Featured Recruiter
We are currently recruiting -
come and join our team
Your Questions Answered
Q1. What types of Resourcing models are open to me?
Q2. Why do organisations implement a Recruitment Managed Service?
Q3. What are the key benefits of implementing Recruitment Process Outsourcing?
Q4. What steps need to be taken in order to ensure the success of Recruitment Process Outsourcing?
Q6. What technology is available to support my Resourcing?
Q1. What types of Resourcing models are open to me?
The current recruitment market supports a number of Resourcing and Selection models utilising the services provided by third party suppliers and it is worth noting that one of the biggest growth areas is the deployment of either a Master Vendor model or a Recruitment Process Outsourcing Service. Resourcing and Selection models have developed significantly in the last five years returning significant benefits to those businesses embracing these new models.
The key recruitment models available today are as follows:
- ‘In-House’
A traditional recruitment function, managed internally by Human Resources/Line Management with candidate sourcing via multiple channels (both third party suppliers and direct) and all selection activity carried out by Human Resources/Line Management - Master Vendor or Managed Agency
A single supplier managing all recruitment via its own recruitment fascias and a second tier of alternative suppliers (examples include Hays, Reed and Manpower). Some selection activity may be carried out by the supplier - Recruitment Process Outsourcing
A single supplier managing all recruitment via a combination of third party agency and direct sources with the emphasis on recruitment brand development and direct attraction. Pre-selection activity should be carried out by the supplier although a lot of the activity in this space still has the client doing unacceptable levels of screening and pre-selection. It is important when choosing a supplier to understand their abilities to provide a screening and selection service. Many suppliers only provide a process management service and add little value to selection - Vendor Neutral Recruitment Process Outsourcing
Embracing all the positives of the Master Vendor and RPO models the Vendor Neutral Recruitment Process Outsourcing solution provides a comprehensive and objective solution to Recruitment and Selection
A vendor neutral RPO solution is a single supplier managing all aspects of recruitment. The solution to each requirement is objectively determined ensuring the best candidates are sourced from the market at all times. All attraction channels are managed via a single point of control. Channels will include contingency and search suppliers, direct attraction, internal markets, speculative CVs and referrals. All pre-selection activity is carried out through a vendor neutral solution. Resource Management offers a market leading solution in this space.
Each of the above methods is used widely within the current market and can provide solutions to all types of requirements to include Permanent, Contract, Interim and Temporary resource.
Master Vendor solutions are largely used within the volume and/or temporary arena where there are large numbers of the same role being recruited with base line price being the primary driver.
Vendor Neutral RPO services are used where the organisation recognises Resourcing and Selection as a specialist discipline, particularly in the area of permanent staffing and/or critical interim and professional contract labour. Most large organisations tend to 'mix and match' using one supplier for volume and another for non-volume/leadership recruitment.
Q2. Why do organisations implement a Recruitment Managed Service?
In Resource Management's experience, there tends to be a combination of key drivers for any organisation considering an RPO solution. They are as follows:
- Reducing over reliance upon 'expensive' third party (agency) suppliers
- Treating recruitment as a specialist discipline in order to attract the best quality people in an increasingly competitive market
- Ensuring proper control and compliance in terms of cost, process and behavioural fit by implementing a standard recruitment model
- Direct and in-direct cost control - in terms of cost per recruit and reducing the time spent by Managers/HR within the resourcing process
- Concerns around the quality of the existing workforce or levels of attrition
- An underused internal recruitment market leading to high levels of attrition
- Reducing the unnecessary amount of time spent on the recruitment process by Managers and HR
- The development of a recruitment brand to ensure more effective direct attraction
- To reduce the use of inappropriate (and expensive) resourcing and selection methods e.g. excessive use of 'Search and Selection' (Headhunting) solutions or inappropriate advertising media. Deployment of the wrong selection tools
- To reduce recruitment 'cycle time' and ensure that critical roles do not remain unfilled
- To provide effective Management Information and benchmark recruitment against clearly defined Key Performance Indicators
Q3. What are the key benefits of implementing Recruitment Process Outsourcing?
Customers using a RPO Solution can expect to receive the following benefits:
- No static costs around resourcing and selection, if you are not recruiting then you incur no cost (i.e. a 'pay as you go' model)
- The implementation of a standard and effective selection process that is fit for purpose
- Development of a 'Direct Attraction' strategy to reduce reliance upon third party suppliers, therefore significantly reducing the cost per head
- Development of your own 'Headhunting' strategy by networking across all candidate response
- Creation of a unique and ring fenced candidate database
- Development of your organisations 'recruitment brand'
- An improvement in candidate quality and retention
- Management of all direct and indirect recruitment costs and therefore greater visibility of cost
- A saving of at least 60% of all Management and Human Resources time spent currently on Resourcing and Selection which can either be measured as a cost saving or an efficiency gain
- A reduction in recruitment cycle times
- The creation of a flexible supply chain fit for purpose and not restricted by limited market knowledge and suppliers own brands
- The ability to have an up-to-date view on employer-employee markets enabling an intelligent response to critical Recruitment and Resourcing issues
- Regular and accurate management information
- Deployment of appropriate technology to ensure that all stakeholders remain informed at all times
Q4. What steps need to be taken in order to ensure the success of Recruitment Process Outsourcing?
- A full audit of all resourcing and selection methods takes place, ensuring that all base line data and costs are agreed beforehand and that any process improvements can be clearly measured
- That the service required is clearly defined from the outset
- That the service is fully mandated and supported at board level
- That the service is fully communicated internally and endorsed by Senior Management and that the service continues to be communicated until fully embedded
- That the service provider is managed by a senior level Vendor Manager
- Issue resolution is swiftly resolved via a clearly defined escalation process
- All SLAs and KPIs are agreed at the outset and are continually measured
- Regular review meetings take place between the service provider, Vendor Manager and key stakeholders
- That the service provider is embraced as a genuine Business Partner
Q5. How does Recruitment Process Outsouring maintain the personal interaction between the hiring managers and agencies?
Hiring managers can remain as close to the process as they desire, but we would suggest that as confidence in the service provision grows they become less involved in interacting with suppliers/agencies. It is important that Hiring Managers are allowed to get on with the job of managing and not be overly concerned with managing third party supplier relationships which is both time consuming and potentially very costly.
Q6. What technology is available to support my Resourcing?
Most service providers will have their own technology - be it an 'in-house' developed system or one purchased from the open market. At present, most systems are web based and therefore require no integration to client core technology.
In Resource Management's view, it is important that suppliers use technology that backs up their recruitment process rather than process becoming a slave to technology.
The open market provides numerous technology options to include; Mr Ted TalentLink, Recruitmax, Peopleclick, Taleo, GlobalSuccessor and Active Suite from Jobpartners.
Resource Management has its own web enabled, workflow management tool which can be deployed alongside all Managed Service Solutions.
Called Adapt it deals with the entire recruitment cycle from recording client information, candidate and vacancy details; through to searching, matching, letter and email generation, submissions, placements and follow up requirements. The system's integration with the Internet gives controlled access by candidates and clients which allows an unprecedented level of service.
If your question has not been answered or you would like further clarification on any of the points raised then please contact Mike Beesley, Managing Director on mike@resource-management.co.uk