What every buyer of recruitment process outsourcing should know.
As anyone familiar with recruitment process outsourcing (RPO) knows, it’s a fast-growing, fast-evolving practice that has many customers and service providers seeing dollar signs. For buyers, engaging in RPO is an opportunity to rein in recruitment costs while improving hiring performance. For providers, being able to leverage their proven processes, recruitment talent, and installed technology to an expanding base of clients means more revenues. It’s the proverbial win-win situation. Or is it?
Finding ways to improve your recruitment functions.
Recruitment process outsourcing (RPO) offers some solutions to challenges facing all organizations as they confront an increasingly complex and confusing environment for human resource management (HRM). Unlike the human resource development (HRD) function, HRM encompasses the traditional tasks of HR: recruiting and staffing, compensation and benefits, employee and labor relations, and occupational health and safety. While HRM performs the transactions that make up the life-cycle of the employment relationship, HRD in contrast involves the design of the organization through its people. HRD addresses organizational development, performance management, training and learning, succession management, and alignment of the HR functions.
-Appoints Andrés Fontenla as New Country Leader –
LOS ANGELES AND MADRID, November 28, 2005 — Futurestep, the recruitment outsourcing subsidiary of Korn/Ferry International (NYSE:KFY), today announced that the company has opened operations in Madrid, Spain under the guidance of new Country Leader, Andrés Fontenla.
Reporting to Futurestep’s European Managing Director, Didier Bonnefoy, Fontenla is responsible for operational affairs and recruitment process outsourcing (RPO) business development in the Iberian market.
Richardson, TX-based StraightSource, a recruitment process outsourcing (RPO) service provider, has hired Karen Reynolds as vice president of operations.
Reynolds has experience in process, optimization, and operational expertise and was most recently as vice president of enterprise effectiveness for L3 Communications, where she was instrumental in improving business processes across a broad range of functional teams, defining long term operational strategies, and achieving operational excellence for the organization.
Prior to L3, she held key leadership positions at Texas Instruments and Raytheon Corporation, where she was part of an elite team of Six Sigma Master Black Belts deployed to implement new business processes.
Employees Sought for Coffeyville, Kansas Warehouse Facility Become Eligible To Win A Brand New Car
Chicago, IL, November 09, 2005 – Staff Management, the leading provider of vendor on premise staffing and management solutions, announced that they will be hiring as many as 1,500 new warehouse facility employees or more for its client Amazon.com in Coffeyville, Kansas to work through the holiday season. At least 400 of these new employees will be needed for weekend work between the hours of 6:00 a.m. to 4:30 p.m. on Saturdays and Sundays. As a bonus, new employees automatically become eligible to win a brand new 2005 Chevrolet Aveo through a performance-based raffle.
Hiring is currently underway and provides full-time positions (40 hours a week with the possibility of overtime), as well as part-time shift positions on the weekends that are well-suited for parents, college students, weekend workers, or as a second job for anyone interested in an opportunity to make great holiday money.
R2 (Risk Reduction) Technology is an Automated Application Created to Reduce Discriminatory Lawsuits and Streamline Workflows.
Lake Forest, Calif., November 7, 2005 –Accurate Background, Inc., a leading provider of global employment screening services, announced today its patent pending risk mitigation decision-making application called R2 Technology. R2 Technology aids corporate users with consistent hiring practices in addition to helping meet Federal and State compliance regulations. Looking to apply logic to screening reports, Accurate Background sought to design a rules-engine application which reduces a company’s liability, as well as the workload for the human resources and recruitment sectors by streamlining the review process of a candidate’s background report. Companies with multiple locations benefit from R2 Technology – as it was created to eliminate any human error and personal bias across the board. R2 Technology meets FCRA (Fair Credit Reporting Act) requirements, thus protecting the rights of candidates as well as clients.
Examines Best Practices in Diversity Recruiting Among Participants at 2005 SIA Conference on Diversity and Human Resources
BROOKFIELD, Wis., Nov. 3, 2005 (PRIMEZONE) — Pinstripe, a leading human resources outsourcing (HRO) and recruitment process outsourcing (RPO) services provider focused on talent acquisition and management for the global financial services industry, recently released a new report on Diversity Recruiting Best Practices in the securities industry.
Partnership Marks Benefit Provider’s Expansion Into HR Contact Service
QUINCY, Mass., Nov. 2, 2005 – Aetna Inc., one of the nation’s leading providers of health care benefits, has selected CitiStreet to provide certain human resources services and health and welfare administration, it was announced today.
Have you hired a new accountant but later realized he was counting on his fingers? Or maybe your new driver has a DWI conviction? By outsourcing workplace screening, you can easily find out how qualified a candidate really is before second-round interviews begin.
With improving technology and resources, workplace screening and security are no longer exclusive to government and military employers. Almost all organizations screen candidates in some fashion. Recent corporate scandals involving embezzlement and fraud have created greater public awareness on the importance of background screening. During the recent Hurricane Katrina disaster, it was discovered that former FEMA director Michael Brown was highly unqualified for his position because of numerous work history inconsistencies on his resumé.
High-volume hiring for sensitive positions presents unique challenges.
For Valencia, CA-based Six Flags Theme Parks, Inc., selecting and hiring the right employees present unique challenges due to the sheer number of new hires, most of which are for somewhat “sensitive” positions. When you hire as many as 500 employees per month for positions working with children, handling cash, and operating machinery, there is no room for error. An efficient screening program is essential.
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