Recruitment Process Outsourcing (RPO) is a form of business where an employer transfers all or part of its recruitment processes to an external provider. This webinar is intended for recruiters, hiring managers, business owners and executives. In this webinar you will: Understand the meaning of Recruitment Process Outsourcing Become familiar with the multiple components Determine how RPO can be utilized in your organization Recognize that RPO is not just one process but a series of processes that can be used as needed Learn the benefits that RPO can have on your organization Identify how to build alignment between recruitment efforts and corporate strategy Seek next steps to improve recruiting and be creative in a competitive, employee-driven market

1. Recruitment Process
Outsourcing
Presented by Jose Laurel

2. Table of Contents
1. Defining Recruitment Process Outsourcing
2. What does a “Comprehensive” Recruitment Process Outsourcing
model look like (small, medium & large companies)
3. Benefits of an RPO – Why is it a good idea?
4. The RPO Experience – From the candidate to the hiring company’s
perspective
5. Aligning the Recruitment Process to the Corporate Strategy
6. Next Steps - Identifying where you are in the process and where
you need to go
7. Closing Thoughts – Some additional items to consider
8. Q&A

3. Recruitment Process Outsourcing- Employee Lifecycle

4. Recruitment Process Outsourcing
Defining
Recruitment
Process
Outsourcing

5. Recruitment Process Outsourcing Defined
• A form of business process outsourcing
where an employer transfers all or part of its
recruitment processes to an external
provider
• Recruitment Process Outsourcing providers
can manage the entire recruiting/hiring
process, or can manage one or two aspects
of the process, essentially serving as an
extension of the company’s human
resources department (Source RPOA)

6. Recruitment Process Outsourcing (This is what it is not)
• Recruitment Process Outsourcing is not remote
recruiting or giving your recruiting responsibilities
away to someone else
• It is not a one-size-fits-all solution
• It is not an alternative to in-house recruiters or human
resource professionals
• An RPO shouldn’t be considered a one-time fix or a
way to offload your recruiting problems. It is a
commitment to improving your recruiting processes
and metrics (source RPOA)

7. Recruitment Process Outsourcing
What does a “comprehensive” Recruitment
Process Outsourcing model look like (small,
medium & large companies)?

8. Poll
Ques4on
Does
your
company
currently
outsource
recrui4ng?

9. Recruitment Process Outsourcing
(A Working Model)

10. Recruitment Process Outsourcing
(A Working Model)
RPO – Bundled Recruitment Services:
Key Components
• Candidate Sourcing
• Recruitment Strategy
• Requisition Management
• Job Analysis
• Pre-Hire Assessments
• Project Management

11. Recruitment Process Outsourcing
(A Working Model)
RPO – Bundled Recruitment Services:
Key Components
• Interview Scheduling
• Candidate Screening
• Selection Support of Best
Candidates
• Activity Reporting
• Compliance Reporting
• Offer Letter & Onboarding

12. Recruitment Process Outsourcing
Benefits of Recruitment Process
Outsourcing (RPO) – Why it is a good
idea

13. Recruitment Process Outsourcing
(Why RPO is a good idea)
• Ability to Measure the Activity – Provides an opportunity to manage by
the numbers (such as time to hire, candidate flow, screenings, interviews,
etc.)
• Cost Reduction and on Demand Service — RPO can accommodate your
needs on your timetable and minimize your recruiting costs and business
headaches
• Improved and Relevant Reporting — Ability to better manage the
recruiting efforts in real time by using information that matters
• Optimize the Best Technology — Eliminates the need to update existing
systems or make a sizable investment in acquiring a new one
• Enterprise-Wide Coordination — Reduce confusion and add efficiencies by
keeping candidates, hiring managers and executives well informed

14. Recruitment Process Outsourcing
(Why RPO is a good idea)
• Predictable and Reliable Results — Take the guess work out of
recruiting functions and gain more control over planning, forecasting and
budgeting
• Uniformed and Centralized Process — Provides a consistent approach to
recruiting that applies to all team members, at all levels and in one location
• Broaden the Talent Search — By increasing your reach you can attract a
greater range of candidates across more areas (regional, national and even
internationally)
• Compliance — Meet industry and governance regulations
• Dedicated and Knowledgeable Professionals — Let the experts perform
their magic to find you the best talent, and reduce unneeded stress and
additional work for your managers and key employees

15. Recruitment Process Outsourcing
(The RPO Experience)
RPO
Candidate
Experience
Build
Trust
Easy
to
Engage
Define
Rela4onship
Establish
Credibility
Phase
I
Easy
to
Locate
Quick
to
Apply
Clear
Descrip4on
Phase
II
Timely
Response
Personal
Interac4on
Appropriate
Ques4ons
Limited
Content
Presenta4on
Phase
III
Closing
Ques4ons
Establish
Expecta4ons
Full
Content
Presenta4on
Screening
Phase
IV
Feedback
Offer
(Yes-­‐No)
Survey
Feedback

16. Recruitment Process Outsourcing
(The RPO Experience)
RPO
Client
Experience
Client
Branding
Technology
Driven
Client
Interface
Dedicated
Account
Manager
(Team)
Phase
I
Consulta4on
Fact
Gathering
Engagement
Design
Phase
II
Scope
of
Work
Implementa4on
Process
Analysis
Phase
III
Repor4ng
&
Metrics
Selec4on
&
Hire
Expecta4on
Briefing

17. Poll
Ques4on
If
you
are
using
a
recrui4ng
firm,
what
services
are
you
outsourcing?

18. Recruitment Process Outsourcing
Aligning Recruitment Process
Outsourcing(RPO) to the Corporate
Strategy

19. Recruitment Process Outsourcing
(Aligning RPO to the Corporate Strategy & Values)
Here are some key items to consider when seeking
alignment:
• Do your decision makers understand and appreciate the value of
talent?
• It is critical that employees and candidates alike can see and feel that they are
considered important. Its not enough just to say it in order to attract the best talent.
In order to be aligned it must be true to the core.
• Is there an atmosphere of mutual respect and knowledge of the
process between all participants?
• In other words, does everyone know and perform their role in a successful and
collective manner (candidates, recruiters, hiring managers and executives)? Without
real collaboration there is no real alignment.

20. Recruitment Process Outsourcing
(Aligning RPO to the Corporate Strategy & Values)
• Is your organization recognized as an “employer of choice,” and
does it have a reputation as a great place to work?
• The top candidates will respond to career opportunities with companies who are
well respected and well managed. Whatever you say you are as a company must
reflect in your recruiting.
• Is your process written down and documented?
• To fully optimize your recruiting process, you must write it down so it’s clear to all
and fully outlines the expectations. Writing down the process will ensure that
everyone is on the same page and removes unnecessary steps. This will also help
establish alignment with mission or value statements.

21. Recruitment Process Outsourcing
(Aligning RPO to the Corporate Strategy & Values)
• Is your recruiting staff and those that come in first contact with
candidates well-trained and are they strong representatives of
your firm?
• Job seekers can detect any disconnects between what's posted on your wall and
actual behavior. The alignment should be readily evident with each and every
person that comes in contact with the candidate.
• The same test applies to senior management and executives. Are
they in agreement with the process and do they fully support the
effort?
• In most recruiting processes, meeting senior staff is the final step and possibly the
most important.
• Protect your brand.
• You have worked hard to build a highly competitive and successful enterprise, so
go that extra mile to preserve your good name and make your brand sparkle.

22. Recruitment Process Outsourcing
(Aligning RPO to the Corporate Strategy & Values)
• Does the mission and vision statement of the organization reflect
the actions taken while executing the recruiting strategy?
• The clock starts ticking from the first phone call and does not stop until the
selected candidate shows up for work. And even at that point there has to be
consistency through the orientation and months down the road.
• Is there a practice of benchmarking and tracking the performance
of employees at each position?
• This type of information should be made clear to the candidates and explained how
that impacts the entire company. When the selected candidate understands and
buys into the strategy it is proof that the RPO and corporate strategy are genuinely
aligned.

23. Recruitment Process Outsourcing
(Aligning RPO to the Corporate Strategy & Values)
This is an initial statement that candidates hear from one of the
nation's top companies during the recruitment process.
• Our fast-paced, high-energy, team-oriented work environment
strives to understand the needs of our customers, and to
challenge, engage and develop every employee's unique talents
against the unwavering pursuit of customer satisfaction.
• We promote and reward business performance and results,
successful engagement of employees, and behavior consistent with
our company values. Best Buy also recognizes its responsibilities to
the community and the personal lives of its employees, and seeks
to support employees' commitment to their lives outside of work.

24. Recruitment Process Outsourcing
Next Steps - Identifying where
you are in the process and where
you need to go

25. Recruitment Process Outsourcing
(Where are you and what are next steps)
• Look around you: Do you have enough workers? Are you having to
approve more and more overtime, and, more importantly, how is the
current workforce reacting to the additional stresses? Have you seen signs
of fatigue and burnout?
• Is your industry extremely competitive, and do you find yourself in a
talent-driven market? If this is the case, then you must move quickly to
build separation and get to the talent first.
• Simply put, do you have a recruiting strategy, and is it meeting your
needs? In today’s ever-changing business environment you must be
strategic in all facets of your operation and recruiting should be a priority.

26. Recruitment Process Outsourcing
(Where are you and what are the next steps)
• Access the quality of candidates that you have been receiving and gauge
the satisfaction of your managers to see if they are satisfied with the
quality and quantity of the candidate pool. While its important to have
people traffic, it’s equally important to maintain the quality.
• Are you using everyone's time wisely, or are your managers experiencing
recruitment fatigue? This could backfire and keep them from performing
their own jobs while they look for additional staff. Is it time to provide
them more resources to facilitate the process and eliminate time-killing
administrative tasks?

27. Recruitment Process Outsourcing
Closing Thoughts – Final items to
consider

28. Recruitment Process Outsourcing
(Closing Thoughts – Final items to consider)
Employee Lifecycle
Critical to the RPO

29. Recruitment Process Outsourcing
(Closing Thoughts – Final items to consider)
T he Total Experience
Both for Candidate
And Employer

30. Recruitment Process Outsourcing
(Closing Thoughts – Final items to consider)
Recruitment Process Outsourcing reinforces the mission, vision statement
and values of the organization by providing strategic alignment.
Establishing early alignment to the organizational culture can create
lasting benefits:
• Improve employee performance
• Motivate and engage your employees
• Create a competitive advantage
• Improve communication at all levels
• Provide understanding of what matters and create a team environment
that strives to improve the bottom line

31. QUESTIONS?
G&A
Partners
info@gnapartners.com
(800)
253-­‐8562
*This webinar has been recorded and will be posted on the G&A website by Friday.
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