Case Studies of True Business Impact

Innovative Talent Solutions

Your Presenters

Pam Verhoff, President, Advanced RPO

Pam is an accomplished executive with extensive experience

building RPO businesses and solutions, as well as developing

growth strategy.

Tim Oyer, VP RPO Solutions, Advanced RPO

Tim is an RPO veteran. For more than 20 years Tim has

worked directly with clients to diagnose their talent

acquisition programs and create a variety of long-term

solutions to improve their talent acquisition strategies.

Today’s Objectives

• Identify business challenges to develop your talent acquisition strategy

• Share real examples of business impact delivered with the right talent solution

• How to evolve your talent acquisition solution as business needs change

The impact of talent acquisition

Think beyond hiring:

• Quality of Hire • Value of Contribution • Turnover • Efficiency • Cost of good hire vs bad hire • Ripple effect of a great hire

Client Snapshot

Client Snapshot

Client Snapshot

Client Snapshot

100 annual hires – the majority were newly created roles

The Reality

HR generalist + 1 contract recruiter

Lacked ability to engage & recruit top talent to grow the business

The Reality

No metrics except “it takes too long to fill jobs”

The Reality

Dissatisfied hiring managers

Missed deadlines

Customer service impact

The Reality

Reduce Cycle Time

The Business Impact

End-to-end RPO model

Req approval through on-boarding

The Solution

1. Needed to immediately engage in recruitment on priority reqs / simultaneous program implementation

1. Engaged stakeholders

2. Defined success through identifying the greatest opportunity for

business impact

2. Developed ideal state process

3. Defined the team structure required to drive results

4. Evaluated/implemented new technology (ATS)

5. Developed customized sourcing strategies by function

6. Developed feedback loop

1. Hiring Manager and Candidate Surveys

7. Identified key metrics focused on the business impact

The Action

The Results

Significant improvement in Time-to-Fill

124 118

75

58

0

20

40

60

80

100

120

140

2015 1st half 2016 2nd half 2016 1st half 2017

Days

The Results

73% of

requisitions

YTD are filled

with passive

candidates

Hiring Manager & Candidate Satisfaction is high

The Results

4.45/5.0 hiring manager rating

4.28/5.0 candidate rating

The Feedback

“They met me where I am.” - CHRO

“Our recruiter is efficient and organized. Her input is valuable to our hiring process. She is to the point and responds quickly to emails

and requests.” - Hiring Manager Feedback

“The treatment I received, responsiveness through your hiring process was amazing. I want that for my organization.” – HR Director Candidate (and future potential Advanced customer)

Non-profit HMO

What Mattered to Business Leaders How We Shared This Info

Drive confidence talent

acquisition

Surveys & hiring manager

feedback

Improved business results

through reduced cycle time

TTF/reduced lost revenue

report

Cost control Quarterly business review with

cost data

Scalable solution Complete accessibility to a

team ready to respond

Client Snapshot

Client Snapshot

Client Snapshot

Client Snapshot

Unpredictable hiring needs / ability to forecast

The Reality

Complex recruiting process

The Reality

Manual on-boarding process with a LOT of paperwork

- Government Requirements

- Compliance Concerns

The Reality

Very High Turnover

The Reality

Low candidate quality (pass/fail testing)

The Reality

A scalable solution with accountability to meet hiring demands

The Business Impact

End-to-end RPO model

Req approval through on-boarding

Required a scalable team structure

The Solution

The Action

• Two immediate areas of focus

– The 27 step process; where can we drive efficiency? – Engage with HR to help influence their ability to forecast

• Implemented technology to automate the application process – Included automated candidate scheduling

• Defined the team structure required to drive results

• Developed feedback loop – Hiring Manager and Candidate Surveys

• Identified key metrics focused on the business impact

– Improve candidate retention from offer through clearance

– Candidate quality; training class pass rates

The Results

306 302

470

354

1002 1050

418

900

0

200

400

600

800

1000

1200

Q1 2016 Q2 2016 Q3 2016 Q4 2016 Q1 2017 Q2 2017 Q3 2017 Q4 2017*

Number of Hires by Quarter

91% 93%

92%

91%

92% 91%

91%

Yellow percentage indicates training pass rate; *Q4 2017 Projection

91%

Varying Hiring Volume

The Results:

JUN 2014

Partnership

Begins

APR 2015

iCIMS

introduced as

ATS

NOV 2015

Added video

interview

JAN 2016

Added on-line

assessments

APR 2016

500 hires in

10 weeks

APR 2017

Extended

scope – post

offer activity

JUL 2016

Automated

Electronic

On-Boarding

JAN 2017

1000 hires in

Q1

Evolution of Partnership

The Feedback

“You are the bees knees and our secret sauce.” – HR Director

“Recruiter was great at helping me understand

my onboarding paperwork.” – Candidate Feedback

“Video interviewer was very knowledgeable about the organization and the position….”

– Candidate Feedback

Government Contractor

What Mattered to Business Leaders How We Shared This Info

Cost Savings Correlate quality of hire with

training pass rate with dollars

Drove additional revenue with

cycle time improvement

TTF/reduced lost revenue

report

Predictable recruitment cost;

varies with volume

Quarterly business review with

cost data

Ability to deliver at all volumes A team ready to respond

Key Takeaways

• Listen to the business needs

• Determine how talent plays a role in these business needs (beyond hiring)

• Structure the solution to drive business impact

• Translate the data to build confidence

Questions

Pam Verhoff President office: 847.418.3704 mobile: 419.427.6230 pverhoff@advancedrpo.com

Tim Oyer Vice President, RPO Solutions office: 312.632.6160 mobile: 419.672.9053 toyer@advancedrpo.com