Recruiting in a Recession

What is a RPO?

A Case for RPO’s

How To Succeed in todays market?

Outline

Recruiting Strategies While In a Recession

Battling The Storm: Recruiting may seem like a low priority for businesses today facing hiring freezes, or worse. But a recession requires a different way of thinking. Employers who take advantage of this market will come out stronger and more diverse when the economy finally turns around. In an environment where companies are forced to do more with less, it is critical that employers leverage the skills and talents of their existing workforce, and make sound hiring decisions based on this new climate.

Provide Key Strategic Input: April 2008 saw total employment reach its highest level ever in many areas. In the second half of 2008, everything changed. It's no surprise that the instability of the economy will continue to have dramatic affects on the labor market for the next several months as businesses tighten their belts.

As an HR professional, you're truly on the front lines of this battle, balancing productivity, quality control and consumer confidence with slashed overheads, reduced staff and increasing costs of employee benefits.

Think Outside The Box

Adaptive StaffingIn the months to come, employee productivity and personnel decisions will weigh heavily on bottom lines. Through better recruiting and staffing techniques, businesses can significantly reduce turnover costs, resulting in increased quality of work, productivity, and, ultimately, profitability.

Get Creative You can survive the recession while positioning your company for tremendous success when the economy rebounds. Analyze and organize your labor force to increase quality, productivity, and flexibility. Install processes to increase your employee retention, engagement, and job satisfaction through new and innovative methods.

What is an RPO?Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer outsources or transfers all or part of its recruitment activities to an external service provider.

The Recruitment Process Outsourcing Association defines RPO as follows: "when a provider acts as a company's internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company's time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance."

What to Expect

Why Recruitment Process Outsourcing (RPO)?Choosing to outsource your recruitment process will save your company money and improve your overall candidate hiring process. If done right, recruitment process outsourcing can have a lasting impact on your organization. Companies who use RPO have realized they can reduce hiring costs, improve recruiting processes and deliver a competitive edge.

Effective RPO solutions scale to your business needs, provide access to expertise in filling hard-to-fill positions, respond to fluctuating hiring volumes and deliver a better candidate experience. With recruitment process outsourcing, recruiting is no longer a fixed cost, but a flexible operating expense that enables you to scale up or down as your business needs dictate.

Advantages and Disadvantages of an RPO

• RPO's promoters claim that the solution offers improvement in quality, cost, service and speed.

•RPO providers claim that leveraging economies of scale enables them to offer recruitment processes at lower cost while economies of scope allow them to operate as high-quality specialists . Those economies of scale and scope arise from a larger staff of recruiters, databases of candidate resumes, and investment in recruitment tools and networks.

•RPO solutions are also claimed to change fixed investment costs into variable costs that vary with fluctuation in recruitment activity. Companies may pay by transaction rather than by staff member, thus avoiding under-utilization or forcing costly layoffs of recruitment staff when activity is low.

•Insert non-formatted text here== Problems == If a company fail to meet the company's needs. This is especially true for outsourced programs like RPO: RPO can only succeed in the context of a well-defined corporate and staffing strategy.

•As with any program, a company must manage its RPO activities. A company must provide initial direction and continued monitoring to assure the desired results. Overall, providing guidance to external activities can present a significant management challenge. Outsourcing of company processes may fail or prove a poor organizational fit. Improperly implemented RPO could reduce the effectiveness of recruitment.

•The costs charged for outsourced recruitment transactions may total more than the cost of the internal recruitment department.

•RPO service providers may fail to provide the quality or volume of staff required by their customers.

•Placing all recruitment in the hands of a single outside provider may discourage the competition that would arise if multiple recruitment agencies were used.

•An RPO solution may not work if the company's existing recruitment processes are performing poorly. An RPO solution may not work if the service provider has inadequate recruitment processes or procedures to work with the client.

In Q1 alone, the job market grew by 30.8%!

• With 14.5M people looking for work and the job market starting to heat up, we all have a huge challenge to sift through a flood of resumes to find those A-players. Benefit from the hiring intelligence and lessons learned across over 450 clients and 20k+ hires.

In order to compete efficiently, you need to know how to:

• Eliminate the need to screen unqualified resumes • Ensure the quality of every candidate you select to interview • Compress the time to hire A-level candidates • Minimize the $$$ spent on contingency searches • Ensure compliance while increasing hiring performance• Treat each person with care, respect and follow-through

Success In 2010