Category: Recruitment Process Outsourcing


Being Creative with Your Recruiting Model

March 9th, 2016

What is the best way to find talent for your business?

If I had to sum up a talent acquisition manager’s job, it would be with that question. The people responsible for recruiting in 2016 face the challenge of attracting quality applicants in a candidate’s market, keeping up with hiring demands, and ensuring all this work is on budget. You’re expected to have a streamlined recruiting process with consistent candidate messaging representing your employer brand, and you need to optimize that process for each skill set using targeted and up-to-date tools and methods. Easy day in the life, right?

The competitive market is putting talent acquisition at the top of the business’ strategic goals. If you’re struggling with the best way to find talent for your business in any capacity, it’s time to get creative with your recruiting model.

So, what’s the first step?

The first thing you need to do is identifying the business challenge. To create an effective recruitment solution, first you need to uncover the true source of your recruiting woes. Where’s the gap? What are you struggling with most? Maybe you’ve got a streamlined process and a great employer brand but are not having success finding quality candidates for a specific skill set like sales, IT or healthcare. Perhaps you need better job profiles. Or maybe, it’s not clear or obvious to you.

I’ve identified by recruiting challenge, now what?

Once you know what you need to fix, it makes it easier to build a solution. The first option is an obvious one – if you can identify the problem, you may be able to solve it in-house. But when you can’t identify the problem or don’t know how to fix it, there are lots of options for getting creative with your recruiting model. When it comes to working with recruiting providers for your direct hire roles, you can:

  • Find a full-cycle recruiting partner for help for one position.
  • Hand over all of your hiring from start to finish.
  • Break up recruiting by the skill sets you hire or by geographic regions.
  • Unbundle the recruiting process to get help in one area like sourcing or screening.
  • Bring in on-demand help for projects like opening up a new office/branch or launching a new product.
  • Blend any of the above!

Building a Recruiting Solution

With the complicated and diverse nature of recruitment challenges, creative solutions will help meet hiring objectives. If you’re interested in a free recruitment assessment to identify your recruiting challenge, connect with CBI Group today.

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3 Thoughts for RPO in 2016

January 20th, 2016

Guest blog spot by Outside-In® Team Member Alex Patton

RPO 2016Another year has passed, and the labor market has continued to be strong as we kick off 2016. There were 2.7 million jobs added in 2015. And we ended the year steadily with the lowest unemployment since 2008; dropping 0.7% from January to December, according to the Bureau of Labor Statistics. So what can you expect for RPO providers engaging and recruiting talent in 2016?

Talent Pipelining:  With increased hiring comes increased pressure to find the right talent, and find it quickly. This is especially true with 5.4 million open jobs (BLS). RPO Providers will be focused on talent pipeline services in 2016 to help provide clients talent as fast as possible and helping reduce time to fill.

Technology: Technology, our old friend from our 2015 RPO Thoughts. Yet again, technology is a sticking point for this year’s recruiting trends. With the fast paced nature of RPO engagements, technology can streamline processes, saving each partner time and energy. Look for providers that offer real time reporting. Wouldn’t it be nice to have access to your provider’s activity on your hard-to-fill job on a real-time basis? With today’s technology, you shouldn’t have to wait for the next status update from your RPO partner.

Big Data & Analytics: I’m sure you’ve read or heard the words “big data” when looking at trends or predictions. But it’s here, and it’s been here for longer than you might think, driving growth in some very mainstream industries. Data and analytics experts are highly sought talent. Don’t get left behind by partnering with an RPO provider that lacks experience sourcing and engaging these experts successfully.

Looking for recruiting advice in 2016?

Working on recruitment planning? Making changes to your recruitment process? Schedule an info session to discuss your talent acquisition goals and receive recruitment advice from our team – at no cost to you.
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Goodbye Job Boards

June 15th, 2015

The improvement of the economy is shifting the control back into the hands of talent, which means job boards are no longer the leading source of hire. Watch this video to find out what you can do to prepare for the death of job boards.

Download our Free White Paper – The Shifting Job Market: Preparing for the Death of Job Boards to learn how to create a sourcing strategy for identifying passive talent and why you shouldn’t start recruiting without one.

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3 Thoughts for RPO in 2015

January 28th, 2015

Guest Blog Spot by Outside-In® Team Member Alex Patton

ID-100263020After a very encouraging year of employment data in 2014, there’s excitement for this year’s labor market, and in turn, hiring. With just under 3 million jobs added last year, we can expect to see the surge continue in 2015. With that said, how can RPO providers be prepared for increased hiring going forward? And who needs help? Let’s take a look at a few trends to help prepare and embrace the changing landscape of employment.

Technology: Supporting an RPO engagement with the right technology is becoming increasingly important with the rise of predictive analytics and capturing big data. It might be cleaning up and getting the most out of your ATS, or identifying inefficiencies in your direct sourcing tools. Keeping on top of new technology can go a long way to keeping your customer engaged, involved, and committed to the partnership.

Information Security: Sometimes it’s just about what’s going on in the world that identifies a growing market. With the recent security breaches throughout the retail and financial industries, IT security has become an ever expanding role, and is furthering its reach to greater markets, including healthcare, and protecting private patient information.

Healthcare: As an RPO provider, developing expertise within a specific industry can be a great way to attract new clients. According to the Bureau of Labor Statistics, the need for healthcare practitioners is expected to grow 31% by 2022. Attributed to new healthcare legislation and the 10,000 Baby Boomers who are turning 65 every day, the BLS also indicates home health care employment will surge just under 60% to almost 2 million jobs in that same time frame.

It’s easy to see that the 2014 employment situation has created momentum for 2015. There’s new strategies, more jobs, and growing industries contributing to an improving job market. As we see these changes, talent acquisition strategies must adapt. In the next CBI Way blog, we’ll look at the effect 2015 will have on sourcing top talent, and where sourcing is headed.

*Image courtesy of freedigitalphotos.net

CBI Way: How RPO Affects Your Brand

November 5th, 2014

ID-100221395Guest blog spot by Outside-In® Team Member Alex Patton

The CBI Way series has been discussing the value and importance of strong candidate engagement, and just as important, customer engagement. We spoke to some of the problems that are created with a lack of engagement, such as poor time-to-fill and loss of qualified candidates. Also discussed were a couple tips for curving weak engagement between partners, a daily or weekly meeting, for example. But what about the customer’s brand and reputation when it is outsourcing talent acquisition?

Working in an RPO partnership, the provider is essentially an extension of the customer, which cannot be forgotten. Think about it, the designated recruiters are reaching out to candidates and other professionals on behalf of their customer, even when just networking. While actively recruiting, the brand the candidates hear isn’t the provider’s, but the client’s, the business with the open requisitions. If the candidate feels overlooked, awaiting feedback, not only might he or she lose interest, but the customer’s brand and reputation can be negatively impacted.

Constant communication and alignment is essential to prevent any negative impact that could occur. Commitment to asking questions about the requisitions, company culture, and an equally strong effort from the client can be the difference between success and failure. Gather as much information as possible that can be applied to the job, company, and hiring process during the recruitment efforts, ultimately creating a better candidate experience.

Again, RPO is a partnership, and a commitment to the process and its many layers can be the difference between a frustrating situation and an efficient, brand-building placement.

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.

 

CBI Way: What About Customer Engagement?

October 8th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

Last month, CBI Way brought attention to the problems a lack of candidate engagement can create, especially with millions of job openings. Well, you guessed it, reported by this month’s BLS Job Opening and Labor Turnover report, there were even more (predicted) job openings on the last day of August. Up to 4.8 million, the number of open jobs has an effect on a candidate’s potential options, and reiterates the importance of steady candidate, and customer engagement.

ID-100264594Client engagement can sometimes be overlooked, but in a partnership, active communication can set you apart from other providers in satisfying critical metrics with the customer. Established guidelines in the Service Level Agreement for feedback, timelines, and continuous improvement can be negatively impacted without making sure the customer is fully engaged. A daily or weekly meeting between the two partners is a great way to keep the customer informed, and reiterate the need for quick and thorough feedback.

It’s not difficult for a candidate to become uninterested in an opportunity, or simply think he or she is out of the running, especially passive candidates. That candidate engagement is directly altered by the feedback and turnaround by the customer. As a candidate, would you feel confident after waiting twenty days for feedback following your initial conversation? All parties involved are hurt by poor engagement; with money, quality talent, and ultimately, success, among the casualties.

Diagnosing problem areas or identifying needs for change can also be supported by great communication and commitment. In the next CBI Way blog we’ll identify some of what could go wrong, how to prevent, and if needed, how to resolve problems in an RPO partnership.

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.

 

CBI Way: Improving RPO with Metrics

June 11th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

Throughout the last CBI Way blog, we examined the importance of setting the partnership up for success with thorough guidelines for the duration of the engagement. A significant part of the guidelines mentioned related to measuring success with key metrics and reporting of that crucial data. While a few metrics for a successful RPO were discussed, every partnership is different, and there are certainly a number of ways to support success.

ID-10082598When “Teeing Up Success”, the metrics incorporated can vary and may not be traditional. We cannot improve what we are unable to measure. Therefore, choosing the correct metrics for your partnership can drastically improve the process and flow of an RPO engagement. Allowing certain areas of focus to grow along with the partnership can only help both parties’ main objectives be successful. For example, source of candidates is decisive for improving any recruitment solution. Not seeing the same number of quality candidates that were originally presented? It is easy to take a look at the sources from which the best candidates were obtained, whether job board or a more passive candidate approach. If tracked and reported, that data can help alter the sourcing strategy to become more effective.

There are number of metrics that could be tracked and reported to help improve any lapses in efficiency and effectiveness. Time between steps of the RPO process is another example that is hard to overlook. This could be the number of days between kick-off and hire, or submission date to interview day, and many more. Reporting the duration between the key points in a recruitment cycle can help identify where a gap in the business may lie.

Metrics and reporting give you the capability to not only provide your client, but also your own internal team, with data that can translate to improvements in the project. And as discussed in our earlier CBI Way blogs (Building Blocks of RPO Solutions and Post-Implementation Success), the flexibility to alter, change, and then improve the partnership is one of several benefits or advantages of an RPO solution.

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.

CBI Way: Teeing up a Successful Partnership

April 30th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

With continual encouraging data regarding labor and employment, the mindset of employers may be leaning optimistically toward more hiring. Of course, there is bound to still be apprehension when considering the hiring of more talent, or the partnering with an RPO provider. However, there are few simple steps to guarantee success before completely engaging in a partnership.

Untitled-7A partnership can be defined as an association of two or more parties, and when talking RPO, it usually includes many more people. To best guarantee success prior to implementation, determining all peoples involved is essential. As a customer, knowing all the moving parts of the service you are purchasing leaves nothing to the imagination, very comforting for a business that may be engaging in their first RPO initiative. As the partner, it’s important to be aware of who might be your source of feedback, points of contacts, and who could possibly be helpful if another person involved is out of the office. Knowing who is involved helps keep an RPO engagement sound, smooth, and clear.

Part of ensuring an effective and fluid RPO integration is the defining of Key Performance Indicators (KPI) for the duration of the engagement. Usually worked into the Service Level Agreement, which we discussed in a previous CBI Way blog, these indicators may not necessarily be binding, but more of a longer term measure of success on a weekly or monthly basis and reported back to the client.  A great example of a KPI would be the candidate to interview ratio. In other words, how many submitted candidates turn into an interview with the client. By measuring non-binding indicators there is opportunity to manage and improve throughout the engagement.

Of course, there are more tools and steps to ensure success before implementation and contract signing, whether small-scale projects or full enterprise RPO. But by determining a focus on what is most important to you as the client and laying out the working parts (people) of the upcoming partnership, a high performance engagement is imminent.

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. 

CBI Way: Taking a Look at Project RPO

March 12th, 2014

Guest blog spot by Outside-In® Team Member Alex Patton

Previously, the CBI Way blog series has focused on Recruitment Process Outsourcing; from building the right solution for the identified challenge, through post-implementation strategies for success. Along the way, we briefly touched on the differing types of RPO engagements, including Project RPO. Without the huge commitment, price, and scope of an Enterprise or Full RPO, a Project RPO engagement just might be the best solution for a company looking for talent acquisition support.

connect-20333_640A survey mentioned before in the CBI Way series, done by HRO today, showed that of 3,500 HR executives, just sixteen percent considered themselves “highly knowledgeable” about Recruitment Process Outsourcing. With hiring continuing to increase with the help of a strengthening economy (2.2 million jobs added in 2013), this survey highlights one advantage of a project RPO: the ability to outsource specific recruitment processes for a set amount of time or particular project needs, and perhaps a “try before you buy” approach to a larger engagement.

As an example, a business could engage an RPO provider for simply the sourcing of qualified and interested candidates, to be submitted to the client on a pre-determined timetable, with feedback provided after submittal. This type of project could be perfect for the hiring of a specific position or a new department, with the client taking over the rest of the recruiting/hiring process: screening, interviewing, and on-boarding. With success, this first engagement can lead to a more involved and long-term solution (Partial or Full RPO), specifically with smaller companies who have a limited HR department or none at all.

Perhaps the biggest advantage of a Project-Based RPO is the flexibility of the solution, allowing for an increase or decrease in the number of hours worked by the provider depending on the results desired, further engagement of the candidates (i.e. screening, background checks), or moving focus towards another need seamlessly.

Whether you’re a small business looking for a little motivation, push, and direction, or thousands of employees strong, considering outsourcing talent acquisition because your HR department is feeling overwhelmed, Project RPO could be the perfect fix to a frustrating challenge. A cost-effective, focused, and flexible solution, this type of Recruitment Process Outsourcing is less publicized, yet, is an incredibly viable option for talent acquisition challenges.

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 the number of jobs in the Clinical/Scientific Industry have been increasing, are predicted to be at 97% of peak levels in 2014, and also are expected 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 skill sets for which employers need help finding qualified potentials. And that 60% of CFOs 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 all report the percentage is greater  in 2014 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 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 to take 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 may not 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 United States. 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 over and over again.

Infographic – Presenting the Numbers

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