Presentation from ERE Recruiting Conference 2013 by Darlene Shoemake
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1. DISCUSSIONIntroductionThe situationOption pros & consRPO
selection processSelection criteriaThe strategyHow it workedResults
(I didnt expect)What I should have doneContact me 2
2. INTRODUCTIONMy background:Over 16 years of experience in
both search firm and corporate settings leading high functioning
recruiting teamsCurrent role: Director, Talent Acquisition for
Republic Services, a 31,000 person recycling and waste collection,
transfer & disposal company with over 800 local operations
nationally and in Puerto Rico (5100 annual hires)Prior roles:
Director, Talent Acquisition for a large global independent
exploration and production company (hereinafter referred to as
Company) (1200 annual hires) Owner, The Valentine Group, a boutique
L.A. search firm (150 annual hires) 3
3. THE SITUATIONThe Company announced in November that it was
splitting into two pure-play companies and had a large hiring goal
with a short timeline Given 4 months to hire over 700 new critical
talent employees for both companies Areas of recruitment included
all corporate - IT, Accounting & Finance, HR, Legal,
Procurement, etc., but the positions would not be disclosed until
January (and by January I mean April in some cases) Additional
challenges: did not know the name of the new company, which
employees would be staying at the old company and which would be
moved to the new company, which company the new hires would work
for or who they would be reporting to 4
4. OPTION PROS & CONSOPTION 1 . Pros ConsAdd Easier work
oversight Ramp up time to recruit and train:additional
3+weekscontractors Limited talent pool Training (internal resource
drain) Equipment and space challenges Cost for software licenses,
etc. Hiring managers not wanting to work with new recruiters 5
5. OPTION PROS & CONS, CONTINUEDOPTION 2 Pros ConsRPO Hit
the ground Company had no running previous experience No
equipment/office working with an space needed RPO Additional
Quality of recruiters technology and unknown databases included
Company culture with cost of recruiter not aligned for full Quick
ramp up RPO model implementation 6
6. RPO SELECTION PROCESS Create RPO criteria and Invited 9
grading RPO firms scale for to respond RFP to RFP Selected Entire
process RPO Received 8 completed in responses 3 weeks Interviewed
top 3 Scored companies answers 7
7. SELECTION CRITERIA Flexibility Talent To scale teams quickly
and end project withExperienced recruiters (10+ years) that can
short notice; allow company to do it hit the ground running;
certified military their way recruitment SUCCESS Expanded
Reach/Sourcing DepthDatabases, advertising, marketing platform
Superior Reporting Capabilitiesto conduct email blasts; targeted
diversity Metrics/SLA deliverables and military experience 8
8. HOW IT WORKED THE STRATEGY Utilized my internal recruiters
as account managers so no change of recruiters for hiring managers
upon project roll-out Paired the RPO recruiters with internal
recruiters Started with 5 RPO resources and ramped up to 15 at peak
Used the RPO recruiters as sourcers and slowly gave several of them
full life-cycle recruiting responsibility Created a new interview
process and an internal scheduler team to handle the high candidate
volume due to RPO sourcing 9
9. ALIGNMENT RPO Recruiters PM Director FTE FTEs & Partners
Sourcers Contract Recruiters Support Staff 10
10. RESOURCE STRATEGY Resources RPO Resources Column1 Column2 0
4 10 0 15 0 12 0 0 9 0 5 0 3January February March April May June
July 11
11. RESULTS I DIDNT EXPECT Met hiring goals Finished project
under budget Developed candidate pipelines and more candidate
pipelines! Even after the roll-off of half the RPO recruiters, the
pipelines they built continued to generate numerous hires Agency
hiring dropped to under 4% (previous year:12%) Hired more in the
first 6 months of 2012 than the entire previous year Improved
quality of hire (as per hiring manager satisfaction survey) Time to
accept metrics improved by 15 days Employer Branding the company
made LinkedIns 100 Most InDemand Companies list because of the RPOs
strategic SEO and sourcing Recruiting team members developed strong
partnerships with the RPO recruiters 12
12. WHAT I SHOULD HAVE DONE DIFFERENTLY TRUSTED earlier: I
should have used more of the RPO recruiters on end-to-end
recruiting Utilized the RPOs recruiting coordinators and schedulers
instead of building a team of onsite contractors Set higher
expectations on FTE staff to balance workload with RPO recruiters
sooner 13
13. CONTACT MEDarlene Shoemake | Director, Talent
AcquisitionRepublic Services | 18500 N. Allied Way | Phoenix, AZ O
480.627.2310 | M 480.225.7228
[email protected] Services is one of the
nations largest recycling companies. We actively pursue projects
that improve the environment and help customers meet their
sustainability goals. 14