Imagine what could be accomplished if you could conquer your recruitment challenges, while reducing your cost-per-hire and decreasing your new hire turnover. Whether your recruitment concerns are within a segment of employment, a single large and rapid new hire initiative, or on-going and across wide geographies, an RPO partnership may very likely provide you with comprehensive solutions. RPO has been growing rapidly and suddenly. As the industry itself evolves, it struggles to identify and define itself, yet the well planned and executed RPO partnerships are providing amazing results. Demystifying RPO will cite the different shapes and sizes of RPO. As a part of the review of services, we will offer the audience a quick self survey of recruitment efforts that help identify “sore spots” and demonstrate how RPO may bring resolve. Human Resource Professionals who would like to learn more about what RPO is, the many different types of RPO, and perform a personal self survey of their own recruitment efforts, will benefit from this informative and lively presentation.

1. Demystifying RPORecruitment Process Outsourcing Presented by

3. The Top Reasons RPO is Chosen

4. Overall Model within HR

6. Solutions RPO can provide

7. RPO Effectiveness

8. The Different Types of RPO

10. Filling the GapsPricing Questions and Answers

11. RPO Defined Recruitment Processing Outsourcing (RPO) is a quickly growing avenue for sourcing and retaining top talent. Like HRO (total Human Resources Outsourcing) RPOs assume the responsibility of the HR function, but, specifically, as it relates to recruitment. Typically an RPO will have a definitive scope of project varying from becoming the full recruiting department to assuming the responsibility for meeting the hiring objectives of a specific department, location, or segment of employment.

12. RPO DefinedThe Top Reasons RPO is Chosen New recruiting talent needed Scalability Reduction of contingent and retained search cost Reduce overall cost of hire Relief of tough recruiting segments Create a well planned and managed recruitment strategy Enable the company to focus on core business Enable HR to concentrate on strategy Reduce time to fill Obtain higher levels of talent Improve the candidate experience

13. RPO DefinedRPO Model within Human Resources RPO Contract Recruiters Internal Recruiters Contingent Recruiting Temporary Employees

14. RPO DefinedThe Varying Degrees of RPO

15. How RPO WorksThe Continuum On-boarding and Orientation Interviewing Recruiting Analysis Employee Performance measuring Communication Define and Attract Applicant Processing Background and references A thorough recruiting effort provides the best possible hires. Recruitment Process Outsourcing can assume either a portion of the continuum or the entire effort.

16. How RPO WorksThe Solutions RPO can Provide While an RPO begins with pre-determined objectives based on the client’s needs, it brings resolve or, at minimum, increases efficiency to a host of recruiting challenges: Increase in pipelineIncrease in quality of candidates Shortened training periodsEmployment planningTrend observanceData for more accurate forecastingIncreased employee referralsEmployee retentionReduced advertising costIncreased HR effectivenessReduced cost of vacancy Employment efficiency rates

17. How RPO WorksEffectiveness

20. How RPO WorksSample of RPO within a National CompanySeparate RPO partnerships by Regions RPO Region 1 RPO Region 2 RPO Region 3

21. How RPO Works Sample RPO Partner manages all recruitment resources Temporary Employees Contractors Contingent & Retained Search RPO

22. How RPO WorksSample of North America on shore company internal recruitment—off shore global Company retains all Recruiting RPO Company Retains Recruiting RPO RPO RPO RPO

23. How RPO WorksSample: Shared accountabilities of the RPO partnership On-boarding and Orientation On-boarding and Orientation Interviewing Interviewing Recruiting Recruiting Analysis Employee Performance measuring Communication Employee Performance measuring Define and Attract Applicant Processing Background and references Background and references

24. How RPO WorksSample: RPO providers are fully responsible for Recruiting, Interviewing and Background checks On-boarding and Orientation Interviewing Recruiting Analysis Employee Performance measuring Communication Define and Attract Applicant Processing Background and references

25. How RPO WorksSample: Client company maintains accountability of On-boarding and Employee Measuring On-boarding and Orientation Interviewing Recruiting Analysis Employee Performance measuring Communication Define and Attract Applicant Processing Background and references

26. How RPO WorksSample: Shared accountabilities of the RPO partnership On-boarding and Orientation Interviewing Recruiting Analysis Employee Performance measuring Communication Define and Attract Applicant Processing Background and references

27. Is RPO Right for My Organization?

28. Is RPO Right for My Organization?Recruitment Assessment

29. Is RPO Right for My Organization?RPO Filling the GAPS to reach 100% Efficiency Essential to the success of the effort is evaluation of each step as it relates to the end result, hires and employee retention. Close monitoring throughout the process allows for adjustments and increases efficiency throughout. RPO is most effective when a company clearly identifies its objectives, discovers its internal strengths along with its weaknesses, and chooses an RPO provider offering services that close the gaps and enable the company to reach optimum proficiency.

30. Pricing Models, Cost Savingsand Contract Terms Pricing Models Per instance models Administrative and per hire models SLA dependent discounts Guarantees Average Savings Price for hire Cost of vacancy Employee retention Contracts Length and intention Origin to execution time

31. Questions For more information visit our booth or www.people-science.com Presented by