In this 40-minute webinar, Hueman’s respected VP of RPO Implementation and VP of Strategic Partnerships share first-hand insights and learned lessons on the "Best Practices for Successfully Implementing an External Recruitment Partnership.”
Recruitment Process Outsourcing (RPO) has become a strategic solution for organizations looking to enhance their talent acquisition processes. However, the success of an RPO partnership, much like any external partnership, heavily depends on the implementation phase.
By the end of this webinar, attendees will have a comprehensive understanding of the crucial elements involved in successfully implementing an external recruitment partnership.
Whether you are considering RPO for the first time or looking to implement another external partnership, this session will equip you with the knowledge to navigate the implementation process with confidence.
Find webinar page at https://resources.rpoassociation.org/webinar-how-to-implement-a-successful-recruitment-partnership
The PM Revolution: Key Trends Propelling the Project Management Profession In...Aggregage
Join this high-energy webinar with Jesse Fewell, author, coach, and project management trainer, to get practical answers and insights into what is propelling the profession into the future.
How to Build a Future Proof PMO - Apex Group | FuturePMO 2023Wellingtone
Lessons learned in building PMOs over the past 20 years in different industries, including health care, financial services, insurance, software, etc. To be successful, you have to build PMOs that can reinvent themselves as businesses change so fast along with the environment in which they operate. We need to look at the People, Process, and Technology lessons learned and how continuous change made the PMOs relevant and valuable to the organization. This will mean they stay relevant in the changing digital environment and need faster delivery and change
The talk will call on examples of how to develop people in the PMO and how skills have changed over time, along with the process development in delivering projects using different methodologies and how to have tools to support all of this.
This was presented by Chris Cashell, Global Head of Change from Apex Group at FuturePMO, on the 26th of October.
FuturePMO is a 1-day PMO event for practitioners at all levels. The conference brings extraordinary speakers from across industries to challenge your PMO and PPM thinking, helping you work smarter.
The next one takes place on the 3rd of October 2024 in London. To learn more and book on to the next conference, visit www.FuturePMO.com
LinkedIn - https://www.linkedin.com/showcase/11120292
Twitter - https://twitter.com/FuturePMO
Facebook - https://www.facebook.com/futurepmoevent/
YouTube - https://www.youtube.com/channel/UCHi8w5ACqsloXxBEA9t9pfA
OKR COACH CERTIFICATION. LIMITED NO OF SEATS!
Become an OKR Coach and achieve amazing results and sustainable growth for you Company.
Setting Objectives and Key Results for your Business
To succeed in executing strategy in today’s fast-paced digital age, you need to have the correct mindset, the correct methodologies, and the correct Tools in order to develop, communicate, and implement your strategy and deliver the right results quickly.
OKRs (Objectives and Key Results) are a goal-setting methodology developed by Intel and popularized by Google. It focuses the organization on greatness to achieve its overall strategy, and has gained significant traction with the release of John Doerr’s book Measure What Matters.
HMZbiz - Humanized Business 4 Human Potential DevelopmentThais Mendes
It is very common to absorb the activities that come up or take advantage of opportunities that require quick decision.
But which ones are in alignment with realization and self-realization?
What is the collaborative positioning in the best alignment with satisfaction?
After clarity of purpose and differential as potential delivery, we follow a constant mapping of all activities that are part of life, including personal and family. When the leader performs best in all areas, becomes more accomplished and enhances performance.
The PM Revolution: Key Trends Propelling the Project Management Profession In...Aggregage
Join this high-energy webinar with Jesse Fewell, author, coach, and project management trainer, to get practical answers and insights into what is propelling the profession into the future.
How to Build a Future Proof PMO - Apex Group | FuturePMO 2023Wellingtone
Lessons learned in building PMOs over the past 20 years in different industries, including health care, financial services, insurance, software, etc. To be successful, you have to build PMOs that can reinvent themselves as businesses change so fast along with the environment in which they operate. We need to look at the People, Process, and Technology lessons learned and how continuous change made the PMOs relevant and valuable to the organization. This will mean they stay relevant in the changing digital environment and need faster delivery and change
The talk will call on examples of how to develop people in the PMO and how skills have changed over time, along with the process development in delivering projects using different methodologies and how to have tools to support all of this.
This was presented by Chris Cashell, Global Head of Change from Apex Group at FuturePMO, on the 26th of October.
FuturePMO is a 1-day PMO event for practitioners at all levels. The conference brings extraordinary speakers from across industries to challenge your PMO and PPM thinking, helping you work smarter.
The next one takes place on the 3rd of October 2024 in London. To learn more and book on to the next conference, visit www.FuturePMO.com
LinkedIn - https://www.linkedin.com/showcase/11120292
Twitter - https://twitter.com/FuturePMO
Facebook - https://www.facebook.com/futurepmoevent/
YouTube - https://www.youtube.com/channel/UCHi8w5ACqsloXxBEA9t9pfA
OKR COACH CERTIFICATION. LIMITED NO OF SEATS!
Become an OKR Coach and achieve amazing results and sustainable growth for you Company.
Setting Objectives and Key Results for your Business
To succeed in executing strategy in today’s fast-paced digital age, you need to have the correct mindset, the correct methodologies, and the correct Tools in order to develop, communicate, and implement your strategy and deliver the right results quickly.
OKRs (Objectives and Key Results) are a goal-setting methodology developed by Intel and popularized by Google. It focuses the organization on greatness to achieve its overall strategy, and has gained significant traction with the release of John Doerr’s book Measure What Matters.
HMZbiz - Humanized Business 4 Human Potential DevelopmentThais Mendes
It is very common to absorb the activities that come up or take advantage of opportunities that require quick decision.
But which ones are in alignment with realization and self-realization?
What is the collaborative positioning in the best alignment with satisfaction?
After clarity of purpose and differential as potential delivery, we follow a constant mapping of all activities that are part of life, including personal and family. When the leader performs best in all areas, becomes more accomplished and enhances performance.
As you and your leadership have recognized that you need to build a DesignOps Function. But where do you start?
In this session, Z will talk talk through her journey of establishing DesignOps at Cloudflare. She will touch on:
- Where to focus as you start building the function,
- What should be prioritised,
- What challenges you will encounter (and how to address them); and
- How to ensure that the function scales with your product & teams
Personalized Workforce Optimization Solutions Just for YouADP, LLC
You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
Managing the Modern Workforce: Make Your Onboarding Inclusive & EngagingAggregage
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
Managing the Modern Workforce: Make Your Onboarding Inclusive & EngagingShelley Reece
Webinar recording available: https://www.humanresourcestoday.com/frs/8466476/make-your-onboarding-inclusive---engaging/download
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
As companies are dealing with the current economic conditions and strategically plan for recovery and growth it is recognized that talent acquisition and talent management is critical on a global scale. In January 2010, Pinstripe and Ochre House hosted a webinar with a panel of staffing leaders from some of the largest global companies to discuss the strategies, challenges and opportunities related to global staffing and recruiting today and the near future.
HumanHR Meetup January 30th 2020 people agendaKate Rand
This is the slide deck from the 5 HumanHR meet up held at Play Consult on Thursday 30th January We covered the people agenda, HR trends, skills for the HR practitioner and flexible working
In the era of digital transformation, businesses are constantly seeking innovative ways to attract, recruit, and retain top talent efficiently and effectively. Artificial Intelligence (AI) has emerged as a game-changing technology in the field of talent acquisition, revolutionizing the entire recruitment process.
In this 30-minute webinar, we delve into the world of AI in TA and its profound impact on talent acquisition.
WHAT YOU'LL LEARN
- Applications of AI in Talent Acquisition
- Understanding the basics of AI and its applications in recruitment and how it is transforming traditional talent acquisition methods.
- Ethical and Legal Considerations
- Future Trends and Insights
- Case Study of how AI is Optimizing the Candidate Experience
Find webinar recording at https://resources.rpoassociation.org/decoding-ai-understanding-the-impact-of-ai-on-talent-acquisition
Employer branding and employer value proposition (EVP) is one of the key services expected by employers using modern recruitment process outsourcing. According to recent research commissioned by the Recruitment Process Outsourcing Association (RPOA), employers look to their RPO providers as trusted advisors to winning top talent in today’s competitive talent marketplace. In many cases, this includes bringing along a tech stack and supporting services to integrate with their CRM systems.
With the added challenges of building and maintaining career websites, many recruiting providers stay away from offering these services to clients. However, could you pass on an opportunity to support your clients and drive additional revenue? In this webinar, you’ll learn how to partner with a recruiting website provider, Shazamme, to grow your RPO business and add value to your clients.
Learn more at https://resources.rpoassociation.org/shazamme-rpo-technology-driving-success-candidate-experience
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As you and your leadership have recognized that you need to build a DesignOps Function. But where do you start?
In this session, Z will talk talk through her journey of establishing DesignOps at Cloudflare. She will touch on:
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You’re looking for a clear path to managing the financial and HR processes so vital to your business. We can pave that road for you. We will deliver a personalized workforce optimization solution that meets your unique business challenges. We will provide you with the expertise, tools and resources to maximize your organization’s HCM investment.
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Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
Managing the Modern Workforce: Make Your Onboarding Inclusive & EngagingShelley Reece
Webinar recording available: https://www.humanresourcestoday.com/frs/8466476/make-your-onboarding-inclusive---engaging/download
Assimilating new hires into your culture is straightforward when the employees work in a central location. However, what happens when the new hires work remotely, either at a global location or home office, or the employee works on a different schedule? Can an organization engage and train new hires during onboarding, regardless of location and circumstance?
As companies are dealing with the current economic conditions and strategically plan for recovery and growth it is recognized that talent acquisition and talent management is critical on a global scale. In January 2010, Pinstripe and Ochre House hosted a webinar with a panel of staffing leaders from some of the largest global companies to discuss the strategies, challenges and opportunities related to global staffing and recruiting today and the near future.
HumanHR Meetup January 30th 2020 people agendaKate Rand
This is the slide deck from the 5 HumanHR meet up held at Play Consult on Thursday 30th January We covered the people agenda, HR trends, skills for the HR practitioner and flexible working
In the era of digital transformation, businesses are constantly seeking innovative ways to attract, recruit, and retain top talent efficiently and effectively. Artificial Intelligence (AI) has emerged as a game-changing technology in the field of talent acquisition, revolutionizing the entire recruitment process.
In this 30-minute webinar, we delve into the world of AI in TA and its profound impact on talent acquisition.
WHAT YOU'LL LEARN
- Applications of AI in Talent Acquisition
- Understanding the basics of AI and its applications in recruitment and how it is transforming traditional talent acquisition methods.
- Ethical and Legal Considerations
- Future Trends and Insights
- Case Study of how AI is Optimizing the Candidate Experience
Find webinar recording at https://resources.rpoassociation.org/decoding-ai-understanding-the-impact-of-ai-on-talent-acquisition
Employer branding and employer value proposition (EVP) is one of the key services expected by employers using modern recruitment process outsourcing. According to recent research commissioned by the Recruitment Process Outsourcing Association (RPOA), employers look to their RPO providers as trusted advisors to winning top talent in today’s competitive talent marketplace. In many cases, this includes bringing along a tech stack and supporting services to integrate with their CRM systems.
With the added challenges of building and maintaining career websites, many recruiting providers stay away from offering these services to clients. However, could you pass on an opportunity to support your clients and drive additional revenue? In this webinar, you’ll learn how to partner with a recruiting website provider, Shazamme, to grow your RPO business and add value to your clients.
Learn more at https://resources.rpoassociation.org/shazamme-rpo-technology-driving-success-candidate-experience
Direct sourcing is a value-add service of an MSP provider that expands its customer’s contingent labor supply by leveraging their employment brand. It's predicted that in 2023, worker demand will continue to outpace labor supply, and organizations will struggle to find talent. On top of this, economic uncertainty is making flexibility in total talent strategy increasingly more critical. To combat this, since pre-pandemic, companies have grown their contingent workforces by over 50 percent to help bridge their talent gaps, provide greater flexibility, and optimize their workforce. However, only 39 percent are using direct sourcing to find contingent labor candidates.
Learn more at https://resources.rpoassociation.org/webinar-what-the-future-holds-for-direct-sourcing-and-contingent-labor
Using Storytelling in recruiting is a dynamic strategy for training and empowering recruiting team members while arming them to understand how to embody an organization's employer brand. We all would agree that the employer brand is about promoting your organization as an employer of choice to a specific targeted group, one of which the objective is to recruit, motivate, and retain.
In this 40-minute webinar, Patty Silbert and Alicia Curran with Aspirant focus on taking the attributes of the employer brand by having recruiters create stories that their audience truly embraces. Storytelling training is key to recruiting more effectively.
Find more details at https://resources.rpoassociation.org/storytelling-transforming-recruiting
How are you determining your Recruiters and Sourcers are fulfilling their learning needs? Quality training starts with an evaluation of the team, its strengths and weaknesses, and a comparison of the team’s performance actively benchmarked against current industry or internal performance metrics. Without defining success and comparing it to external yardsticks, understanding the true performance of the team or individual is impossible.
Access the video recording for this webinar at https://resources.rpoassociation.org/how-can-you-find-out-if-a-sourcer-is-as-good-as-they-claim
Zach Chertok, Columbia University Associate at HCM program, presented this keynote at the 2nd annual RPOA conference in 2021. Find the video and other conference sessions at https://resources.rpoassociation.org/2021-rpoa-conference
Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters
Find the video for this presentation at the RPOA website at: https://resources.rpoassociation.org/the-future-of-talent-sourcing-for-staffing-agencies-and-rpos
Knowing how to define and articulate your employer value proposition (EVP) is a very important step in creating those communications.
In this 30-minute informative webinar, employer brand and recruitment marketing veteran and Newton Talent President, Patty Silbert will reveal how to identify the career characteristics that help you to attract and retain top talent and your recruiting team to engage and build a great candidate pipeline--all through your EVP.
Talent Acquisition starts with first developing a holistic recruitment strategy. Learn how to properly address the five major components of a Talent Acquisition strategy by hearing from experienced HR and Talent Acquisition leaders across the country. Webinar attendees will learn how to build strategic processes that use best practices and technology to help recruiters identify and recruit the best candidates, despite market and industry uncertainties.
Is your current investment in talent acquisition positioning your company for long-term success? Companies that want to be successful must first understand the market conditions specific to their organization, understand their current hiring gaps and make an investment in creating an agile talent acquisition solution that aligns directly with business needs. The last step is creating a business case that can be shared with executives that will show the cost/benefit of investing in talent acquisition.
Discover how a large organization partnered with an RPO company recognized as one of the Top 35 Most Engaged Workforces Worldwide in order to combat serious annual turnover and low employee engagement.
Using a formal panel interview procedure, hiring managers incorporated four questions that subtly, but effectively, led candidates to relate accurate information regarding their prior career performance, thus determining the “essence” of the individual. Based on candidate’s responses, managers are better able to judge “culture-fit,” as well as needed job skills.
When we think about ‘outsourcing’ we think about losing jobs, losing control of our internal protocols, or increasing costs in exchange for solving problems we cannot solve. The reality is that RPO partners provide valuable subject-matter-expertise that helps keep your organization at the cutting edge of how the sands of the workforce are shifting.
In this 30-presentation, Zach Chertok, principal industry analyst for the human capital management practice at Aberdeen, and Lamees Abourahma, President of the Recruitment Process Outsourcing Association talk more in depth about the benefits of working with an RPO partner as an extension of your internal talent acquisition efforts. You will hear about the key trends and findings we are seeing as we determine and analyze the practices that Best-in-Class companies are using to achieve their results.
In this webinar, Pam Verhoff, President of Advanced RPO and John Hess, Executive Vice President, Advanced RPO explore each talent acquisition requirement and provide expert advice on best practices. Both Pam and John each have 25 years of experience in building successful talent acquisition programs for hundreds of companies of all sizes across a variety of industries.
Learn how to use marketing strategies to create an employer brand that attracts, recruits, onboards and engages employees in today's tight candidate market. Employer brand is the key differentiator when it comes to which company will attract AND RETAIN top talent.
Recruitment process outsourcing case studies of true business impact.
Does it really matter how you hire? As long as you fill the chair, that’s all that matters – right? Wrong. Building an innovative talent solution can have far-reaching impact throughout your organization. Translating that impact to meaningful data and information that you can share with your executives can be powerful.
In this presentation you'll find pointers on:
1. How to identify the information needed to add value to the executive team and strategic vision of your organization.
2. How to connect business challenges to your talent strategy and show results.
3. How to evolve your strategy from “butts in seats” to a talent solution with measurable business impact.
Many HR leaders think that big companies like Apple, IBM, and GE have talent acquisition all buttoned up with either huge recruiting departments or by using recruitment process outsourcing (RPO) to manage their recruiting function.
What you may not know is that RPO isn’t just for big business.
Whether your company has 50, 500, or 2500 employees, the benefits of RPO are available to you too. Join us for this enlightening webinar to discover why RPO is a match made in Heaven for businesses just like yours.
All talent is valuable, but all talent is not created equal. High-potential employees not only deserve extra attention, they require it. They must be developed differently, engaged differently, and deployed differently. Research indicates that about 40% of high potentials stall or derail soon after they're identified. Predictions about future success are abysmal. False positives are common. Many or most managers are incapable of distinguishing between performance and potential. This session reviews research and provides a framework to accurately identify high potential talent, accelerate their development, and retain these critical employees.
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3. WHAT MAKES US HUEMAN
✓ Best of RPO, ClearlyRated ’20 - ’24
✓ Fortune’s Best Place To Work for 16 Years
✓ Best Workplaces in Consulting & Professional Services in ‘19 – ’22
✓ Ranked #9 Overall Enterprise RPO on HRO Today Baker’s Dozen, 2023
✓ Gallup’s Most Engaged Workforce In The World in ‘16, ‘18, ‘20 & ‘22
400+ employees, 80% are recruiters
40,000+
Hires Made
In 2023:
✓ NPS – average score 9.3 out of 10
✓ US-based solutions with 2 strategic offices to
service all U.S. time zones
50+
RPO Partners Served
1.7
Interviews to Hire Ratio
The "hue" in Hueman stands for culture — we understand that each
organization's hue reflects its own unique ideals.
Culture that Drives Engagement By the numbers
500+ years of combined TA
leadership expertise
5. KEY FACTORS FOR A
SUCCESSFUL IMPLEMENTATION
✓ Active participation in implementation
process
✓ Key role in driving change management
✓ Ownership of communication
✓ Open/Consistent Feedback
Define Success
Establish “Partnership Champions”
✓ Consensus on Recruiting and
Selection process
✓ Clearly define what success looks
like
✓ Set realistic expectations
6. KEY FACTORS FOR A
SUCCESSFUL
IMPLEMENTATION
• Project Management is about installation. It
focuses on a plan built around events and
timelines with the aim of getting from a current
state to a future state.
Project Management
• Change Management is about adoption. It
focuses on the people aspects of the change
with the aim of getting a large group of people
to be committed to the change involved.
Change Management
The management and monitoring of both the project
plan and the impact of change.
7. IMPLEMENTATION
TEAM ROLES – EXTERNAL TEAM
Role Description
Project Sponsor
The sponsor will provide the vision for the project and
ensure alignment with the objectives of the business.
You will help drive change and adoption.
You are the final decision-maker.
Implementation Lead
You will be the primary point of contact during our
project, serving and the project manager. This person
will provide expertise about your organization people,
process, and technologies.
Implementation Team
Member(s)
The Implementation Team Members are the subject
matter experts (SME) for how you work today.
You hold authority to define processes and will work
hand-in-hand with our team to shape the future state of
work together.
8. H U E M A N R P O . C O M 8
EXAMPLE IMPLEMENTATIONS
Great Implementation
• Consistent engagement and participation
from key decision makers
• Realistic timeline and deliverables
• Dedicated, reoccurring meetings
• Formal hand-off to delivery team
• Stay true to project plan
Not-Great Implementation
• Lack of participation and no clear decision
maker
• Overwhelming audience with tasks instead of
focusing on smaller chunks at a time
• Poor communication and follow through
• Undefined objectives
• Lack of internal alignment
9. H U E M A N R P O . C O M 9
IMPLEMENTATION
BEST PRACTICE
RECAP
The integration of both change management and project management
Active participation from key implementation team members
Detailed project plan with dependency and blockers identified
Formal kick-off and go-live meetings
Readiness assessment to ensure successful hand-off to recruitment delivery
Including recruitment delivery in implementation
Alignment between sales, implementation and recruitment delivery
Investment in Project Management platform to support project plan, reporting
10. H U E M A N R P O . C O M 10
CONTACT
INFORMATION
405.361.8541
904.694.4176
Zach.Coffey@Hueman.com
www.HuemanRPO.com
904.206.1626
904.694.4176
Kris.Fox@Hueman.com
www.HuemanRPO.com
Hinweis der Redaktion
Make it personal – but also talk about your recruiting background and key understanding of the use of candidate personas to deliver the optimal candidates for an organization, specific deparment, etc.
ZACH
OBJECTIVE:
Hueman is a culture based company, we happen to be in the recruiting space
Notes on the ‘Hue’ in Hueman - The “hue” in Hueman is a nod to the unique values and characteristics the individual contributes in our organization’s shared culture.
“Hue” relates to the individual employee, not the company culture. I think it’s an important shift because some people think “culture-based hiring” is a way of discriminating because it can be interpreted as hiring people who look/feel/act the same. But what we really mean is we hire people with common core values. And Core Values can be expressed differently based on the individual’s “hue” but that’s the unifying factor that ensures a strong company culture.
Every individual has their own unique skills, experiences, and strengths that they bring to their work – their own “hue.” So we named ourselves Hueman in honor of your culture resulting from a compilation of each employee’s unique “hue.”
Scalabilty/experience: our core competency is rpo.
Every organization has a different hue… a different culture. We branded our self hueman for this reason.
We have a highly engaged team of employees and we have a great culture. These two components of our services act in concert and allow us to provide a consistent, high-level of customer service and results to our partners.
NPS Score from 12/2023 Clearly Rated Survey – 78.8% (average NPS for RPOs in 2023 was 51%); our average score was 9.3 out of 10
Based on 2023 hires – approx 70% were in HC and 30% were in Commercial accounts
45% remote workforce
55% in jax, with a small contingent in our NM office.
https://www.gallup.com/workplace/388481/employee-engagement-drops-first-year-decade.aspx
Other people may tell you to measure your employee engagement differently -- but no other measure is proven to link to performance like the Q12. When it comes to the business metrics that matter most, highly engaged companies outperform those with lower engagement. When comparing employee engagement levels, Gallup found that top- and bottom-quartile business units and teams had the following differences in business outcomes*:
Negative Outcomes:
- 81% in abseentism
- 18% in turnover for high turnover organizations
43% in turnover for low turnover organizations
28% in shrinkage or theft
64% in safety incidents (accidents)
58% in patient safety incidents
41% in quality / defects
Positive Outcomes:
10% in customer loyalty/engagement
14% in productivity
18% in sales productivity
23% in profitability
66% in employee wellbeing
13% in organizational citizenship/participation
QUESTION TO KRIS:
Talk to me about how you initially kick off an implementation?
QUESTIONS TO KRIS:
Why is implementation so important for the success of an RPO partnership?
What would you say are the most important elements for a successful implementation?
Depending on the scope and desire for incorporating best practices, there is a component of change involved with implementing RPO. Knowing change is hard for most, we lean into change at the start. Our tasks incorporate things to help adopt change. Specific change mgmt. actions to address individuals that are Not involved in implementation but are involved in the process. Client has to be responsible with our support and direction as well. Education gap, what is hueman here to do. Not just fill jobs…. Best explain RPO and our ownership and strategy
QUESTION TO KRIS:
Who should be involved in the implementation process?
KRIS TO ADD IN KEY THINGS WE WANT TO RECAP AT THE END
QUESTION TO KRIS:
What is your best advice to someone who is considering implementing an RPO program?