Perspectives from the Kinetix team on HR, Talent Acquisition & Management, life lessons and whatever else we want.
Energizing the Workplace
"If you don't read the newspaper you are uninformed, if you do read the newspaper you are misinformed." -Mark Twain
Four More Reasons the Right RPO KO’s In-House Recruitment for Mid-Size Businesses
Despite common thinking and modern myths, Recruitment Process Outsourcing can be a perfect fit for a mid-size organization – a company with as few as 100 hires annually. The days are gone when the arguments against this kind of professional partnership could stand up to strong argument.
In the first installment of their executive brief, “An Eight-Round Knockout: The Right RPO KO’s Mid-Size In-House Recruitment “An Eight-Round Knockout: The Right RPO KO’s Mid-Size In-House Recruitment,” the experts at Kinetix, the RPO for growth companies, explained why mid-size organizations have been neglected by most RPOs and shattered the first four of the eight most common arguments against an RPO being a good partner for a mid-size organization:
1. Recruitment Is Core to Our Business
2. With an RPO, We’ll Lose Control over Our Recruitment Process
3. With an RPO, We’ll Lose Control over Our Hiring Decisions
4. We Have Relationships with Specific Recruitment Vendors for Specific Needs
In this new installment, Kinetix delivers solid punches against the remainder of the most common arguments against partnering with an RPO if you’re a mid-size organization. The final arguments are:
An Eight-Round Knockout: The Right RPO Beats In-House Recruitment for Mid-Size Businesses
The battle for Recruitment Process Outsourcing (RPO) has traditionally been waged among large organizations – companies that need more than 1,000 jobs filled annually. But the right RPO also makes a perfect fit for a mid-size organization – a company with as few as 100 hires annually.
Kinetix, the RPO firm for growth companies, explains in a new and engaging executive brief, “An Eight-Round Knockout: The Right RPO KO’s Mid-Size In-House Recruitment,” why mid-size organizations have been neglected by most RPO firms and delivers solid counterpunches to the eight most common arguments mid-size organizations make against considering an RPO.
“The bottom line is that the old way of thinking doesn’t make sense today, not when you have RPOs that are designed and built to deliver the goods specifically on behalf of, and to serve the needs of, the mid-size organization,” Shannon Russo, chief executive officer with Kinetix, says in the first installment of “An Eight-Round Knockout: The Right RPO KO’s Mid-Size In-House Recruitment,”
Click here for the eight most common arguments a mid-size organization makes against working with an RPO.
Tags: changing industry, HR consulting, Recruitment Process Outsourcing
Talent Acquisition Triple Play
Congratulations to Sodexo on winning the 2009 Workforce Optimas Award for Vision
The company was able to improve hiring speed and quality even as it cut its annual recruiting advertising budget in North America by $300,000. The effort also has corresponded with better business outcomes. Customer satisfaction ratings have risen 0.3 points to 4.5 on a five-point scale since the strategy’s inception. The firm’s global revenue rose 7.9 percent for the year ended in August, and its net income increased 4.5 percent.
I am a fan of Sodexo’s talent acquisition approach from afar and I am excited to see their social media “investments” paying off so quickly. I also love the better business outcome proof. By thinking more broadly they are spending less on recruitment advertising, but gaining a broader reach while hiring apparently better candidates. Talk about a triple play! And I am impressed because they really seem to walk the talk (from what I can see). I truly believe that they are improving their company brand by the clearly improved employer brand they are building. To me they are proof of the shift happening away from traditional job boards and advertising as how the majority of companies find talent…..–toward social media as how smart companies will find their preferred talent pools. Now, you should know - I am biased as the hair on my neck is always raised when I hear the “post & wait” mantra of some of our clients – it makes me crazy!
Companies are missing the boat by not using their website to attract the best and brightest for their needs now and in the future. Sodexo is ahead of the curve regarding a focus on driving traffic to their website vs paying to improve the latest job board’s site . What doesn’t anyone get about the fact that at its best talent acquisition is a sales function? Meaning you want to pull in those that are a fit for your company: while (in the perfect world) helping those that are not a fit, see that early.
Just wondering if I am alone in being so passionate about focusing social media efforts on capturing passive job seekers - the future of our talent pipelines. Some cool : MLB triple plays
Tags: career, career search, FaceBook, HR, human resources, LinkedIn, LinkedIn network, Recruitment Process Outsourcing, Social Media, Twitter
Welcome to the REAL World
Those of you in the biz – don’t laugh: I received this response to a LinkedIn referral request for a specific type of position that this gentleman would know (I had also attached the link to our RPO client’s career site listing) :
Thanks for reaching out to me. Don’t take this personally, but I generally do not work with recruiters because 95% of them do not deliver. I really have no respect for any organization/business who cannot come directly to me.
There is no need for a third party to get involved with Linked In now days. Besides, you guys are not interested in my best interests. . . You are only interested in your company’s best interest. I don’t see the point in getting all excited over absolutely nothing. Its generally a waste of my cell phone minutes and a waste of your time as well as my own. Best wishes to you and your organization.
Ok, after I stopped alternating being pissed off or snickering, I felt sorry for the guy. He clearly had both misunderstandings about how the recruiting world works, and may have been mislead as well. So for his sake I thought I would share some real world basics.
- NEWS FLASH: 3rd party recruiters work for COMPANIES!!!!!! If this is confusing to you,
note that in every business I know, generally the “customer” is the one who pays the bill. If this is not you, then clearly you are not the CLIENT, act accordingly. The only person the recruiter is delivering for is their client. - Also – smart companies today are outsourcing all their talent acquisition to RPO companies like us – so in that case, we are the company (2nd News flash!).
- Key: recruiters work to place the best, qualified and cultural fit candidates for positions their CLIENT has. If they do not pick you, it is likely because you either were not the most qualified, or the best fit.
- Also – you may be chosen by the recruiter as a viable candidate - but not by the client…..for no apparent reason – I cannot tell you why, sorry. [But the high quality firms will be honest with you even if this is the answer in this case or the prior]
- Finally – as in any business, there are good and ethical people and there are bad ones. Only work with businesses that deal with integrity and ask around to confirm. However, don’t generalize an entire industry for your bad choices in relationships, grow up people…..we could tell stories about bad, unethical candidates and clients.
- One more reminder that “she who pays the bill” is the client so if you are a candidate (and presumably not paying a bill) - realize your role and opportunity and the potentially important role the recruiter plays – treat them with the respect you would the hiring manager (this is a big mistake by many job seekers). Understand that the ONLY person whose job it is to find you that next great job….IS YOU.
- Finally – if you are a job seeker and you want to build a relationship with a few quality recruiting firms, a great way to do so is to send them your best referral candidates – you will be seen as a giver and one who is well connected. It will also keep you top of mind for them when that perfect fit opportunity opens up.
Welcome to the real world, sorry if I burst your bubble.
Tags: career search, employment verification, job search, Job Seeker, Recruitment Process Outsourcing, truth
Why RPO in a down economy?
If your organization is like most in America today, you are probably facing tough decisions related to your workforce. You are trying to do more with less, eliminate under performers, optimize internal talent, and outsource functions that are not part of your core competency. You may still be recruiting new talent but at much different levels than in the past and in different departments within your organization. What to do with a recruiting function built under much different business conditions?
Recruitment Process Outsourcing (RPO) is a scalable recruiting solution that will help reduce cost per hire, provide flexibility to address quickly changing recruiting needs, and eliminate the need for additional headcount in your HR organization.
Here are 5 reasons why companies consider RPO – they are especially relevant in a down economy:
- Costs are more variable and align more closely with actual recruiting volumes.
- Organizations gain access to specialized recruiting resources with no incremental cost.
- Eliminate concerns about how to construct a recruiting team to address short-term slowdowns or potential upticks.
- Ability to leverage an RPO firm’s scalability and eliminate costly contracts for job boards, background checks, drug screens, and recruiting technology.
- Potential to have less than a full time employee dedicated to the recruitment function.
More and more organizations are realizing the converse difficulty of recruiting in a job market that is flooded with candidates. More resumes in their inbox, more phone calls (from agencies and applicants), difficulty in deciphering good talent, and the need to recruit locally given relocation challenges for many homeowners. RPO offers the potential to get the expertise you need, when you need it, to deliver the talent your organization needs.
Tags: career search, changing industry, HR, human resources, outsourcing, Recruitment Process Outsourcing, Recruitment Solutions, RPO
Archives
@kinetixhr
Tags
Blogroll
Recent Comments
- Tweets that mention 9 Top Online Resume Resources » Kinetix -- Topsy.com on 9 Top Online Resume Resources
- Tweets that mention Kinetix CEO to Present at 2010 Georgia CPA Conference » Kinetix -- Topsy.com on Kinetix CEO to Present at 2010 Georgia CPA Conference
- Tweets that mention Four More Reasons the Right RPO KO’s In-House Recruitment for Mid-Size Businesses » Kinetix -- Topsy.com on Four More Reasons the Right RPO KO’s In-House Recruitment for Mid-Size Businesses
- Tweets that mention Prevention and Wellness Lead Benefit Designs » Kinetix -- Topsy.com on Prevention and Wellness Lead Benefit Designs
- Tweets that mention An Eight-Round Knockout: The Right RPO Beats In-House Recruitment for Mid-Size Businesses » Kinetix -- Topsy.com on An Eight-Round Knockout: The Right RPO Beats In-House Recruitment for Mid-Size Businesses