Human Resources: More Time for your Business: RPO as a Recruitment Strategy

Rowan Williams Davies & Irwin Inc. (RWDI) is the leading wind engineering consulting services firm in the world. With limited HR resources and ongoing recruitment needs as diverse as project engineers, scientists, support staff, and even a CFO, RWDI required a recruitment strategy that would enable them to maintain their core business focus while attracting – and retaining – the very best talent. In this presentation, Sheila Smith, Senior HR Consultant at RWDI, shares her recruiting wish-list and her experiences on the journey to realizing the goals of most HR execs: a shorter recruitment cycle; cost-per-hire containment; easier access to hard-to-find niche skills; and enough time left over for HR to focus on strategic initiatives. If you’ve never considered Recruitment Process Outsourcing (RPO) as a strategy, find out first-hand how RPO is performing for this market leader, and the benefits it can deliver to your company.

Market leader RWDI has the same recruitment challenges as most of us: limited HR resources; diverse recruitment needs across geographies; the need to attract and retain the best talent. And, like all of us, they also need enough time to spend on the strategic HR issues that affect and enrich their core business.

In 2006, RWDI decided the time had come to implement a focused recruitment solution that would maximize their HR time. In this presentation, Sheila Smith, Senior HR Consultant at RWDI, shares some of their requirements for this solution, including the ability to:

Reduce the recruitment cycle
More easily access hard-to-find niche skills
Contain cost-per-hire
Scale to meet peak demands and specific geographies
Deliver recruitment metrics and reporting
Transition from an HR-driven to hiring manager-driven recruitment process
Improve screening and better assess candidates’ technical competency
Automate a repeatable process for effective, timely and accurate on-boarding

RWDI selected Recruitment Process Outsourcing (RPO) as their recruitment strategy. Join Sheila to find out first-hand why RWDI made this decision, what benefits they are realizing – and how RPO is giving 600 hours per year back to HR.

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