LEVERAGING EFFECIENCIES
Outsourced Recruiting
(Recruiting Process Outsourcing, RPO)
Starting with, Why?
Was your last New Hire…
Qualified, Highly Qualified or a High Performer?
QUALIFIED
Minimally qualified Prior role experience Prior industry experience Good technical skills Good soft skills Looks good on paper Interviews well Rated 7 or 8 out of 10 Can do the job!HIGHLY QUALIFIED
Great prior experience Industry knowledge Excellent technical skills Excellent soft skills Prior position longevity Looks great on paper Interviews very well Rated 8 or 9 out of 10 Has done the job!HIGH PERFORMER
“Over qualified” Broad prior experience Varied prior experience Technical mastery Demonstrated soft skills Great prior work product Communicator/influencer Rated 10+ out of 10 Intrepreneur improving the job!High Performers create disruption, new products, new revenue centers, improved client satisfaction, a culture of innovation, a great place to work and the list goes on. Their contributions to the business are orders of magnitude greater than the cost to acquire and retain them.
High Performers Create Significant Long-term Impact on the Business
QUALIFIED
Status quo
Operational continuity
Normal future turnover
No significant contributions
No measurable improvement
Leadership Impact
Qualified Leaders hire qualified managers and supervisors who hire qualified production team members which creates stability, also known as mediocrity.
HIGHLY QUALIFIED
Multiple positive impacts
Operational improvement
Below average role turnover
Measurable contributions
Some impact on cost, quality
Leadership Impact
Highly Qualified Leaders hire highly qualified managers and supervisors who hire highly qualified production team members which drives measurable operational improvements to cost, quality, speed and compliance metrics – which should mean an annual performance rating of “Meets Expectations.”
HIGH PERFORMER
Broad enterprise impact
Operational improvement
Strong candidate longevity
Significant contributions
Strong competitive impact
Leadership Impact
High Performing Leaders are innovators, influencers, game changers, intrepreneurial and act like owners. They surround themselves with high performing managers and supervisors who have high expectations of production team members.
Recruiting Process Outsourcing
Solution Options
Choose from customized options that work for your business – a white-labeled BPO function that uses your brand, logo and image or a third-party, separately branded staffing solution with a separate identity.
Captive / Shared Services RPO Model
On Demand “Full” or “Fractional” RPO
Partial BPO w/ retained capability
Hybrid Integrated Solutions
KEY CONTACT
KEY TAKEAWAY
There are very creative and effective talent acquisition models which provide significant cost savings.
RPO Solution Model Comparison
The following provides a comparison of talent acquisition outsourcing solutions, including business case factors and options which impact total cost of ownership. Models and hybrid models can be applied to all types of positions, including 1099 contractor, temp-to-perm, corp-to-corp, permanent placement, etc.
In House Recruiting Team
Dedicated, internal recruiters
Located in client facility
Client has total operational control
Full-time fixed loaded labor
Additional costs include:
- Records management
- Technology, etc.
- Cost of attrition
Captive BPO Model
Dedicated, single-client recruiters
Located in client or RPO office
Client has significant operational input
Full-time labor support option
Fractional labor support option
Shared Services BPO Model
Multi-client, cross-trained recruiters
Located in shared services office
Client has little operational input
Partial BPO w/ retained capability
Full-time labor support option
Fractional labor support option
On Demand “Full” or “Fractional” RPO
Multi-client, cross-trained recruiters
Located in shared services office
Client has little operational input
Actual labor on demand and based on utilization for targeted positions only (e.g., management, high volume, etc.)
On Demand Contract Support (RaaS)
Multi-client team members
Cross-trained recruiters
Located in shared services office
Client has little operational input
Actual contract labor on demand and based on actual or estimated utilization of hours against a multi-tier hourly rate
Hybrid Recruiting Solutions
Many model scenarios, e.g.
Outsourced leadership
Consulting, benchmarking, etc.
Recruiting process improvement, etc.
Full-time or fractional labor options
Limited scope project or contract options
