Workforce Solutions Webinar - RPO Essentials for Success · Adoption Levels across the RPO Client...

Workforce Solutions Webinar - RPO Essentials for Success

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Moderator:Stephen Clancy, CCWP, Director, Contingent Workforce Strategies, Knowledge & Research

Speakers:Mark Hedley, Global Head of Professional Recruiting & RPO Strategy, Deutsche BankElizabeth Rennie, CCWP, Global Workforce Solutions Director, SIA

Thursday 23 March 201715:00 GMT Time (London, GMT)

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This webinar is broadcast through your computer speakers via the audio broadcasting icon on your screen. You may adjust the sound volume by using the slide bar on the audio broadcasting icon. You may dial into the call by dialing EUROPEAN NUMBER:+44-203-478-5287 or US 650-479-3208 and using access code 661 127 554. Need other assistance? Please contact SIA customer service at [email protected]. The presentation will be available 48 hours after the webinar.



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Today’s speakers…

Stephen M. Clancy, CCWPCCWP, Director, Contingent Workforce Strategies, Knowledge & Research

Mark Hedley, Global Head of Professional Recruiting & RPO Strategy, Deutsche Bank

Elizabeth Rennie, CCWP, Global Workforce Solutions Director, Staffing Industry Analysts


Workforce Solutions Webinar - RPO Essentials for Success


RPO Market Developments

RPO Buyer Adoption

Source: European WF Solutions Buyers Survey 2016: Trends in supplier management strategies

Use of RPO –In Place Today

Exploring within2 years

NotConsidering

36% 28% 36%

Source: European WF Solutions Buyers Survey

2016: Recruitment Process Outsourcing 14%

18%

21%

21%

39%

54%

64%

68%

Improving workforce analytics

Improving workforce planning

Improving legal compliance

Meeting talent needs of a short term project

Improving quality of hires

Making hiring more scalable

Reducing costs

Improving recruitment efficiency

N= 28

RPO Drivers to Adoption


RPO Key Trends

Source: RPO Market Developments 2016

1The Rise of “Sourcers”

2The Candidate is King

3Digital Personalization & Matching

4Strategic Talent Management

5Total Talent Acquisition


Audience Poll


Critical Steps to RPO Program Success

Service Scope -

Fit for purpose

Capability -

Across markets and technology

Scalability & Agility

Visibility and Control

Culture for Innovation

Level of Investment in Strategic Partnership


Fit for Purpose, focus on the organization mission, not the just the stress points/failure modes

Recruiting Service vs RPO Solution

Defines partner roles in the solution structure

Build RPO service components that achieve solution mission

1. Service Scope


Adoption Levels across the RPO Client Base

Example Services Scope – Components

2%

10%

24%

38%

39%

43%

43%

50%

56%

60%

72%

87%

90%

Gamification Services

Video CV's, Video Interviews

Strategic Workforce Planning

Interviewing Performed by RPO Provider

Integrated Workforce Planning (Contingent & Permanent)

Vendor Management (where using suppliers/agencies)

Career Site development & branding services

Assessments & Testing

Diversity Program Support

Onboarding

Internal Moves

External Labor Market Data & Benchmark Service

Talent Pool Management & Reporting

Source: RPO Market Developments 2016


Inventory provider’s capability strengths and weaknesses by market

Availability of comparative benchmarks

Review by operating market and talent segmentation requirements

Align to talent acquisition mission and strategy

Management capability

Due diligence

2. Capabilities


Decentralized model with business leaders not aligned demanding detailed change management. No sourcing, recruitment marketing strategy in place. Need to select and implement ATS/CRM in 45 days. Senior stakeholder within client left after first week of implementation. Projected opening up to 12 Dentist requisitions in 1st month and opened with 60+ requisitionsCompressed deadlines - 30 days to prepare and train the team. Needed to support annual hiring volumes of 1,450 (1,270 Dental Office, 180 Corporate) for Dentists, Hygienists, Dental Assistants, and Patient Care Coordinators across 375 US locations and 18 States.

Standardize implementation plan, workflow, sourcing strategy and reporting methodology

Streamline process and tools for more efficient performance

Leveraged targeted market research and competitive intelligence to identify solutions in challenging markets

Deploy an adjusted, specialized, dedicated team for each ramp

Implemented ATS/CRM in 45 days

111 hires in first 60 days35 unique talent pipelines built in 90 days

1,648 members of the talent community within 30 days of launching

5,252 sourcing leads in first 60 days -4,820 unique applicants in first 60 days

Case Study: Smile Brands Group had no recruitment strategy and it was moving its recruitment activities from a decentralized model to a centralized model

Source: Seven Step RPO

Challenge Solution Result


Market-driven demand capability, both up and down

Solution scope growth

People, process, technology and methodology

Agile contract terms that support tactical and strategic change through a continuous improvement framework

3. Scalability & Agility


Client's initial interest in a recruitment outsourcing initiative began with new leadership in human resources inheriting a project that was 30% behind the hiring goal in a highly visible growth initiative. They sought a scalable recruitment process to reach growth targets by end of year (8 months). They recognized that a national, niche RPO provider was needed to accommodate the highly specific recruiting needs coupled with the urgency and tight hiring timelines necessary to reach their goals.

Complete talent management system overhaul

Assist in selection, implementation and integration of global applicant tracking system

Implement accurate and verifiable recruitment analytics to pinpoint inefficiency

Scalable solution to support cross-functional, highly specific hiring needs

Reduced time to fill from 77 days to 56 days

Reduced resume to offer ratio from 7:1 to 3:1

100% of growth goal achieved on Aug. 31—4 months ahead of target and under budget

Reduced overall cost per hire by greater than 30%

440 successful, cross-functional requisitions filled across four continents and 14 different countries


Case Study: Global Biotech manufacturer of high-tech optic systems was 30% behind its hiring goal and needed to find new ways to achieve its hiring targets


More then reporting, need real-time analysis to establish control

Stakeholder visibility and not just PMO control

Both transactional and solution mission visibility

An outsourcing solution should enhance your control

4. Visibility and Control


The Art, Science and ultimately the competitive development of talent acquisition never stops

Who is driving innovation in your talent acquisition partnership and how?

Being strategic is essential in engaging a workforce solution partner to gain competitive advantage

5. Culture of Delivering Innovation


The client, a large German hotel chain with nearly 40 properties in Europe, was experiencing significant recruitment challenges domestically, where the demand for talent with hospitality skills has outpaced supply. Hospitality talent in Germany is scarce—and with the World Travel & Tourism Council stating that the country is now the third largest travel and tourism economy in the world, it’s poised to become even scarcer in the near future. The client’s internal recruitment capabilities were no longer able to meet the company’s need for skilled talent that would also be a good culture fit.

Detailed candidate profiles were defined to design the recruitment strategy that explored new avenues to reach candidates. These helped determine the Internet browsing, lifestyle, and job seeking habits of high potential candidates. Based on this data, an innovative, multi- channel sourcing campaign was created that utilized new avenues—like eBay—to reach candidates while at the same time, communicating the unique, distinguishing characteristics of the hotel chain’s brand and EVP.Talent community software was customized to maintain a continuous pipeline of talent.

Time to hire was reduced by 25% Cost savings exceeded targets by recruiting more than 90% of direct hires.

Additional results included high levels of manager satisfaction and success at meeting oroutperforming every agreed-upon KPI

Case Study: German Hotel facing acute hiring challenges used employer branding and talent community development to reduce time-to-hire by 25%

Source: KellyOCG



Not just tactical, not just a “recruiting service ”

Must participate as a strategic workforce development partner

Tactical success maybe, but still a strategic failure

Some level of dedicated team required that builds a relationship with the business to best understand needs

6. Establishing a Strategic Partnership


Local council who offered social care service had ~80% of the production roles were filled with contingent workers—many required training and were susceptible to turnover.

This had a negative effect on the organization’s bottom line because it led to inefficient operations with gaps and inconsistencies in product production.

There was a shortage of skilled children social professionals

Permanent and temporary recruitment responsibility given to one vendor.

Redefined “quality” and developed employment brand.

Built recruitment campaigns, incl. video and social. Performed demographic talent mapping. Initiated a temp-to-perm conversions including microsite promoting permanent benefits, distributing literature, running workshops and delivering bespoke assessment centers, as well as streamlining temporary pay rates and transitioning qualified care workers onto day rates, whilst implementing a pay reduction.

Reduced hard-to-fill social care vacancies by 75% over 9 months

Recruited 137 social care permanent roles at an average of 98% direct fill over 12 months

Reduced reliance on agency staff from 40% to 15%, resulting in a reduction of 50% in staffing costs against these posts. Over six years, the contract has accumulated over £2m of savings

Average time-to-hire of 20 days

Average time-to-clear (safeguarding) of 15 working days

Case Study: A total talent acquisition approach reduced the reliance on agency workers from 40% to 15%, reducing the number of unfilled vacancies by 75% over 9 months for a UK local authority, saving £7m over the contract term


Source: Capita


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Links to SIA Resources cited:Workforce Solutions Buyers Survey - Recruitment Process OutsourcingWF Solutions Buyers Survey 2016: Trends in supplier management strategies RPO Market DevelopmentsWhen is RPO a good workforce solution fit (or not so good)? - April 2016

Where to Find More?


http://www2.staffingindustry.com/eng_member/Research/Research-Topics-Reports/Europe/Workforce-Solutions-Buyers-Survey-Recruitment-Process-Outsourcing

http://www2.staffingindustry.com/eng_member/Research/Research-Topics-Reports/Europe/Trends-in-supplier-management-strategies-2016


http://www2.staffingindustry.com/site_member/Webinars/North-American-Buyer-Webinars/Buyer-Webinars/Archived-Webinars/Buyer-Webinar-RPO

Contact Member Services for more information:Phone: +44-207-194-7759 Or Email: [email protected]

SIA CCWP Class @

2017 CWS Summit Europe,

Berlin, Germany

April 24th & 25th

or 2017 Online Class:The Anytime, Anywhere Class

2017 CWS Council CCWP Class

Volume Discounts are available.


Contact Member Services for more information:Phone: +44-207-194-7759 Or Email: [email protected] * Volume Discounts are available.

CCWP Certification Classes

April 24th & 25th Berlin, Germany CWS Summit Europe

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The CWSC Support Team

Bryan PeňaSVP, Contingent Workforce StrategiesE: [email protected]: +1-650- 209-8103

Stephen ClancyDirector , CWS and ResearchE: [email protected]: +1-650- 390-6218

Dawn McCartneySenior Director , CWS and ResearchE: [email protected]: +1-650- 390-6170

Peter ReaganDirector, CWS and Research (Europe, APAC & LATAM)E: [email protected]: +44 207 194 7746






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Links to SIA Resources cited:Workforce Solutions Buyers Survey - Recruitment Process OutsourcingWF Solutions Buyers Survey 2016: Trends in supplier management strategies RPO Market DevelopmentsWhen is RPO a good workforce solution fit (or not so good)? - April 2016

Where to Find More?



http://www2.staffingindustry.com/eng_member/Research/Research-Topics-Reports/Europe/Trends-in-supplier-management-strategies-2016


http://www2.staffingindustry.com/site_member/Webinars/North-American-Buyer-Webinars/Buyer-Webinars/Archived-Webinars/Buyer-Webinar-RPO

Workforce Solutions Webinar - RPO Essentials for Success · Adoption Levels across the RPO Client...

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