Let’s face it, if you are in a talent acquisition function you are often in the hot seat!

Recruitment is often in the line of fire…looking for the silver bullet.  This hot seat can get even hotter!  Dr. John Sullivan, internationally known HR thought-leader has some striking numbers:

• 70% of organizations have a weak pipeline.
• $7K is the cost per day when operating without a key player.
• $300K Cost of a poor key player hire.

Now that summer is just around the corner, we want to help you take recruitment off the hot seat!  Our Talent Acquisition Consulting Services is offering a free, no obligation consultation.  We want to learn more about your current challenges and provide some insight on potential solutions that can be applied today to strengthen your talent acquisition strategies.

This sizzling offer ends June 21st the first day of summer.  Contact us to learn more!

72.8% of all new hires come from maximizing 4 candidate sources.

According to the CareerXroads Source of External Hires Survey, a majority of new hires can be traced back to one of four leading candidate sources.  What sources are not in the 72.8%?

Source of Hire – Under 5%               2012                2011                2010

Walk-ins                                            0.3%                0.8%                0.7%

Career Fairs                                       1.2%                1.9%                1.8%

Temp/Contract-to-Hire                         1.5%                2.1%                2.4%

Print                                                  2.3%                2.2%                2.0%

Social Media                                      2.9%                3.5%                NA

3rd Party                                           3.1%                2.8%                2.3%

Rehires                                              3.3%                4.3%                2.8%

Relying on one or a combination of the above sources for recruiting talent means you are likely missing out on building larger and deeper candidate pools to meet your talent needs.  You must work directly to maximize all recruiting resources, including those that produced 72.8% of all new hires.

Recently a new client had tried everything from staffing agencies to 3^rd party recruiters to print ads – it was not working!  New approach deployed, qualified candidates screened and 3 offers acceptance all within 20 days.  Higher quality talent and a recruiting cost reduction of 68% over temp-to-hire costs!

What’s the risk in taking a few minutes to learn more on how our strategies are working for others?  At the very least, we will share with you what sources made up 72.8% of hires in 2012.

According to the American Staffing Association; up to 90% or more U.S. businesses use staffing agencies. So, we are making an educated guess that you are or have used agencies. 80% believe this is a good way to find people who can become contributing permanent employees.

CareerXroads Source of External Hires Survey released in February 2013 might surprise you:

Temp/Contract-to-Hire:

1.5% in 2012
2.1% in 2011
2.4% in 2010

Wow 1.5%! 2011 and 2010 are not great either!

For the 80% that believe it is a good way to find permanent employees the numbers tell a different story. Pressing 3rd party agencies to do more or adding/replacing agencies will likely not change results – it simply is not in a staffing agency’s DNA.

We provide Selective Recruitment Outsourcing Services – a non-traditional staffing and recruiting delivery model. Our value proposition:

• Recruit Talent – Maximize those recruiting resources that produced more than 2 of every 3 new hires.

• Increase Recruiting ROI –Achieve savings of 40% to 70% over staffing agency fees.

Recently a new client had tried everything with staffing agencies – it wasn’t working! New approach deployed, qualified candidates screened and 3 offers acceptance all within 20 days. Higher quality talent and a total cost 68% lower than temporary-to-hire fees.

Recruitment Process Outsourcing (RPO) is not new. Large companies have been outsourcing segments of their recruiting process for years. Over the last decade, smaller businesses haven’t had many options – having neither the scale and buying power of large firms, nor the staffing volumes to make a business case an in-house recruitment function.

Small and medium-sized businesses [SMBs] often rely on the most expensive and often least effective candidate sourcing options – staffing agencies and recruiters. They are still left with the time and cost burden of a majority of the recruitment functions such a candidate screening, interviewing, on-boarding; which often falls on the hiring managers who are also responsible for managing the business.

By transforming processes, utilizing best practices, and replacing a fixed cost base with a variable charging structure, RPO can significantly reduce the cost and time dedicated towards recruitment. The time has arrived – RPO for SMBs is now a real option with many providers offering the ability to select only those recruitment processes that will help you better manage the recruiting process.

2013 is an excellent time to look at RPO providers who focus on providing solutions to small and mid-sized companies. These providers have affordable solutions that can take on the burden of operational recruitment activities, allowing businesses to focus on core value-creating and strategic activities.

According to the American Staffing Association; up to 90% or more U.S. businesses use staffing services. Eighty percent of those who use staffing agencies indicate that they offer a good way to find people who can become permanent employees. These are impressive numbers that show the use of staffing agencies is deeply woven into the fabric of American business.

Taking these numbers into consideration, you would assume one would be able to put together an equally compelling timeline showing a rapidly evolving service delivery model. Going back two, five, ten or even twenty years the tools used in recruiting have certainly changed; but has the client/agency service model evolved? It is remarkable how little the temporary, temp-to-hire, contingent search and retained search pricing and delivery model has changed over this time-frame.

The client/agency staffing model as a key component of talent acquisition is broken. There, we said it!

The basic operational structures at a majority of agencies inhibit them from providing strategic value for clients. Driven by fees based off a percentage hourly and annual wages; they can only adapt to their earnings objectives. In this structure, a thorough understanding of a company, culture and organizational specific recruiting needs is difficult to obtain. When used as a key component of talent acquisition, it’s a model of inefficiency and ineffectiveness at a time when such attributes are the last thing companies and leadership should be tolerating:

 
• The agency business model is driven by making placements; whether it is at your organization or your competitor down the street.

• In this model speed and volume of placement holds more value than quality-of-hire, cost-per-hire and hiring manager satisfaction with the recruitment process.

• To compete for more volume, many agencies will lower their fees; but a lowering of fees does not raise the overall efficiency or effectiveness of the recruiting process.

• The agency business model is not built to be a high performance and metric driven talent acquisition solution.

Now more than ever, a fixed price recruitment process is becoming a best practice. With so many applicants using the internet to find jobs, the previous standard of service from the agency business model is becoming overpriced and unnecessary. The agency business model is not cost-effective and outdated when they are asked to act primarily as applicant sorters – a highly transactional process given today’s recruiting technology.

To be fair, the staffing agency model can play a valued role when delivering services from their core strength. Temporary staffing, contract placement and executive search are vital staffing processes for many companies. All too often, it is human resources or a hiring manager making a call to the Wizard of Oz [Wizard of Staffing], who mysteriously manipulates the recruiting levers from behind a curtain to grant you access to the agency’s exclusive candidate database. Why not manage your own recruiting levers and create your own exclusive candidate database?

The changing dynamics of recruiting has generated a demand for a cost-effective fixed fee recruitment services. Recruitment Process Outsourcing [RPO] is the answer!

Complete job requirements; applicant friendly online applications, ATS functionality, skills analysis, candidate slating, background screening and much more are offered by recruitment outsourcing to assist a company in making the right decision. Companies now more than ever have easy access to DIY recruitment.

Recruitment Process Outsourcing providers can help you conduct a thorough needs analysis to determine which talent solutions best meet your specific needs. This analysis will help you recognize what you do well and then selectively outsource the other processes. With RPO, you leverage valuable recruiting expertise to support [not replace] your talented people.

Reliance on the agency business model of last century is not adequate for twenty first century talent acquisition. RPO is well positioned to make the hiring process as easy and as professional as the client needs while providing access to the ever increasing recruiting toolbox at a greater level.

Matt Schreyer, President and Co-Founder of Instigate, Inc.

Change is Hard.

Change is hard because we overestimate the value of what we have and underestimate the value of what we can gain by giving that up.

When it comes to recruiting, the value proposition for Recruitment Process Outsourcing (RPO) has never been greater. RPO helps companies create greater efficiencies, reduce costs and improve business processes. Organizations looking to gain competitive advantage can look to RPO to make leaner and smarter decisions around talent.

Change has Value.

We know RPO is an exciting alternative to more traditional and more costly recruiting options; but it is hard to take those first few steps towards change. You are just a few steps away from an RPO process that can drive your employer branding, improve candidate quality, free up internal staff, shorten time-to-hire, increase hiring manager satisfaction, and greatly reduce hiring costs.

RPO is Easy.

Take that first step and partner with an RPO service provider for a higher level of service. Quickly increase your recruiting bandwidth, remove fixed overhead costs and increase access to more recruiting resources. RPO providers are a great source for analyzing your needs and providing consultation. Take that first step and contact an RPO service provider today!

Recruitment Process Outsourcing Association (RPOA), the first professional association for the Recruitment Process outsourcing (RPO) industry, today announces 2013-14 Board Members

San Rafael, CA (PRWEB) Janaury 22, 2013 – Recruitment Process Outsourcing Association (RPOA), the first professional association for the Recruitment Process outsourcing (RPO) industry, today announces a new Board for 2013-14.

“As Recruitment Process Outsourcing (RPO) has reached new high growth years, industry leadership is critical,” emphasized Mike Mayeux, Novotus CEO. “This segment is just over a decade old and continued collaboration between the companies that provide this valuable service will have a material impact on existing and future clients of RPO services”.

“We have big plans for taking the RPOA to a new level of service for both buyers and providers of RPO.” – Mike Mayeux, Novotus CEO and RPOA President

The 2013-14 RPOA Board include: President, Mike Mayeux of Novotus; President, Vice President/President Elect; Joel Capperella of Yoh; Immediate Past President, John Younger of Accolo; Secretary/Treasurer, Matt Schreyer of Instigate; At Large Board Member, Mark Lukens of Method3.

“I am delighted to see the organization grows so fast with such capable executives,” said John Younger, Accolo President. “The organizations they represent continue to define and elevate the entire recruitment process outsourcing industry.”

In addition to peer-support and thought-leadership, the RPOA’s mission is to educate the market about RPO. Joel Capperella, Yoh’s Vice President of Marketing, expresses his commitment and passion for this mission: “The RPO space is incredibly underserved by the ‘analyst’ that serves it,” Joel said. “Not only are the buyers increasing the sophistication with which they approach evaluation of the services, the services themselves are becoming more segmented to meet the demand of a changing market. As such, I firmly believe that we as practitioners must be committed to providing as much information and value to the entire ecosystem so that the discipline serves to advance the workforce related strategic objectives of even the smallest organizations seeking to take an outsourced approach to their recruiting needs”.

“The passion John and Mike put into starting and growing the RPOA is inspiring,” said Lamees Abourahma, RPOA Executive Director. “With the commitment of the new Board and the growing membership, we have the momentum to achieve new breakthroughs for the RPOA and the RPO industry.”

About RPOA

RPOA, a nonprofit 501(c)(3) organization, recognizes that Recruitment Process Outsourcing (RPO) is a unique industry requiring a common set of requirements and standards. Its membership is comprised of RPO service providers committed to educating the marketing about RPO, promoting its benefits, incorporating common metrics and comparative information, and developing and enforcing certifications. Member companies benefit by better understanding the benefits and risks of recruitment process outsourcing, having access to a variety of tools to support the decision to consider RPO, access to certified service providers through an organized RPO process, and direct connection to other members to learn from their experiences.

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Press Contact

Lamees Abourahma
Recruitment Process Outsourcing Association (RPOA)
info@rpoassociation.org
(804) 897-1310

Recruitment Process Outsourcing (RPO) is not new. Large companies have been outsourcing segments of their recruiting process for years. Over the last decade, smaller businesses haven’t had many options – having neither the scale and buying power of large firms, nor the staffing volumes to make a business case an in-house recruitment function.

Small and medium-sized businesses [SMBs] often rely on the most expensive and often least effective candidate sourcing options – staffing agencies and recruiters. They are still left with the time and cost burden of a majority of the recruitment functions such a screening resumes, interviewing, on-boarding; which often falls on the hiring managers who are also responsible for managing the business.

Even for SMBs, the recruitment process has many tasks or transactional based activities that can be completed outside the organization, increasing efficiencies through economies of scale. Over the last several years the RPO market has continued to evolve and now provides viable options for SMBs.

Now is an excellent time to look at RPO providers focused on providing solutions to small and mid-sized companies. These providers likely have affordable solutions that can take on the burden of operational recruitment activities, allowing businesses to focus on core value-creating and strategic activities. By transforming processes, utilizing best practices, and replacing a fixed cost base with a variable charging structure, RPO can significantly reduce the cost of recruitment. The time has arrived – RPO for SMBs is now a real option.

You might get a number of recommendations when it comes to online recruiting resources; but often these resources fail to be the right short or long term solution making the hiring of top talent hit or miss.

You may benefit more by building upon your current employer branding efforts. Our clients find that the key to employer branding is to expand your recruitment bandwidth and let data/metrics identify your best recruitment resources.

So what is the impact of effective employer branding?  Here is a snapshot of recent efforts for one of our clients:

• 44% – Increase in monthly applicants at company career site
• 372% – Increase in engaged visitors to career site over Leading Classified Advertising job postings only
• 478% – Increase in engaged visitors to career site over Leading Major Job Board “A”  job postings only
• 559% – Increase in engaged visitors to career site over Leading Major Job Board “B” job postings only

Results by company and industry certainly will vary; but dramatic increase in average monthly engaged visitors and active applicants can be achieved with effective employer branding.

Yes, it might cost more than a few hundred dollars on the front-end; but if you are open to exploring the deep value delivered compared with more traditional recruiting approaches the ROI will be significant.

Contact us today to learn more….

Employer Brand is your “up front” reputation in the marketplace.  It is most often determined by how you manage the recruiting process. Remember, it is distinct from your other brands because it is not based on what others say about you but on what candidates experience for themselves.

We are hearing more frequently about companies with otherwise decent branding routinely turning off candidates during the recruiting process. How do you treat candidates?

Here is a quick checklist to help you manage employer branding efforts:

•Job Postings – Are they 500 words or less [not a cut and paste of a job description]?

•Career Site – Does it send the right candidate message?

•Recruitment Process – Is your recruiting processes and technology supporting a positive candidate experience?

•Interview Process – Do you know your top candidates? Is your team and hiring managers sending the right message to them?

•Offer Process – Is it quick and does it provide complete information to your top candidates?

•On boarding Process – Does it remove any and all “buyer’s remorse” for your selected candidate?