Posts Tagged ‘recruitment process outsourcing’

Six things to look for in an RPO

Friday, May 17th, 2013
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The recent release of the Everest - Recruitment Process Outsourcing (RPO) – Service Provider Landscape with PEAK Matrix Assessment 2013 gives some useful insight into what RPO is about in an international context, and also gives us an opportunity to ask how it is different at a local level.

rpo

Recruitment Process Outsourcing

Everest Group defines RPO as transfer of ownership of all or part of recruitment processes or activities on an on-going basis rather than “out-tasking” arrangements (typically handled by recruitment agencies, staffing companies, or executive search firms) that are managed on a project-by-project basis.

This distinction is much more blurred when looking at the local level, with plenty of recruitment agencies looking to add RPO type service alongside their more traditional offerings.

So what should you be looking for if you want to “transfer of ownership of all or part of recruitment processes on an on-going basis” to an external provider?

With the help of Everest research, and PPS’ own experience, we propose the following list:

1) Market segments – make sure that the providers that you consider are specialists in your area. RPO is about the process, but it’s mostly about the recruitment, and so doesn’t differ from other services in requiring a knowledge of the market and the candidate.

2) Account Management – make sure that your account manager knows as much or more about recruitment than you do! And that they quickly come to understand exactly what sort of talent your organisation needs. Expect to be challenged in what you are doing – this is what you are paying for.

3) Technology – this needs to fit your process, rather than the other way around. Applicant tracking and talent pool management systems have come a long way recently, but configuration to your requirements is likely to be more relevant than some of the fancy functionality available.

4) Management Information – this should demonstrate how you are recruiting better talent more efficiently than before, and over the length of your contract. Hiring Managers will need to be persuaded by any change, and direct evidence that the RPO is helping them deliver is essential.

5) Resourcefulness – Twitter, Pinterest, Situational Judgement Tests, video assessment – all aspects of sourcing and screening talent that have emerged over the last few years. What will be next? Are you going to hear about it from your RPO once it is relevant to your business? You should!

6) Your brand – An applicant sourced and screened by PPS for one of our RPO clients recently fed back to us that though they were disappointed to not have been selected for the role, they were so impressed with the company, that they had gone out and bought one of their products. Make sure you select an RPO that guarantees to uphold your brand 100%.

So what do you think? Disagree with any of these? Think that another aspect of RPO provision should have made the top 6? We would love to discuss it with you.

willWritten by Will Shepherd – Managing Director of PPS Works Ltd

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Pussycat Dolls, the X Factor and Attracting Talent to Your Business

Tuesday, October 9th, 2012
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Now I’m no X Factor fan but something did catch my eye this week.

It appears that for the first time in the show’s history, researchers have been actively scouting and encouraging bands and performers to audition for the show.  In fact it turns out that half of this year’s X Factor finalists have been actively approached to apply.

Now I can’t quite recall ever agreeing with the Pussycat Dolls (until now), but as former member Nicole Scherzinger

comments- “I think it’s great….it opens up the pool for wider talent”.

If her record career should ever dry up, Ms Scherzinger might just find she has a glittering career in HR/Resourcing

The Pussycat Dolls speak sense!

ahead.

The point is, she is absolutely right.  The producers clearly want to deliver quality for the ‘interview’ panel (and TV audience), so they proactively approached the market to see what it had to offer.

The same rings true of your recruitment attraction strategy.

On the surface there is little wrong with advertising vacancies online and waiting for applications to drop in.  But a resourcing attraction strategy whose success is heavily reliant on the right candidate applying to your advert, at exactly the right time is both flawed and high risk.

If your HR team lacks the time, technology or specialist skills and expertise required to entice high quality talent into your business, you will eventually get found out.  Vacancies will remain unfilled, gaps will be recruited to with expensive agency staff or worse still, below par applicants may end up being recruited.

At PPS we are the recruitment engine behind many recognised UK brands.

Our outsourced recruitment services have helped the likes of Halfords, Severn Trent, Turning Point, Oasis Dental, Hermes and Lloyds Pharmacy to find, attract and select high-quality applicants to their businesses.

If you would like to talk to any of our clients about our work and how we have helped them please get in touch on 07939 297 337.

Written by Lee Burman, Business Solutions Manager at PPS Works

Connect with Lee on LinkedIn

Twitter: @leeburman

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Poll: What makes an employee a “good employee”?

Wednesday, September 21st, 2011
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Ask any one of us what makes a bad employee, and I am sure we could all rattle off a good list – and provide some real-life examples too! In fact, the notoriety of having a bad employee in their midst has got companies so frustrated that, articles like this one have taken to developing ‘tried and tested’ methods of avoiding them.

But for all this commotion, we seem to have forgotten about the good employee. The type of individual we, here at PPS, are constantly searching for. So what makes a good employee good?  What separates them from the bad - is it their thirst to help their company move forward or is it the willingness to go beyond the confines of their job description?

If this piece of research is anything to go by, the ideal employee has 5 characteristics - dependability, honesty and integrity, a positive proactive attitude, a willingness to work and the ability to use spare time productively.

But every employer is different. A particular feature that might be ideal for one employer may be a match made in hell for another.

So with that said, we are posing to you this question: what top 3 features make up YOUR perfect employee? What 3 features are a deal-sealer? And how close have you come to finding someone who meets those requirements?

Vote in our poll now! We want to hear your thoughts on employees – the good and the bad!

 

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Is the CV a true reflection of a candidate’s abilities?

Wednesday, August 31st, 2011
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There is no simple answer to this question. Long used as the factual guide to a candidate’s skills and experiences, the answer should be yes. However, in an increasingly candidate rich market, this is not always the case nor it is necessarily always enough to recruit on.

The CV should include all the characteristics, skills and experience to match to the requirements of the role – it should effectively act as a check list for both employers and potential employees. With the inclusion of work history and gradual career progression, the CV can offer a clear indication of a candidate’s career expectations. Listing educational achievements echoes an individual’s career choice. With such information, an employer can begin to form questions and ideas around the suitability of the candidate along with queries regarding career goals or gaps in work history – which can then be used at a later stage of the selection process.Talent pool end users

Given the pool of information a candidate can offer up about themselves, the CV truly is an opportunity to sell to a prospective employer. As we always say at PPS – this is your only chance to make a good first impression.

From an employer’s point of view, it is an excellent way of gaining an insight into a candidate’s ability – and ultimately deciding whether they fit the job description criteria.

However, we all know that candidate suitability is more than whether or not they tick the ‘hardworking’ box or the ‘reliable’ box. Often the cultural fit to an organization is more important or relevant than the credentials on a CV.

In volume recruitment, for example for the role of a Customer Service Advisor the skills set is apparent and experiences may be similar but employers need to find people who fit into their organizations. Here, testing and assessing a candidate’s motivation is more relevant than whether they have had any experience. Surely these are characteristics and traits that cannot be illustrated on two pieces of A4 paper? Is this a gap that the video CV can fill?

Click here to read more of Kate’s thoughts

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Poll: Are Video CVs the future?

Wednesday, August 24th, 2011
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Charging in with 55% of the vote, you voted poor spelling and grammar as the worst mistake to make on your CV on our poll. With employers apparently, only spending a grand total of 10 seconds on each application and worse still, some applicants using their CV as a coaster (prior to sending it off according to one poll voter!) – it is no surprise that a new form of applying is creating a buzz in the market.

Type in ‘video CV’ into a well-known video sharing website, and you get almost 220,000 results – from graduates to statistical programmers, all are vying to capture your attention with their short (and often interactive) clips of how they are theideal candidate. Online job boards

This phenomenon has created some major success stories (see: Graeme Anthony and his C.V.I.V here) which show the potential of the video CV, whilst other entries make you want hold your paper CV close and never let go (see: this guy).

Here at the PPS offices, we understand how saturated today’s market is. Standing out from the crowd is essential – however, is the video CV the way to go about it?

Will it become the way we assess candidates in the future? Or is it just another time-consuming gimmick (for employers and job-hunters)?

We want to hear your thoughts – answer the poll below and share your experiences now!

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How PPS maintains long lasting partnerships

Monday, August 15th, 2011
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Here at PPS we pride ourselves in providing a personal service to every single client and candidate we speak to. Being an independent business makes us different to the larger consultancies – as we are able to provide a tailor-made service to clients rather than a standardised service. This enables us to meet the needs and requirements of our clients and in turn gaining us a large number of long standing partners.

Each client has a small team of consultants working for them – this ensures that our PPS consultants – who are all HR and recruitment professionals – have met their clients and understand exactly what they are looking for and what type of service they expect. It is also reassuring for clients to speak to someone they know every time they call the PPS number.

Click here to read how PPS maintains long lasting partnerships

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Poll: What is the worst mistake you could make on your CV?

Tuesday, August 9th, 2011
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Here at PPS, we come across some questionable CVs from time to time that make us inch over to the ‘Regret’ button. We have drawn up a shortlist of the worst offenders but opinions are divided at the PPS’ offices as to which mistake takes the crown – so we want to hear your thoughts!

Which CV mistake is unforgivable? Which error makes you pull your hair out? Or is there something you have come across that has not been included below which you feel deserves the crown for CV mistake of the century?

Answer the poll below and tell us what you think is the ultimate in CV sin!

 

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‘Bad’ applicants – generic examples of the types of candidates rejected at CV screen

Tuesday, August 2nd, 2011
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Here at PPS, we screen 100’s of CV’s on a weekly basis, often with many being rejected at the first stage. Some of these rejections could be prevented if the candidate was actually aware of the role they are applying for.

For example, if you are applying for a retail role, would you tailor your CV so that your accounting skills are highlighted accompanied with paragraphs describing how you really want a career in finance? A potential employer would take one look at this and question your commitment straight away.

Using our recruitment expertise, we have devised some key PPS tips to making a good first impression:
Click here to read our tips!

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How PPS helps the candidate experience

Tuesday, June 28th, 2011
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As an RPO company, client service is at the forefront of our philosophy.  We aim to provide our clients with an exceptional service that will enable us to forge strong relationships and build partnerships that stand the test of time.  But when we talk about clients, not only do we talk of the companies we work with but also the candidates that we come in to contact with on a day to day basis.

In today’s current economic environment, the task of finding the perfect job can feel relentless to many.  As both professional recruiters and ambassadors to our clients’ brands, we need to ensure that the recruitment process is not only one that is painless but even one that seeks to add value to candidates and their application experience.  It’s all about making them feel welcome, valued and well-informed.

Read on to find our how PPS helps the candidate experience

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PPS Housing Challenge

Tuesday, May 24th, 2011
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Homeless International Logo

Homeless International is a British charity dedicated to supporting slum dwellers in the developing world by improving their living conditions, providing basic services and finding lasting solutions to their poverty. Homeless International works by supporting community-led projects and initiatives related to slum development across 11 countries throughout Africa and Asia.

One billion people currently live in slums and this number is expected to increase to 1.4 billion by 2020, without the continuous help and support of Homeless International and its members.

Homeless International was founded by Housing Associations and professionals in the sector in 1987. As a socially responsible RRO and Managed Service provider to the industry, PPS appreciate the complex issue of social housing and homelessness and as a result, wanted to raise awareness of the impressive support the charity provides.

On Thursday 12th May, PPS together with Homeless International hosted a very successful charity event in which key contacts within the industry, including Housing Association clients and suppliers, came along to support the cause and spread understanding of the importance of the charity.

Click here to read more about PPS’ Housing Challenge

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