Recruiting experts, John Hess and Tim Oyer with Advanced RPO, discuss the difference between contract recruiting, recruiting agencies, and RPOs. Access the webinar on the RPO Association website at: https://resources.rpoassociation.org/how-rpo-stacks-up-against-agencies-and-contract-recruiters

1. Making the Case for RPO
vs. Other Recruiting Options
July 20, 2021

2. Our speakers
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Tim Oyer
Vice President,
RPO Solutions
John Hess
Executive Vice President,
Operations

3. Outsourcing recruiting options
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CONTRACT
RECRUITERS
RECRUITING
AGENCIES
RECRUITMENT PROCESS OUTSOURCING (RPO)
The fundamental difference
✓ Holistic talent acquisition solution
✓ Client owns candidates, data, etc.
✓ Operates as extension of your HR team
✓ Team of resources, not an individual
RPO
PARTNERS

4. How RPO is different
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Alleviates over 90% of
administrative work
Aligned to the business (key
initiatives / triggers for hiring)
Scalable to demand throughout
the year
Diagnoses & prescribes hiring
process and recruiting
improvements
Data analytics for continuous
improvement
Ensures fair, consistent &
professional administration to
each applicant
Transparent
Blends automation with
personal touch
Provides deep expertise
around process, technology,
recruiting and results
Delivers strategic insights &
thought leadership revolving
around talent acquisition
Recruitment Process Optimization

5. Competing for
talent
Must Haves
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Hiring is a Priority
Modify & Modernize Process
Automation & Personal Touch
Strong Value Proposition(s)
Engaged Recruiter & Manager
Insight into Career Path
Messaging Pre/During/Post Hiring
DE&I
Mission, Vision, Culture

6. The state of hiring RIGHT NOW
• An environment of CHANGE.
From 22 million jobs lost during the pandemic to 4 million people voluntarily leaving them in April.
• Hiring is UP.
82% of employers plan on hiring in 2021, including 37% who are backfilling jobs and 35% who are
hiring for net new ones.
• Candidate demands are HIGH.
Flexible schedules, remote work options and higher pay rates.
• The path forward is UNCLEAR.
Nearly 370,000 recruiter openings on LinkedIn.
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Sources: Department of Labor, Monster, The Future of Work: 2021

7. Our diagnostic
approach
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8. Covid-19
Impact
Low Turnout
Rate
Highly
Competitive for
Top Talent
More Jobs
than Available
Talent
Understaffed
Increasing
Pay ($)
Remote
Employees
Increasing
Pay ($)
Higher than
Normal OT
High
Turnover
Reluctant to
Change
Selling the
Candidates
Non-Exempt Exempt
Adapting to Changing Market Conditions
Customized solutions needed in today’s market
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9. Organizational
Readiness
Continuous
Improvement
Built to Deliver
Results
Employment
Branding
Technology and
Automation
Change
Management
Market Trends Compliance
Candidate
Attraction
Hiring is a
Priority
Customization
Adaptable,
Flexible and
Scalable
Data and
Analytics
Strategic Tactical
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Key drivers for consistent, sustained results
Building a successful recruiting program

10. PROGRAMMATIC JOB AD
OPTIMIZATION
TECHNOLOGY /
AUTOMATION
LABOR MARKET
ANALYTICS
PROPRIETARY
MODELING TOOLS
Reach more than 200+ million job
seekers across all major, niche
and aggregator job sites.
Leverage text message, live
online chat and artificial
intelligence to hire better people,
faster. Integrated software that
allows for scheduling interviews
seamlessly and efficiently.
Make smarter decisions regarding
recruitment, relocation and
expansion. Easily analyze billions
of data points across any
geography: state, metro, county,
ZIP code or any custom region.
Powerful and versatile modeling
tools that enable adaptability to
the sourcing and recruiting
strategy on a daily-basis in rapidly
changing market.
MARKET DATA & RESEARCH SOURCING & ENGAGEMENT
Custom recruitment strategy = Success
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11. Adapting to achieve desired outcomes
Increased hiring manager satisfaction to 95%
Increased candidate satisfaction to 98%
Improved time-to-fill year over year by 57% overall
Sourced 73% passive candidates for exempt roles
$1,000,000+ savings with training
Exceeded diversity hiring goals each year
Net Promoter Score of 86.7 from client surveys
Day 1 start rates have improved 43%
Maintained shift schedules and full capacity production
Eliminated recruiting agency spend

12. 100%
● All of our clients have completely unique solutions and strategies fit to size.
● We build best practices into our partnerships, but we don’t repeat the exact same strategy twice.
● Our solutions don’t just accommodate change, they are built for it.
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13. www.advancedrpo.com
Thank You.
Questions?
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Return on Investment (ROI)
Businesses that excel in recruiting
benefit from:
● 3.5x more revenue growth*
● Twice the profit margin*
● Superior employees: 8x more
productive than average employees**
*Jobvite Report 2020
**McKinsey & Company
Tim Oyer
312.632.6160
toyer@advancedrpo.com
John Hess
610.420.9630
jhess@advancedrpo.com

14. What we’re
going to cover
● Outsourced recruiting landscape
● The state of hiring
● Competing for today’s talent
● The RPO - and Advanced RPO -
difference
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