PRACTICAL RPO GETTING REAL BENEFITS

FROM AN RPO PROGRAM

JUNE 10, 2015

Let’s Get

Real!

TODAY’S SPEAKERS

ANDY ROANE VP RPO

MATT RIVERA VP MARKETING

Andy brings more than 16 years of human

capital industry experience to his role. This

lengthy experience includes six years as

vice president of operations for

PeopleScout, where he led RPO

engagements with several Fortune 500

companies.

In his role, Matt is responsible for the

strategic direction of Yoh’s marketing

efforts. Matt manages an exceptional team

of content and candidate marketers to

provide content, information and

engagement to our audiences. He has

more than 26 years of experience in

staffing and recruitment.

SPEAKER SPEAKER

Agenda

Today’s Speakers

Key Takeaways

Why RPO?

#1 Situational Analysis & RPO Solution

#2 Situational Analysis & RPO Solution

#3 Situational Analysis & RPO Solution

Needs Assessment and Alignment

Connecting RPO to Business Objectives

Questions

RPO can be as unique as your

company culture and your company’s

needs. And it should be.

The ability to scale your recruiting

efforts (up or down) is a great use of

RPO. But it’s more than volume – it’s

about quality.

RPO can improve all or part of your

recruiting processes, but the real

value is in building long-term process

improvement.

RPO is a great first step to improving

overall talent acquisition processes.

And talent is what will allow your

company to achieve its goals.

Key Takeaways

#1

#2

#3

#4

What is driving the need for an outsourced recruiting solution?

Where can RPO have impact?

Drivers for RPO Today

RPO Value Proposition Evolution

Cost/Efficiency

•Scalability

•Reduce cost per hire

• Improve quality of hire

• Increase efficiency

•Analytics and metrics

•Technology ROI and cost avoidance

PHASE 1

Business Impact

• Improved talent pool quality

• Increased hiring manager engagement and satisfaction

•Optimized recruiting

•Targeted analytics and metrics

PHASE 2

Workforce Strategy

•Workforce planning and alignment with overall business strategy

• Increased organizational agility

•Optimal talent resource allocation

•Predictive analytics

PHASE 3

CHANGE MANAGEMENT

DIVE IN

Poll Question

How would you describe your current talent acquisition processes?

Manufacturing Company

Recruiters: 20

Annual Hires: 700

High-end Engineering and Tech Positions

Seasonal Fluctuations

Acquisitions

New Locations/Divisions

Changes in Technology

Situation #1 – We Have How Many Recruiters?

RPO Impact:

Cost Savings

Change Management

Scalability

Center of Excellence (COE)

Advertising

Sourcing

Administrative Support

Situation #1 – How RPO Helped

Bio-Tech Company

Recruiters: Few

Costs: High

Mid-Sized, Fast Growth

Growth Outpaced HR Capacity

Bolted-On Talent Acquisition

Using Search Agencies

Situation #2 – What’s Broken?

RPO Impact:

Cost Savings

Talent Acquisition

Alignment

Recruiting Data

Hiring Manager Relationships

Talent Communities

Connection to Business Goals

Situation #2 – How RPO Helped

Global Agri-Business

HR Staff: Varied

Annual Hires: 375

Fluctuation: +/- 20%

End-to-End RPO

Full Range of Skill Levels

Cost Per Hire

Changing Approach to Talent Acquisition

Situation #3 – What Happens When Things Change?

RPO Impact: Ability to Change

Focus of Program

Cost Per Hire

Shared Risk

Hiring Agility – Change in Types

of Hires

College Recruiting

Internal Mobility

Situation #3 – How RPO Helped

Needs Assessment and Alignment

How do you communicate needs with the C-Level?

What do you look at to evaluate your needs?

Why is alignment critical?

“…the key to (an RPO partnership) success is engagement.

Successful business relationships involve transparent

communications - the use of business metrics to measure success

and information sharing. Without these aspects, gaining an ROI

on the investment in an RPO solution becomes very difficult.”

It’s a two way street.

Connecting it to Business Objectives

What is the connection?

How do you connect them together?

• Alignment

• Executive Support

• The Right Data to Guide

Business Decisions

Questions?