Manager time i.e. creation of vacancy, approval process, screening applications, scheduling interviews, interviews, offer negotiation and on-boarding
• Discreet resources or teams with in the business that have been created to support the recruitment process i.e. recruitment champions, admin teams, Central Governance Teams
• Third-party assessment tools e.g. psychometric testing, behavioral analysis
• Back ground screening/reference checking and preparation of paper work for onboarding
• Any communication with unsuccessful applicants
Join this webinar for a discussion on six steps you can take to examine your processes and develop a meaningful business case to demonstrate value. Are you routinely challenged on costs and the value you deliver? If so, take this opportunity to rethink the case for change and consider six steps that will help to objectively look at your processes, determine if change is needed and instruct on how to build the business case. Get insights on six steps you can take to assess your talent acquisition process and develop a business case to demonstrate the value delivered to your organization. If you are routinely challenged on costs and the value you deliver? Take this opportunity to rethink the case for change and consider six steps that will help to objectively look at your processes, determine if change is needed and instruct on how to build the business case.
This session, delivered by SeatonCorp CEO, Patrick Beharelle, takes a detailed look at the factors impacting the current U.S. Veteran Hiring landscape and how leading companies are doing the right thing and benefitting by hiring from a rich pool of veteran candidates.
Topics covered will include a review of the employment landscape for returning veterans and the need for veteran hiring initiatives, the key to understanding how veterans’ skills transfer from military to workplace and a series of best practices that leading companies are putting in place to tap U.S. veteran talent.
Whether your company is building its capability to build an in-house veteran hiring initiative or if you want to understand leading RPO tactics in veteran hiring, attend this session and learn how to answer President Obama's call to support our men and women in uniform: that after leaving their families and their jobs to fight for our country, they don’t have to fight for a job when they come home.
Furthermore, discover how implementing a robust veteran hiring system is not only good for veterans, but also good for the companies that hire them. Mr. Beharelle will take the webinar through detailed case studies of veteran hiring practices in action at top U.S. companies that have tapped in to this rich talent pool.
Patrick Beharelle is CEO of SeatonCorp, parent company to PeopleScout, a leading RPO provider that is working extensively on veteran hiring initiatives and is a parter to Joining Forces, a White House initiative dedicated to connecting our servicemen and women, veterans and military spouses with the resources they need to find jobs at home.
The recruiting environment is in a constant state of flux and change, and in an ever-changing space, to survive and compete successfully, recruiters, outsourcing companies, and HR departments must evolve to meet new challenges and take advantage of new opportunities. Join Marcy Maul, Director of Client Operations for The RightThing, an ADP Company as she discusses one of the latest trends to break onto the recruiting scene: talent communities.
Talent communities are not just buzz, but have become central strategic elements of the talent acquisition programs for numerous leading-edge companies. Effective talent communities enable organizations to quickly and efficiently bolster recruitment efforts and stock their pipelines with highly qualified active and passive candidates. Maul will show how talent communities can be used to proactively build engagement with talent.
Utilizing talent communities engages every aspect of the recruiting and hiring process – from demographic segmentation to mobile technology and social media use. Staying abreast of the rapid changes taking place throughout the recruiting environment is crucial for the development of a talent community that will provide your organization with the talent you need to remain competitive.
Maul will present an in-depth look at the thought process behind building a talent community as part of a recruiting strategy and discuss the multiple ways in which a successful and effective talent community can be created and utilized. Additionally, she will offer tips and tricks for building career opportunity pipelines through effective talent community management, boosting employer branding, and utilizing technology for increased talent acquisition successes.