Testing the Water with Project-based Recruitment Process Outsourcing

Project (On-Demand) RPO

Don’t’ get (over)sold

Ray RikePresident and CEO

Accolo@rpoassociation

#RPO

Accolo, Inc., Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago | Los Angeles www.accolo.com 1-877-4Accolo

• RPOA Introduction of “RPO”

• What can we learn from the on-demand economy

• What is RPO versus Project RPO

• Where to look for an “On-Demand” RPO Partner

• How to evaluate an “On-Demand” RPO Partner

• Farmers Insurance – A Case Study of “On-Demand” RPO

• Summary

RPO – One Model Does Not Fit All: Agenda

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Recruitment Process Outsourcing is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider. An RPO provider can provide its own or may assume the company’s staff, technology, methodologies and reporting. In all cases, RPO differs greatly from providers such as staffing companies and contingent/ retained search providers in that it assumes ownership of the design and management of the recruitment process and the responsibility of results.

RPOA: WHAT IS RECRUITMENT PROCESS OUTSOURCING?

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• Manage the recruitment process directly with the hiring managers• Act as the primary recruitment resource for jobs supported• Actively promote the client's employment brand• Manage the applicant tracking• Incorporate and promote all applicant sources, including employee

referrals, user groups, job posting boards, etc.• Provide human contact with the hiring manager and candidates as

needed throughout the process• Take the job from initial job profiling with the hiring manager to

supporting the closing process• Assess each candidate against job specific criteria• Have a direct sourcing capability• Offer similar services to multiple clients

RPOA: What is an RPO?

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Accolo, Inc., Ranked #1 On-demand RPO Provider San Francisco Bay Area | New York City | Chicago | Los Angeles www.accolo.com 1-877-4Accolo5

Theme for today: ???


The On-Demand Economy: Does it apply to RPO?


Hiring is Highly Dynamic: Can you scale on-demand?• Quickly scale to meet dynamic hiring trends• Ramp down as needs decrease• Replace capital intensive model for predictable

variable costs

Time

Open

Pos

ition

s

Seasonal Hiring

NewClientWins

New Government Contract

Annual BudgetApproved

Decreased Recruiting

On-DemandRPO

RPO


What is “On-Demand” Recruiting Process Outsourcing?

Recruitment

Process

Outsourcing

On-Demand


Where to look for “On-Demand “RPO Providers?


Where to look for “On-Demand” RPO Providers: Hint #1


Where to find qualified “On-Demand” RPO Partners: Hint #2

Don’t worry, they (we) will all sound very similar!!!

RPO Provider Directory*


How to Evaluate On-Demand RPO Partners: Hint #1


How to KNOW the BEST “On-Demand” RPO Partner


How to measure your “On-Demand “RPO Partner?


• Establish the “Success” Metrics upfront

• Hiring Manager Satisfaction• Candidate Quality• Recruiter Satisfaction• Process • Overall Experience

• Cycle Time by Process Steps• Days to Present• Days to Accept • Days to Start

• Process and Resource Alignment

• Cultural Fit – More than a contingency alternative

• What about “fill” rate

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How to measure your “On-Demand “RPO Pilot Success?


How to ensure success of your RPO Program:


Critical Success Factors: These 3 Must be in Place


Warning signs to be aware of and avoid!

The over confident sales person - recruiterThe less than engaged Hiring

Manager


The Farmers Insurance “On-Demand” Example


• Eastern Expansion Strategic Initiative• 10 New Eastern States

• PA, NJ, NY, CT, RI, FL, IL, OH, GA• Pilot New Distribution Model (Agency Point)• State by State “Roll-out”• 25 – 30 hires per location in <45 Days from kick-off

• Organizational Readiness and Sponsorship• Executive sponsorship from CEO and Business Unit GM• Cultural alignment with RPO partner was a “top” requirement• Ability to flex up and down “on-demand” as program

grows/changes

• Lessons Learned

Farmers: The “On-Demand” Need

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• Initial Approach – Pilot Program• Initial Chicago Project was unsuccessful with previous vendor

• Industry experience was not a foundation for success• Modified approach to include on-site interview days with RPO

partner• Candidate pre-screen and scoring against key criteria was critical• Four day on-site interview days to align requirements/expectations

• Pilot Success Criteria• Qualified Candidate Interview to Offer ratio

• 3:1 for RPO partner and 2:1 for Farmers Staff• Ability to support GM down to CSR’s• High Priority Roles filled in < 30 Days• Core project team alignment between Farmers and RPO Partner

• Lessons Learned

Farmers: The “On-Demand” Approach

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• Lessons Learned• Start with a targeted pilot program

• This is a long term relationship for both sides• Culture matters • Dedicated liaison between HR and the RPO is required• Metrics, metrics, metrics

• Key Critical Success Factors• Flexibility of Engagement model key to long term project

success• Farmer’s change model multiple times over 3+ years

• Partner staff inclusion into company culture was critical!• Plan for back fill process as part of project roll-out

• Lessons Learned

Farmers: On-Demand Project Learning’s

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Questions?

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1. Hiring Performance Metrics Measurement• Hiring Manager Satisfaction Survey• Request at: [email protected]

2. Recruitment Best Practices• How to Conduct the Perfect Interview• Request at: [email protected]

3. Recruitment Process Outsourcing Association • Buyer Directory

• http://www.rpoassociation.org/rpoa-provider-directory• www.rpoassociation.org• [email protected]

4. Want to learn more?• 1-877-4Accolo Ext.1 or email us at [email protected]

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http://www.accolo.com/BestinClass

mailto:[email protected]

http://www.accolo.com/BestinClass


http://www.rpoassociation.org/rpoa-provider-directory

http://www.rpoassociation.org/



Recruiting & HR

Testing the Water with Project-based Recruitment Process Outsourcing