RPO & Staffing

2017 Baker’s Dozen Customer Satisfaction Ratings: Enterprise Recruitment Process Outsourcing

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. 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. The rankings are based on those scores. The numbers presented in the tables represent those calculated scores.

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2017 HRO Today Baker’s Dozen: 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. 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.

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Own the Workforce

As organizations change, talent acquisition practices must evolve with them.

By Debbie Bolla

When the nature of your business can cause unpredictable volume levels on a day-to-day basis, headaches are bound to happen for HR. For Todd Vallely, group vice president of global distribution and fulfillment for Abercrombie & Fitch, managing volume-sensitive functions common in retail like online merchandise orders, redlines and direct-to-consumer sorting and packaging was challenging to say the least.  Working with labor management firm SIMOS Insourcing Solutions instead of multiple staffing agencies, provided Abercrombie & Fitch what they needed—and a whole lot more.

Take, for example, Abercrombie & Fitch’s online business. Prior to working with SIMOS, merchandise would come from vendors unbagged and Vallely’s crew would need to polybag it before it could be placed back as stock.

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Midsize Momentum

RPO moves beyond just cost savings and brings strategic value to the hiring process in this segment.

By Christa Elliott

Midsize RPO deals continue to gain market share as they have proven to help solve talent challenges for organizations with 5,000 employees or between 500 and 1,000 hires per year. RPO has become an incredible tool that can help free HR leaders to play a more strategic role and to focus on broader organizational strategies that may not have been concerns five or 10 years ago. In today’s candidate-driven market, attracting talent with a robust employer brand and on new talent channels is more imperative than ever. In fact, according to CareerArc’s 2015 Employer Branding Study, 75 percent of job seekers consider an employer’s brand before even applying for a job.

With these strategies mission critical for leading organizations, HR managers need to ensure that they are at the top of the talent game.

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Enterprising RPO

Five trends that are shaping how large organizations find and hire talent.

By Christa Elliott

RPO has become an old friend to many enterprises, helping organizations prepare for staffing growth and implement much-needed innovation in order to hire the best talent. And through the years, recruiting has never stagnated. On the contrary, every market change brings a new crop of RPO trends that can help companies better attract candidates, manage onboarding, and perform a whole host of enhanced recruiting functions.

Today, organizations face a candidate-driven market—one that puts pressure on employers to double down on efforts to improve the candidate experience and champion the employer brand. In the midst of this competitive atmosphere, organizations that pay close attention to SEO traffic and analytics will also likely experience success, as will those that prepare for the artificial intelligence (AI) revolution and the advent of Google for Jobs.

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RPO Baker’s Dozen Customer Satisfaction Ratings

HRO Today's RPO Baker's Dozen Customer Satisfaction Ratings for EMEA and APAC By The Editors HRO Today’s RPO Baker’s Dozen Customer Satisfaction Ratings for 2016 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.

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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.

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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.

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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.

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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.

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