Recruitment process outsourcing case studies of true business impact. Does it really matter how you hire? As long as you fill the chair, that’s all that matters – right? Wrong. Building an innovative talent solution can have far-reaching impact throughout your organization. Translating that impact to meaningful data and information that you can share with your executives can be powerful. In this presentation you'll find pointers on: 1. How to identify the information needed to add value to the executive team and strategic vision of your organization. 2. How to connect business challenges to your talent strategy and show results. 3. How to evolve your strategy from “butts in seats” to a talent solution with measurable business impact.

1. Case Studies
of True Business Impact
Innovative Talent Solutions

2. 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.

3. 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

4. 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

5. Client Snapshot

6. Client Snapshot

7. Client Snapshot

8. Client Snapshot

9. 100 annual hires –
the majority were
newly created roles
The Reality

10. HR generalist + 1
contract recruiter
Lacked ability to
engage & recruit top
talent to grow the
business
The Reality

11. No metrics except
“it takes too long to
fill jobs”
The Reality

12. Dissatisfied hiring
managers
Missed deadlines
Customer service
impact
The Reality

13. Reduce Cycle Time
The Business Impact

14. End-to-end RPO model
Req approval through
on-boarding
The Solution

15. 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

16. 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

17. The Results
73% of
requisitions
YTD are filled
with passive
candidates

18. Hiring Manager & Candidate
Satisfaction is high
The Results
4.45/5.0 hiring manager rating
4.28/5.0 candidate rating

19. 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)

20. 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

21. Client Snapshot

22. Client Snapshot

23. Client Snapshot

24. Client Snapshot

25. Unpredictable hiring
needs / ability to
forecast
The Reality

26. Complex recruiting
process
The Reality

27. Manual on-boarding
process with a LOT
of paperwork
- Government Requirements
- Compliance Concerns
The Reality

28. Very High Turnover
The Reality

29. Low candidate
quality (pass/fail
testing)
The Reality

30. A scalable solution with accountability
to meet hiring demands
The Business Impact

31. End-to-end RPO model
Req approval through
on-boarding
Required a scalable team structure
The Solution

32. 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

33. 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

34. 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

35. 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

36. 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

37. 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

38. 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