RPO & Staffing

2016 Baker’s Dozen Customer Satisfaction Ratings: EMEA and APAC RPO

2016 Baker's Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing: EMEA & APAC By The Editors HRO Today's Baker's Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required five responses from a location in Europe, Middle East or Africa, or Asia Pacific. In order to determine an overall ranking, we analyse results across three subcategories: service breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score.

Continue reading →

Labour Pains

Face EMEA market workforce challenges directly and strategically to ensure future growth. Jo Faragher Whilst many professionals in Europe are still reviewing the potential implications of Brexit—the U.K.'s decision to exit the European Union—the EMEA labour market faces its own challenges in the coming years. On the one hand, a rapidly ageing workforce has left many HR professionals struggling with succession planning; on the other, they're coming to grips with new trends such as an increasingly freelance labour market and the potential threats and opportunities brought by automation. Different states in Europe—not to mention industry sectors—are dealing with individual issues. In Spain and Greece, for example, unemployment is more than 25 per cent of the working-age population. Brexit has led to political instability not only in the U.K., but also in other EU countries, with some considering their own referenda. But there are also shared challenges. "The ageing workforce is definitely a big deal in most European countries," says Peter Brown, a partner in the HR management practice at consulting firm PwC.

Continue reading →

2016 Baker’s Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing: EMEA & APAC

HRO Today’s Baker’s Dozen rankings are based solely on feedback from buyers of the rated services; the ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required five responses from a location in Europe, Middle East or Africa, or Asia Pacific. In order to determine an overall ranking, we analyze results across three subcategories: service breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score. The rankings are based on those scores. The numbers presented in the tables represent those calculated scores; we include them to demonstrate the relative differences among the ranked service providers.

Continue reading →

Riding the Next Wave

Hold on tight HR: Big things are to come in 2017. By Amy L. Gurchensky 2016 had its share of trending topics in HR: cloud-based technology, open ecosystems, marketplaces, and robotics process automation. These issues, as well as a few others, will play a key role in shaping the future of the landscape over the next several years. Developments in 2016 are bound to drive change in 2017. Here are some predictions by HR service line for the next year. Payroll In 2017, NelsonHall estimates that the global payroll market will grow nearly 5.8 percent to nearly $18 billion, driven by the wider HR agenda for change. HR and payroll transformation and the move to cloud-based solutions will position this area for growth. While the majority of payroll service providers utilize proprietary payroll software, most of which is already available in a cloud environment, the focus over the last year has been on integration capabilities. Nearly 65 percent of vendors are developing or investing in integrations and interfaces with some of the most prevalent human capital management software.

Continue reading →

Measure What Matters

How to evaluate quality of service and improve metrics in the RPO space.
Christa Elliott When it comes to recruitment process outsourcing (RPO), clients are looking for providers who can work with them strategically to accomplish specific talent acquisition goals. For some these goals might include greater hiring volume or improved quality of hire; for others, effective RPO might mean having a faster time to fill or greater diversity in the candidate pool. Beyond these strategic requirements, however, clients are looking for something more. They want providers who can quantify their success and express it through metrics. And for good reason! Metrics can be helpful in determing whether an RPO provider is worth the investment. In fact, Korn Ferry Futurestep and HRO Today’s survey on RPO metrics found that “customers are more likely to be satisfied with their RPO if it offers metrics for reporting and decision-making— and by investing in the relationship with year-over-year improvement initiatives, they can continue to be as satisfied with their RPO.

Continue reading →

HRO Today 2017 Resource Guide

We know that the readers of HRO Today magazine turn to us as a go-to resource in the HR industry that delivers trends, insights, and the top resources for all of their HR operations and service needs. In our annual resource guide, we aim to showcase providers and product vendors across 18 sectors of HR services.

Here, you will find providers of everything from recruitment process outsourcing (RPO) to benefits administration and multi-process HRO, not to mention a treasure trove of HR technology, consulting services, and other ancillary products.

We hope that our 2017 Resource Guide will serve you well as a starting point in your search for appropriate vendors.

View the 2017 Resource Guide here

Taking the Market By Storm

The value of RPO continues to grow with game-changing momentum among midsize deals.

By Debbie Bolla

For Greg Hanno, engaging in a midsize recruitment process outsourcing (RPO) deal for his new firm Summit Truck Group was a near no-brainer. The senior vice president of human resources had partnered with talent acquisition solutions provider Novotus in a previous role and knew similar benefits could be achieved. At the time when Hanno joined the organization 18 months ago, Summit Truck Group was embarking on an acquisition and growth strategy—one that called for up to 240 hires per year, including highly skilled diesel service technicians who are key part of the company’s revenue stream.

“I knew upgrading talent as well as finding new talent would be critical,” explains Hanno, adding that time to fill was also top of mind. “Speed to results was one of the other biggest factors.

Continue reading →

2016 Baker’s Dozen Customer Satisfaction Ratings: Recruitment Process Outsourcing

We rank the top providers based on customer satisfaction surveys. By The Editors HRO Today's Baker's Dozen rankings are based solely on feedback from buyers of the rated services. The ratings are not based on the opinion of the HRO Today staff. We collect feedback annually through an online survey, which we distribute both directly to buyers through our own mailing lists and indirectly by sending service providers the link to send to their clients. Once collected, response data are loaded into the HRO Today database for analysis to score each provider that has a statistically significant sample. For this survey, we required 13 responses from 10 companies. In order to determine an overall ranking, we analyze results across three subcategories: service breadth, deal sizes, and quality. Using a predetermined algorithm that weighs questions and categories based on importance, we calculate scores in all three subcategories as well as an overall score. The rankings are based on those scores.

Continue reading →

CEO’s Letter: The Best Opinion Money Can Buy

Why the RPO Baker’s Dozen is different from many of the other ratings providers tout in presentations

Each month, we receive a significant number of communications from providers and analyst firms that announce a listing or ranking of services. Some have wordy explanations; some are very pretty with multicolored interlocking circles; and some have quadrant mapping, which has been all the rage. The presence of multiple methodologies is healthy for the market—HR executive teams are bound to have different perspectives. The problem I am raising today is that many of those methodologies are woefully indefensible. They are unlike our annual RPO Baker’s Dozen (see page 15) and our five other Baker’s Dozen rankings, which are based on customer satisfaction surveys. They are, in fact, not some analyst’s opinion, but from feedback of actual users of the services.

When we see the results for things like quality and scale, and they bear so little resemblance to the database we have created over the last eight years, we are shocked.

Continue reading →

Editor’s Letter: Showing its Strength

September: It’s the most wonderful time of year. Parents rejoice as children go back to school (as the Staples commercial nailed a few years ago). And recruitment process outsourcing (RPO) providers and the talent community anxiously await the annual RPO Baker’s Dozen announcement. It’s in! Coverage of the coveted rankings begins on page 15. Find out the leading providers of midsize deals, enterprise, and healthcare RPO based on customer satisfaction surveys. Learn about a few changes that were made to the survey based on committee feedback. Additional services and technologies impacting the marketplace were included this year.

Another notable change: Midsize deal leaders are listed first to follow this month’s cover story, Taking the Market by Storm (see page 12). When planning this issue, it was clear to address the momentum surrounding this market segment—deals involving companies with 5,000 employees and deal sizes between 500 and 1,000 hires per year.

Continue reading →