This is all about recruitment process outsourcing and Clearly slided with Basic ideas for RPO

1. Recruitment Process Outsourcing
The lifeblood for many businesses
Welcome to

2. What is RPO?
Recruitment Process Outsourcing is quite simply using the
expertise of recruitment professionals to manage the internal
recruitment in your business.
• Company staff needs analysis
• Recruitment and budget planning
• Assistance with recruitment process development
• Conducting recruitment drives
• Employee induction
• Talent Management program
Recruitment is a complex procedure that requires thought and planning

3. Who uses RPO?
Statistics
• There was an increase of 27% in RPO contracts
in 2011 representing $1.4 billion in revenue.
• 70% of companies rehired the same RPO
provider
• 10% re-used RPO with a different RPO
provider
• 12% used RPO for once off projects
• Only 8% did not reuse RPO again
• 62% of RPO projects were multi-country
projects
All companies. SME’s and Blue-chip and PLC’s

4. What’s in RPO for me?
• Time. Enabling key personnel to get on with growing
the business.
• Gain access to a team of professionals for a fraction
of the cost.
• Have a consultant who can assist you with end to end
recruitment planning and role out.
• Reduce the total fixed and variable costs associated
with recruiting.
• Scale recruiting capacity up or down on-demand.
• Institute a consistent and predictable recruit-to-hire
process.
• Increase candidate quality.
• Reduce time where roles are vacant.
• Increase hiring manager satisfaction and have
required staff in place so the business does not suffer.
• Assist with marketing and enhance employment
branding.
• Reduce turnover and impact on business & other staff
members.

5. What do I need to think about when recruiting?
• Discover the current and future talent needs for the
company.
• Budget planning & analysis.
• Identifying recruiting timeframes.
• Media strategy – best route to identifying talent.
• USPs and how to market yourself to attract the right
calibre candidates.
• Identify the possible hidden costs of recruitment process.
• Cost of induction, training and staff integration.
Recruitment takes a well thought out plan and the
assistance of experienced professionals

6. Benefits of Proper Recruitment Planning
Reduce possible
tension with
current staff by
getting staff
input and their
buy in Ensure all hires are
necessary and will
compliment
current staff and
add to the bottom
line
Reduce staff
turnover by hiring
the right people
that fit with the
team.
Reduce time
spend on
recruitment taking
away from normal
day to day
operations
Decrease risk of
making a mistake
by spending or
using unnecessary
money/resources

7. Understanding what is involved in recruitment
Meeting with management to understand growth plans for the company.
Understand the actual positions that must be filled and in what length of time. Learn from past
mistakes and create a new structure and recruitment process that must be adhered to.
Provide detailed job descriptions outlining the position and the length of time person required.
Ensure all skill sets and personality traits and competencies have been identified.
Research salary market rates and agree salary brackets and benefits .
Control costs. Create a budget for recruitment
Agree recruitment and interview process which is adhered to across the company to ensure quality
standards are upheld.
Conduct market research to identifying the best mediums to advertise and costs of same. Ensure
response is measured.
Get clear on the company position, where it’s at and where it’s going. The values across the business.

8. Understanding what is involved in recruitment
Place adverts and review quality of applicants and update ads or change recruitment project as
necessary to increase quality applications.
Acknowledge applications received and measure response.
Prepare questions and format for interviews.
Set up and conduct first interviews.
Liaise with key management personnel to identify and compile a candidate short list.
Notify applicants of their rejected applications.
Set up and conduct second interview and / or third if necessary.
Action any employment testing (psychological, physical or medical).
Do reference and background checks.

9. Qualifications checking with the relevant body.
Notify applicant of decision and negotiate any conditions.
Extend formal offer and record acceptance of the same.
Complete and send out formal contracts with all conditions and duties listed ensuring all laws
have been adhered to.
Create an induction and training plan with line managers to ensure employee will be properly
integrated into the company efficiently and effectively.
Prepare and organise the induction and ensure that all necessary resources have been ordered
and are in place before the employee starts.
Keep in contact with candidate to ensure no additional problems arise and ensure employee
starts.
Understanding what is involved in recruitment

10. Recruitment is a complex and detailed process
where disregard for any step can cause costly
challenges for the company and management

11. Proper
Planning
Avoids
costly
mistakes
And ensures
a smooth
transition

12. The real cost of recruitment is often far more significant
than employers believe. The loss of earnings can often be
one of the biggest factors, much more so than the actual
advertising and staff time costs.

13. How to chose your RPO provider
Examples of things to consider
• Your provider has a history of success.
• Ensuring you like and trust the actual RPO consultant assigned and not just the
company as a whole.
• Ensure they have local knowledge necessary to assist you.
• Access to a wide reaching candidate network.
• They have access to job boards that will meet your requirements.
• Ability to head hunt for ideal candidates rather then rely on contingency recruitment.
• Ability to set up recruitment department and all processes.
• Ability to pre-screen candidate properly having had detailed discussions with you on
required skills and personalities.
• Skilled in account management and experience working with line managers for
interviews.
• Access to a comprehensive candidate tracking system.
• Compare all costs hidden and fixed to ensure using an RPO makes financial sense.
• The RPO has an aftercare assistance with starters to assist with management of the
candidate and reduce fall out of candidates.
There are many providers of RPO on the market. It is vital that you understand your
needs and properly match the skills of the RPO provider to your needs.

14. How to manage the relationship with your RPO provider?
• Ensure you are clear on what your recruitment goals are.
• Work with your RPO provider to conduct a SWOT analysis of your
current recruitment process and see where processes need to be
changed or created.
• Ensure you communicate with your RPO provider as you would your
internal staff. Company changes effect them too.
• Create a measurable set of KPI’s that are achievable and are
understood fully by your RPO provider.
• Ensure your RPO provider is aware of all the applicable policies that
will effect recruitment. Ensure the RPO’s processes are aligned with
the organisation’s.
• Ensure regular meetings with your RPO to discuss progress and any
required process changes.
• Give honest feedback to both positive and any possible negative
feedback. Awareness of issues will lead to improvements.

15. Summary
Plan your recruitment drive carefully.
If you do not have the expertise the wisest and
cheapest solution is to hire a recruitment
professional.
Analyse and track costs both hidden and fixed.
Create a clear strategy to attract and recruit the
right staff.
Never hire the wrong candidate no matter what.

16. :->