Posts Tagged: Managed Staffing


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: 5 Hidden Responsibilities of a Recruiter

July 25th, 2013

Guest blog spot by Lisa Van Ess, Recruiter On-Demand and Managed Staffing Practice Leader

Job Description

You want to be a recruiter when you grow up? Really? Sounds great! You will play matchmaker getting great people the job of their dreams! You will help companies identify the talent they need to launch their next product, make their sales numbers, lead their operation, and manage their corporate accounting and risk! You will use behavioral and psychological techniques to crawl inside the minds of your recruits and get the perfect cultural fit for the teams you support!

Yes, you will do all of this – and it’s often why so many of us choose a career in Talent Acquisition, but below are a few items that never seem to show up on the recruiter’s job description that are just as much a reality in today’s world:

1. You will be a vendor/partner manager. Yes, you are the best at what you do, but you need technology and helping hands to do it. You will handle agreements with job boards, ATS providers, contingent workforce/staffing firms, and the occasional search recruiter who happens to be the COO’s nephew. Make sure you sharpen your negotiating skills!

2. You will have to talk to candidates’ moms and spouses! Yes, it has happened. Be ready for the call from Mom asking why little Betty did not get the job and that what showed up on her background check happened two years ago…  The recruiting, and certainly the relocation process, is a family affair.

3. You will have to know when to say no… So your client says, “This job is impossible to fill. It has been open for 18 months.” If you are a corporate recruiter do you spend your own, and additionally, your candidates’ time for the next year and a half trying to fill that impossible job? If you are an agent/search recruiter do you take their money and not deliver? This is a classic No – in this situation, it’s time to work with your client to review the requirements and/or have the discussion that this is not really an open requisition.

4. You will become a wardrobe expert. Ever watch What Not to Wear? If you do, take a note from Stacy and Clinton because you too must be able to tell your candidate how to dress, and which piercings, earrings, nose rings, and even tongue rings to not wear to the second round of interviews.

5. You will learn to expect the unexpected. We live in a world of products and services, and as a recruiter your products and services are your candidates. In this role, you will quickly realize how unpredictable people can be with their diverse opinions, habits and preferences – you’ll catch on to expect the unexpected!

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: The Anonymous Sourcing Pool

May 15th, 2013

CBI Way blog spot by Lisa Van Ess, Recruiter On-Demand and Managed Staffing Practice Leader

Those of us in the service provider business are well aware of how service and success easily get tied to the engagement of that one-and-only-knows-my-business-resource. The client has been working with this one sourcer or recruiter since the beginning and no one you have in your entire fleet of talent could ever replace that individual…there is some truth to this, but so much can be done through a great transition, yet – that is a subject for a future blog…

This blog is about the benefits of going from working with My Favorite Sourcer to the (gasp!) Anonymous Sourcing Pool. At CBI Group, we look at sourcing as a multi-step process that begins with the research of potential candidates through all available pipelines and ends with the profiling and production of an interested candidate submitted to a CBI Group or corporate recruiter for entry into the interview process. We have a sourcing methodology and process to find all sorts of needles in the haystack. Yes, some of our talented sourcing team has more experience with financial services, others in pharmaceuticals and others in manufacturing but when our internal and external clients limit themselves to only work with their Favorite Sourcer they miss out on some great benefits.

Sourcing is about creativity, the more variety of opportunities given to a talented sourcer, the more creative they become, and this goes for every client. Having a strong vertical/niche is great in terms of knowing where to start the hunt but having different sets of eyes and different approaches leads to a wider variety of pipelines and candidates. When a sourcing team is behind you, they rely on each other for coaching, ideas, and support (you tend to get more than the Favorite Sourcer you might be paying for) and when your Favorite Sourcer goes on vacation, your recruiting pipeline does not go on hold for a week. Oh, and how could I forget to mention, your Favorite Sourcer is part of the nebulous Anonymous Sourcing Pool so you still do get their work included…

Remember – the whole is greater than the sum of its parts (or the one part you are most attached to!)

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.

Blank Sheet of Paper recruitment program helps growing pharma company sustain growth.

March 5th, 2013

Customer Challenge

A U.S.-based Pharmaceutical company was rapidly growing and with their focus on their core business of specialty healthcare solutions, their recruitment team was overwhelmed. The leaders were unsure of their specific long-term needs but required immediate assistance to keep up with their growth. After CBI Group gained an understanding of their needs, we developed a customized menu of services offering potential short-term & long-term solutions to meet their recruitment and business goals.

Download full Customer Story

What does outsourcing have to do with recruiting?

February 2nd, 2011

My blog really covers a multitude of topics… leadership, culture, sales & marketing and talent acquisition. But one area I do not often write about is the industry I work in. My company, CBI Group, is in the recruitment solutions business; the staffing industry. To most, this is the land of headhunters and images of the old Kelly Girl temporary. When I was starting out at Placers, a temporary agency, I was blessed to work for a pioneer in the industry, a staffing industry Hall of Famer. As I was cutting my teeth learning to sell, lead and build a culture, Placers was building a reputation for doing new things in the world of staffing. The company had a knack for doing two things well: establishing close relationships and building trust. These two things put us in the room with customers to hear and discuss their problems, opportunities and unique challenges.
 
After twenty years, first at Placers and now at CBI Group, we have solved enough recruitment problems to find that there tend to be core problems. As these problems change, we adapt our business units to solve those problems. Feedback from our customers put us in the recruitment outsourcing business. And as our products have evolved, an entire Recruitment Process Industry has emerged and flourished. Recruitment outsourcing is that misunderstood field full of acronyms and phrases like MSP, VOP, Managed Staffing, project staffing, BPO and RPO, just to name a few. This new industry is saturating the marketplace and people are asking, “What is RPO? And how do I know if my business could benefit from it?”
 
Here is the industry definition of Recruitment Process Outsourcing, or RPO:

“When a provider acts as a company’s internal recruitment function for a portion or all of its jobs. RPO providers manage the entire recruiting/hiring process from job profiling through the onboarding of the new hire, including staff, technology, method and reporting. A properly managed RPO will improve a company’s time to hire, increase the quality of the candidate pool, provide verifiable metrics, reduce cost and improve governmental compliance.”

This definition is good but I think it requires the addition of some fundamental thinking. Staffing services can truly augment your company efforts. They complement your recruiters or your managers with the effort of putting the right staff in place. Working with a temporary or search firm are exactly that. RPO, however, is a managed service. An RPO firm takes on the recruiting process, technology and owns the outcomes. The last part is crucial. Outcomes are the costs and time commitments that it takes to get the recruitment work accomplished as well as the ownership of making recruitment better in your business.
 
If you’re thinking, “should I be looking at a managed staffing solution?” – a good place to begin is to answer three “simple” questions:

    1. Is your recruitment process working?
    2. Are you maximizing the productivity gains of your or someone else’s technology for recruitment?
    3. Are you getting recruitment results that fit your goals and strategy?

I am very curious about the outsourced recruitment trends that will unfold in 2011 and I’d love to hear what you think too. Send your links, articles and comments to me via the email on the CBI Group contact page.
 
 

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