RPO(招聘流程外包)-解析

1、Overview on Global RPO Consultation ServicesPrepared by Hansen Zhu“Global Recruitment Solutions, Applied Locally”Sharing information, knowledge and experience for the benefit of clients, candidates and colleaguesWORKFORCE PLANNINGBuilding a Better Workforce Deliver Strategy ThinkingControlling Opera

2、tion Costs Stakeholders pointsGlobal Head-Regional Head-Hiring Manager-HR Manager-Recruiter-Procurement- Case StudyA Europe based Automotive Parts CompanyRelocation of its Global IT Support Center Business ImpactHeadcount Plan(by timeline)Cost IssuesCost per hire, time per hire, dedicated recruiter,

3、 stakeholder engagement, etc.Main ChallengesTalent poolInternal recruiters experienceTimelineCost budget, etc.RECOURSES OVERVIEWInternal RecoursesInternal RecruiterTalent baseJob posting Recruitment AdsInternal ReferralInternal TransferExternal RecoursesVendors MainlyRecourse DistributionMID / SR.BA

4、SIC LEVELSearch Firms“BIG 5”Manpower, Adecco, etc.Boutique FirmsStaffing AgenciesFESCO, CiiC, etc.Local AgenciesATTRACTION & BRANDINGCompany Reputation e.g., some most famous Fortune 500 Co.,Industry Specialties (e.g., Product, Technology, Innovation)Career Path-own mission vs. organization goals e.

5、g., role, skills, locationCompensation & Benefit (e.g., salary, allowance, bonus, etc.) Bidding wars over specialized talentWork Connection Hiring Managers impression-capability, style, leadership, background, etc. Interview ArrangementMost ChannelsSocial MediaOfficial SitesCampus ActivitiesCharityC

6、OMPETENCY BENCHMARKInside the Organization Key Competency Definition -Decision Maker -Compliance with different stakeholders -If the Key Competency Model is reasonableLook at the Benchmark-Reality gap between competency model and salary expectation -Current talent pool under the request: especially

7、for some specialized roles Key words Relocation, Aimed Companies, Request Adjustment, Postpone, Internal Transfer, etc. -Potential vendors situation: talent base, service fee, sourcing capability, cycle time, etc.Sales EngineerSales DirectorHRSales ManagerANTAL RPOs Role on behalf of Client HRAct as

8、 a business partner with clients hiring mission-Pre-Search: Evaluation-Key Competency Definition, Implementation arrangement; Market Search-Salary Intelligence, Available candidates, etc. Due Diligence- Internal recourse review, experiment deal, etc.-In Search: Communication Process Conduct; Stakeho

9、lder Engagement; Change Management-After-Search: Review and submit the report (by timeline)RECRUITMENT PROCESSA seamless Process in lead timeAlign with business strategyEffective engagement of varying stakeholdersDefine & DiscoveryDeployDesign & DevelopDeliveryContinuous ImprovementPre-Implementatio

10、nImplementationPast-ImplementationVENDOR MANAGEMENTInternal Review Pre-CooperationPerformance records, Service Fee Negotiation, Commitment, Reference Check, etc. In-Cooperation Updates by timeline, Communication feedback, Change Management ( internal recruiter engagement, add new vendors, change ven

11、dors, etc.) Past-Cooperation Performance Review (KPI) , Headcount Planning Check, etc.Actions: Renew, stop, inactive. ANTAL RPOs RolePre-ImplementationEvaluation on vendors capability and scalability- specialties, available recourses, etc.Due diligence- cost analysis, reference check, potential vend

12、or check, etc. In Implementation Contact window-stakeholder engagement, on behalf of HR, vendor distribution Periodic review-process tracking, change management, communication maintenance Roles played: direct hires, proactive search, vendor assignment. Past-Implementation Performance review, talent

13、pool consolidation, process tracking records, vendor list proposalKPI & QAKey Performance Indicators(KPI)e.g., time to hire quality of candidates hiring manager surveys candidate surveys percentage of third party recruits cost per hire (including internal money, external fees and human capital cost)

14、 Mission of KPI & QA Management-Candidate successful delivery-Refine process & select recourses-Enable the company to leverage specialized expertise, etc. Quality Assurance(QA)Strategic recruitment align with business plansSufficient research and evaluationEngagement with line function and internal

15、processCAPABILITY & AVALIABILITYCapability Overview Effective recruitment in a demanding industryTraditional search firmsConsultant backgroundCommitment to Client (e.g., implementation lead time, guarantee period, service fee, etc.)Internal talent poolSourcing Capability (by periodic feedback)Added

16、expectation in current marketUnderstand of business culture and needsCommunication with varying stakeholdersNeeds clarification, expectation management, debriefing, review, etc. Process management & improvementProcess design, various channel management, change management, etc.Benchmark insight sharing in demanding fieldsAvailability Overview, especially for volume recruitsProductivity-recruitment volume, dedicated recru