Category: Talent Acquisition


4 Things The Avengers Taught Me About Talent Acquisition

April 9th, 2014

By Outside-In® Team Member Caitlin Olszewski

TAMarvel2Anyone and everyone in the industry knows that finding superhero talent is rare and extremely hard to do. When looking for new talent you need to ensure that their skillset can coincide with the team and work together to fulfill the purpose of the business. Each member of your team must bring a unique expertise that ultimately strives for the success of the organization and the growth of the company.

Here are some things to remember when looking beyond masks and capes:

1. Superhero powers are rendered useless if not harnessed and executed properly. Nobody wants a hulk candidate smashing everything in sight, or an archer that cannot master the skill to hit a target. It’s important to look for talent that not only meets the skill requirement, but also has the proven ability to use said skills in action. Screen for specifics and ask for examples of a time your candidate used these skills to overcome common obstacles in your industry.

2. Resumes can be deceiving. Sure, they graduated top of their class from MIT and have two master’s degrees under their armor prior to the age of 19. That doesn’t mean the man behind the iron is the right person for your team or a cultural fit for your company. Face to face interviews with the entire staff are crucial. Bring them into your office and see how they interact with every single person in the company and try to weed out any signs of evil.

3. Candidates must be up to date on all technology and facets of your industry. Although your super serum-enhanced candidate can wield a shield and have an unprecedented patriotism toward your company, they may have been asleep for the last 70 years when it comes to current technology and practices. Whatever your industry, it’s important to troll for candidates that are ahead of the game and know “the next best thing.” If your stellar candidate is slightly lacking in this category, make sure that they have the willingness and drive to learn quickly.

4. Always be comfortable with being in BETA. A company’s work is never “finished”. Look for candidates who can wear multiple suits and focus towards creating a 2.0 improved version. Businesses boom when employees are superhuman and innovative. Troll for candidates with diverse backgrounds within your industry and you can bet on an unstoppable force of business growth and development.

You don’t need Charles Xavier or Cerebro to locate your next talent. At Outside-In® Companies, we offer Blank Sheet of Paper Recruitment Solutions that are completely customizable for your needs! We can help you.

Boiling Down the State of People in the Clinical/Scientific Industry

February 24th, 2014

Jobs and People by the Numbers

BioScience-Job-GrowthBased on the numbers in our infographic below (scroll down to take a look!), we know that number of jobs in the Clinical/Scientific Industry have been increasing, predicted to be at 97% of peak levels in 2014, and also anticipated to continue to grow through to 2022 by 10%. STEM (science, technology, engineering, and math) occupations will continue to remain center stage, with more than one in four employers (26%) planning to create jobs in these areas over the next 12 months.

We also know that clinical/scientific jobs are at the top of the list of skillsets for which employers need help finding qualified potentials. And that 60% of CFO’s say it is somewhat or very challenging to find skilled candidates for professional-level positions today.

Finally, when it comes to workers, we know that more professionals are seeking new jobs in 2014 than they have been in prior years since the recession. While various sources present drastically different percentages of workers that will look for a new job this year, they report that in 2014 the percentage is greater than it has been since the recession. Our sources also note that workers are more optimistic about the outlook of the coming year.

CareerBuilder states that, “A drop in job satisfaction may account for the expected rise in turnover.” The percentage of workers that are satisfied with their jobs dropped from 66% in 2013 to 59% this year; and those that are dissatisfied rose from 15% last year to 18% in 2014. The top reasons cited for dissatisfaction are salary (66%) and not feeling valued (65%).

So, how can we boil all this down?

At the Outside-In® Companies, we see these numbers in action daily while serving our customers in the pharmaceutical and bioscience industries. More companies are hiring for positions so demand is high, which makes recruiting quality candidates more difficult. With this shortage of people, companies have to be creative in their recruiting. So taking advantage of the positive outlook both c-suite executives AND workers have for the coming year, how can employers identify and win over great candidates?

Here are five tips for your company to consider:

Marketing Your Company: Workers may feel optimistic about the coming year, however they won’t take the decision to jump jobs lightly. Your company needs to market itself to potential candidates so they become aware of who you are and what makes you so great. Understand that this is a long-term investment, that changing the market’s perception of you will take time and you won’t see the pay off immediately. In many cases, the market doesn’t know about you, doesn’t know much about you, or they think negative things about you – so focus on increasing your brand’s awareness and generating a positive impression on people so they want to work for you.

Beef-up Your Employee Referral Program: Your employees already work for you for one reason or another, which makes them some of your best assets! Encourage your people to bring their friends on board – they are likely to have similar interests and similar values that will fit in with your culture. You can encourage employees by simply asking them to refer people they know for current openings, but also consider how you can “pay” people for their efforts. Many companies offer bonuses when employees’ referrals are hired, or when the person sticks around for 6 months. Good employee referral programs are often the top source of hiring!

Perk Up Your Benefits: Sure, people may be considering switching jobs this year, but with salary and “feeling valued” at the top of the list for dissatisfaction, they need to know that they will be getting better benefits in a new job. How does your compensation compare to your competition? How does your culture recognize its people? “Offering frequent recognition, merit bonuses, training programs and clearly defined career paths are important ways to show workers what they mean to the company,” said Rosemary Haefner, vice president of human resources for CareerBuilder. In this market, the candidates are calling the shots – so what do you have to offer them that is shinier than what they currently have?

Consider Temps and Independent Contractors: The Bureau of Labor Statistics released on February 7th that there were 2.78 million contract and temp workers in the temporary help services industry in the U.S. 2.78 million is the largest number of temps in the workforce ever. More workers are pursuing contract work or being independent consultants, so consider bringing quality candidates in as independent contractors. The world is going temp, so this is likely a good option for bringing in the best people for the job.

Location, Location, RELOCATION:
With a shortage of quality applicants and trouble finding the right people, your company might want to consider relocation. By expanding your search outside your geographic region, you can easily increase your candidate pool. You’ll want to look back at tip #3 to help convince people to make such a move to work for you, but it’s probably worth it so you don’t have to keep scratching your head looking at the same resumes again and again.

Infographic – Presenting the Numbers

CBI Way: 5 Ways to Go Back to the Future of Sourcing

February 18th, 2014

Guest blog spot by Outside-In® Team Member Caitlin Olszewskibacktofuture

Grab those Nike power laces and your hoverboard, this blog’s about to go 88mph back to the future of sourcing. There’s no hiding from it—we live in a society where today’s technologies are tomorrow’s artifacts. We are spoiled by technology that is meant to make our lives easier but inherently makes us disconnected from interpersonal communication. Gone are the days of needles in the haystack, purple squirrels, and cold calls. The future of sourcing is all about genuine relationships, honest networking, and full engagement. Here are some tips and tricks to become a more proactive and efficient sourcer in a world that is rapidly changing. (Spoiler alert, Marty McFly: They might not be what you think!)

  • Be Engaged: Engagement is the word of the year, and I’m not talkin’ carats. (Although, if my future husband is reading this, here’s a hint: 1 carat princess cut pave.) Back to the topic. There are countless articles teaching readers how to be more engaged in both their work and personal lives. I’ve even read The Power of Full Engagement: Managing Energy, Not Time, Is the Key to High Performance and Personal Renewal to learn more about this popular topic only to find that I was certainly not as engaged as I had thought. Think about investing your energy rather than your time. After all, your time is worthless if you’re not giving it your full attention. So drink that Vitamin C, get off your smartphone, and devote your full attention to your candidate!
  • Know Your Brand. Be Your Brand: Are you considered an “All-Star Recruiter” via LinkedIn? So is the guy to your left. And the one to the right. In a world where a million recruiters are flooding the inboxes of candidates with stereotypical messages, how do you stand out? What’s your Unique Selling Proposition? Remember that you’re representing your company and that you’re an extension of its brand, an embodiment if you will. This one probably sounds like a given, but too many recruiters come across as phony or robotic and it’s important to distance yourself from that stigma and be authentic and genuine. Seriously. Take mom’s advice and just be yourself.
  • Value Quality > Quantity: Anyone can tell you that it’s in your long-term interest to reach out to 10 dream candidates rather than 100 so-so’s whose resumes contain one measly keyword of your search. However, many recruiters find themselves disregarding this practice simply because it’s easier and they want to yield high numbers. Use your time wisely and harbor sincere interactions with stellar candidates. You’ll be thanking yourself when the next job order comes in and you already have an A+ pool to choose from.
  • Build Relationships: How many quality candidates have you sourced today? Big deal. This week? Zzz. Can you list their names? All of them? Probably not. Make your candidates feel valuable—don’t treat them like another billable to fill a position. Think about how you would want to be treated. You should be having consistent, responsive interactions with candidates that help you climb that relational ladder. Be open and transparent throughout the process—take the time to get to know each candidate and their personality. This will help you tremendously in finding the right fit for both your candidate and client. Also, be sure to follow up with each candidate!
  • Keep Up with Technology (1.21 Gigawatts!): While in the beginning I mentioned being spoiled by technology, I didn’t mean throw it away altogether! Find your perfect balance of using today’s best sources to build genuine relationships. The technology world as we know it is changing rapidly—how will you adapt? As we have learned from the dinosaurs, you either evolve or you are reduced to only being a three year old’s birthday party theme. It doesn’t take a DeLorean to stay current with sourcing strategies, technologies, and best practices. All you have to do is stay active by consistent training and searching for invaluable information. Spend a little bit of time each with with a cup of coffee and a couple sourcing blogs & articles. Trust me, a little goes a long way. Find something good? Be sure to share it with your team! You’ll actually be saving time in the long run AND you’ll be well ahead of the game.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices. 

Outside-In® Talent Seminar: 27 Factors of Talent Strategy

February 4th, 2014

NOSWOTOn Thursday, we held our first Outside-In® Talent Seminar of 2014, 27 Factors of Talent Strategy. Business professionals and knowledge-seeking individuals joined us in our Wilmington office for some hand shaking, a hot breakfast, and some good old fashioned learning.

Sales Lead and Founder of the outplacement and career coaching firm Barton Career Advisors, Chris Barton, led the conference on the factors that influence talent acquisition and recruitment effectiveness today. The highly-sought after talent expert kicked off the active discussion through illustrating how to throw away the dreaded SWOT assessment and implement more effective tools to improve recruitment practices. Barton also spoke about how company culture, strategic plans, and employment brand all affect the structure of your talent organization.

CBTASeminarBarton also shared several statistics that listed top pressures in talent acquisition and how they are affecting employers. For example, one statistic depicted that 39% of US employers are currently experiencing difficulty filling jobs. The discussion then turned to describing the cutting-edge sourcing strategies and people practices used to overcome these talent shortages.

Interested in attending our Outside-In® Talent Seminars? We’ll be offering nine more seminars this year, continuing Thursday, February 27th with Trends of The Contingent Workforce, presented by Outside-In® Founder & CEO Chris Burkhard. Join us for a valuable discussion on the exciting evolution that is taking place in the working world today! Get your tickets here.

CBI Way: 6 Career Fair Tips for The Recruiter

January 22nd, 2014

By Outside-In® Team Member Caitlin Olszewski

It’s that time of year again! As job seekers and students alike suit up and polish those resumes, recruiters have a chance to find all-star candidates and fill some open positions. Having been on both sides of the table within the past three years, I can tell you that there are some common mistakes recruiters make that deter quality candidates and even misrepresent their company. Here are six tips for ensuring that your next career fair is a success and that you are utilizing the candidate pool to its full potential.

1. Put your name tag on the RIGHT way. I once handed out nametags for an event only to be shocked at how many people didn’t know that there is actually a right (and wrong) placement for a name tag. Placing your name tag on the right side of your chest visually directs the candidate’s eyes up your arm while shaking hands. This not only makes your name more visible, but also aids the person in associating your name with your face.

2. Get out of that chair and get in front of the table! So many times I see recruiters sitting and hiding behind their table of pamphlets and business cards, and sometimes, even on their phone! What kind of message is that sending about your company? And they wonder why candidates don’t approach them!

businessmen-153438_6403. Have a strategy—a good one! Be prepared. Have the recruiters representing your company know what they are talking about and have them make sure all paperwork is ready beforehand. Decide how many positions you need to fill and make sure you know exactly what kind of candidates for which you are canvassing. An easy practice is to write a letter grade on the back of each candidate’s resume. Touch base with “A” candidates within 24 hours, and save “B” candidates for upcoming positions.

4. Be the face of the company. You’re there to represent your company and to be a brand ambassador. A lot of recruiters look bored or like they don’t want to be there. Make sure you are energized and interacting with everyone. Initiate conversations. Give candidates what we like to call “The Outside-In® Experience”. Treat them like you wish to be treated—and then some.

5. Don’t worry about marketing collateral. Giving out pens isn’t going to reel in quality candidates. Instead, focus on captivating your audience and engaging them in various activities and games. Know your audience and make your booth awesome—utilize bright colors and multimedia. A memorable experience is worth a lot more than a pen lost in a sea of different branded materials.

6. Know your audience. This one’s pretty standard. Do your homework and know who you are selling your company to. According to Staffing Industry Analysts, “Seventy-eight percent of younger workers in their 20s are interested in changing careers, compared with 64 percent of working adults in their 30s, 54 percent in their 40s, 51 percent in their 50s and 26 percent who are 60 years or older.”

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.

2014 Recruiting and Workforce Trends

December 31st, 2013

As a workforce and work place expert, we’d like to share our view of the 2014 workforce. After reviewing the numbers and statistics from 2013, here are 14 staffing trends to look out for in 2014.

  1. In November of 2013 the economy had more temporary jobs than any month but April of 2000. The number of temporaries as a percentage of the total workforce (called the penetration rate rose above Octobers’ number from 2.03 from 2.02 percent of the total workforce. This represents 2,775,900 workers in the temporary field. These numbers reflect the commitment of business to find ways to keep their workforce more flexible and adaptable to economic fluctuations and marketplace changes. You can expect this trend to continue and for 2014 to be the year that more temporaries than ever before are in the workforce.
  2. 2014 will continue to show improvements for college grads. Unemployment rates for college level unemployment fell .4% points to 3.4 from 3.8%.
  3. Unemployment rates will continue to decline. Currently at 7.0% down from 7.6% in May of this year. 2014 will bring the end to the 7’s as we slowly, gradually, almost painfully lower the rate!
  4. Monthly job creation numbers will continue to be above 200k jobs next year. The US created more then 200k jobs just a handful of times in 2013. This will become the norm rather than the highlight reel moment!
  5. You can expect 200,000 to retire per month. The statistics suggest that 10,000 a day/ 300,000 a month is plausible. Even with an improved stock market and stabilizing housing prices, the number is probably adjusting down a little.
  6. The new workers entering workforce have been thought to be balancing or replenishing retired workers. Expect the numbers of retirees to increase and the numbers of workers to be relatively flat. This could further lower unemployment in 2014.
  7. Technical fields will continue to show strong demand. These are good times to be in accounting, finance, IT, engineering or “ist” fields in the sciences (i.e. chemist or biologist).
  8. Organizations will continue to shift their business strategies, thus impacting their people. Look for more firms to focus on meeting the needs of workers that go through a reduction in force (RIF). Studies show that the focus is on getting people jobs first and doing what is right for the firm second. More and more outplacement will be done through virtual/technology driven models that lower costs of services but meet the changing needs of the worker! Office space is no longer important… and updated, contemporary coaching content will never go out of fashion!
  9. Never before in the history of the modern workforce will it be more evident that employees are fully responsible for their own careers as workforce trends confirm the end of the “parental role” big companes used to play.
  10. The Rise of the Coach. Today’s employee uses a coach to lose weight, achieve personal goals, to learn new skills in business as a high performer, and to manage their career. Look for the HR field’s (more likely and entrepreneur!) response to the needs of the workforce and to become their agent in 2014!
  11. Temporary staffing utilization is up over 8% this year. Expect that number to be exceeded in 2014 as more small and mid-market companies get comfortable utilizing a contract workforce!
  12. This is the year the underemployed make a change. The number of people that are chronically underemployed in lesser jobs or in jobs that provide less hours of work then desired see modest improvement. With unemployment being as low as April of 2008, this worker pool will be next in line!
  13. Jobs growth and creation will continue to be frustrating. Some markets and cities will see strong job creation, while others will continue to lose job sectors and industries at an alarming rate. Job growth will not be everywhere, instead you’ll see it in pockets!
  14. Overall, you can expect businesses to modestly increase hiring plans in 2014. But the use of temporaries will continue to rise as the business strategy behind using a contingent workforce continues to have a higher adoption rate.

Here’s to a great year for the workforce!

What if Santa Decided to Use a Few Temporary Elves?

December 18th, 2013

elf2We have all seen the holiday movies that suggest that perhaps it is time for Santa to modernize the factory, get some of his lead elves certified in Six Sigma, or to employ lean manufacturing in his workshop. Gone should be the days of elves singing Christmas carols, eating cookies, and making toys from scratch. The days of that sort of craftsmanship and artisan work are long gone as the nice list runs into the millions.

I am a contingent workforce expert. My Outside-In® Companies help leaders like Santa make sense of the realities of today’s workforce and workplace. And well, Santa does things the old fashioned way with his people, I mean elves. Today’s toy workshops have challenges in staffing and productivity during the busy season. Imagine Santa’s workshop in the weeks and months leading up to the big day! More importantly, what does he do with all of those elves in January?

I propose that Santa would benefit from a temporary elf workforce. Santa could bring in new skill sets and the workshop would flourish with new ideas and concepts. Those hard to fill roles might get the attention they deserve during the busiest of times.

lisaelfjNow, Santa would have to consider today’s laws and hiring standards. No longer can he claim that the measured height of his workshop is a legitimate bona fide job requirement. OSHA made him change that in the winter of ‘82. It just might be a good thing to see a few more guys and gals that look like Will Ferrell and Zooey Deschanel on the Big Man’s campus. A little diversity is important. Santa needs to keep up with his Affirmative Action Plan as people now live at the North Pole, too.

Most importantly? Santa can staff up and professionally work with the Outside-In® Companies to wind down post-holiday season. Rather than having elves paint the workshop and sweep the floor each and every day, Santa can feel confident that his staffing partner is redeploying his elfen talent that was there for the “busy season.” When one Holiday ends, another begins. Perhaps we can skill-market that talent to the Easter Bunny and have a temporary workforce plant hidden eggs around the globe?

CBI Way: 5 Strategic Reasons to Use a Contract Recruiter

December 4th, 2013

A Contract Recruiter is not a new concept. Companies work with contract recruiters for many tactical reasons. Extended leave, summer vacation and maternity leave are all tactical reasons to hire a contract recruiter for a short period of time. But there are also many strategic reasons to use a Recruiter On-Demand service model. At CBI Group, we help customers view their talent acquisition departments and hiring plans strategically. Here are five ways customers use contract recruiters strategically.

  1. Product Launch: If your company is launching a new product or service, you may need the assistance of a contract recruiter to augment your existing recruiting team. Likely you’ll need to bring on the right technical skill sets to build your product or service, and once the new product is ready, you will need a sales force expansion program.
  2. Opening New Location: Is your company growing and expanding to new locations? If you are opening up a new location, businessmen-152572_640whether it’s in the same city or town, or somewhere else in North America – you’ll have an increase in requisitions until you fill the jobs for that location. This is a great opportunity to bring on a contract recruiter for your specific hiring goals.
  3. Hiring Peaks, Rapid Growth: Some companies don’t need a new product or location to experience rapid growth. All businesses experience ups and downs in hiring and a contract recruiter is a flexible option that is the best way to smooth out the peaks and valleys of workforce demand.
  4. Hiring for a Specific Business Unit: Many times, corporate HR teams feel confident in their recruiting ability for the most part, but sometimes struggle with hiring for a specific business unit. Companies can bring on a contract recruiter with specialty or niche experience to recruit just for that unit, and still keep the rest of the TA internal. Whether IT recruiting, Sales hiring, or Finance is your sore spot, contract recruiters provide you with expertise and results while keeping headcount and budget in line.
  5. An Acquisition or Divestiture: Organizing, merging, and restructuring HR departments can be confusing and difficult during an acquisition or divestiture. CBI Group contract recruiters can handle the HR side of things for a short-term or long-term period of change.

Connect with CBI Group to learn more about our Recruiter On-Demand service.

Building Blocks of RPO Solutions – Post-Implementation Success

November 19th, 2013

Over the course of a couple months, our RPO blog series has taken us from detailing benefits and types of Recruitment Process Outsourcing solutions, through best practices for full implementation. In between, we discussed the “building blocks” of a solution; including, identifying the business challenge, developing a specific project solution, and establishing a Service Level Agreement (SLA). Once implemented, the RPO engagement may be primed for success, but working to ensure sustainability and maintain progress through the partnership is imperative.

As discussed in CBI Way: Building Blocks of RPO Solutions, the SLA is vital for maintaining and improving efficiency and quality.  The SLA defines the performance measurements, services, expectations, and guarantees for which each partner is accountable when engaging in a recruitment process outsourcing project.  As a reminder, additional details for a project’s SLA include:  key metrics, communication plan, and roles outlined with responsibilities. Specifically, reporting can undoubtedly help determine how the process is progressing and where there is room for improvement. Another benefit of staying true to the SLA’s reporting of key metrics is having the ability to gain, as well as provide, strategic insight into the current recruiting process.

human-65931_640For example, a report by the vendor detailing how many candidates were sourced, screened, submitted, and interviewed, can be utilized to analyze time-to-fill and quality of sourced candidates. Showing an area of the process where the numbers are low with perhaps a less than favorable ratio of sourced candidates to interviewed candidates would be very valuable. A poor ratio would detail a needed improvement in quality of the candidates initially sourced, possibly revisiting the sourcing strategy. As part of that improvement, routine meetings with hiring managers must continue to be an integral part of preserving a successful engagement. Communication is fundamental to keep both parties informed and accountable as the project continues to move along.

An RPO relationship that is properly managed and maintained after implementation delivers a customized component to the recruiting process that can be invaluable. Continued communication, reporting, tracking, and anything detailed in a properly planned SLA can also help educate both parties, further increasing the chances of a smooth, productive, and beneficial RPO partnership. With a clearly outlined business challenge, detailed project plan, well-planned Service Level Agreement, and continuous improvement after implementation, there is a much higher probability of a successful RPO engagement.

CBI Way: Building Blocks of RPO Solutions

October 16th, 2013
Guest blog spot by Alex Patton, Sourcing Specialist

 

Building Blocks of RPO Solutions: Implementation

RPO-BuildingBlocksIn our previous CBI Way blog, featuring The Inside Scoop on Building RPO Solutions, we discussed the first two steps of building an RPO engagement; identifying the business challenge and building the recommended solution. After clearly defining these two steps, the specifics of the solution along with pricing details are presented to the client in the form of a proposal. Included in the proposal is a pricing strategy, which takes several factors into consideration, but most importantly the customer’s budget and the expected Return On Investment (ROI).

Once the proposal is reviewed, if there are no revisions needed, both the client and RPO vendor sign a contract which signifies their agreement to become partners. The contract signing can occur as quickly as twenty-four hours upon proposal review or as late as six months thereafter. The timeline depends on the magnitude of the contract and urgency of client’s need or other factors influencing the clients business.

Pre-Implementation

With all contract details ironed out, the attention turns to full implementation of the solution. A Pre-Implementation meeting is normally the first initial meeting that is held between the RPO vendor project team and client stakeholders. The outcome of this meeting is to collect all the relevant facts and documents from the client, which will assist the RPO vendor in developing a detailed and thorough implementation plan.

Implementation Project Plan

Once the implementation project plan is finalized, it is presented and discussed with all the stakeholders, often consisting of the Hiring Managers, HR Director, Recruiters, Talent Sourcing Specialist and Talent Acquisition Director. The project plan outlines the deadlines and accountabilities for the tasks which must be completed in order to achieve successful implementation.

Included in a detailed implementation project plan are:

  • Recruiting process workflow
  • Communication plans
  • Talent sourcing strategy interviewing process
  • Key metrics
  • ATS administration
  • Onboarding
  • Background checking
  • Continuous improvement processes

Of course, the details will vary based on the type of solution being implemented. When all particulars are finalized for the project plan, they are then developed into a Service Level Agreement.

Service Level Agreement

A Service Level Agreement is a document describing the level of service expected by a customer from a supplier that also lays out the metrics by which that service is measured. The SLA is meant to provide detailed expectations and ownership for the components of the project plan listed above. Elements such as time-to-fill, feedback turnaround, and expected metrics and deliverables are common articles throughout an SLA. The Agreement is used by both the RPO vendor and client to measure performance and areas for continuous improvement for the duration of the project.

Implementation – Go Time

Once the SLA is signed, the recruiting solution is implemented with all parties assuming their responsibilities in managing the project and ensuring optimal success. The implementation process of an RPO solution can take anywhere from one week to ninety days, depending on the scope of the RPO engagement. Successful implementation requires dedicated and detailed planning, and although difficult to be perfected, it can be achieved.

>>Stay tuned for our follow-up blog which will address what happens after the solution is implemented.
To read the previous blog, The Inside Scoop on Building RPO Solutions click here.

The CBI Way blog series explores the tools and practices used in Talent Acquisition. CBI Way is CBI Group’s recruiting approach and methodology – it’s how we do what we do! Check in with CBI Way for insights around workforce education and training, the latest trends in recruiting technology, and how to best utilize these tools towards improving your own recruiting practices.

 

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